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Journal articles on the topic 'Probationary period'
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1
Johan, Suwinto. "Implementation of Working Agreement with Probationary Period in Financial Industry According to Labor Law." SASI 28, no. 1 (April 14, 2022): 27. http://dx.doi.org/10.47268/sasi.v28i1.709.
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Introduction: This study looks at how to implement a three-month probationary period for probationary employees.Purposes of the Research: The purpose of this study is to examine the working interaction between employees and employers in the financial industry during a employment agreement with a probationary period.Methods of the Research: This study employs a normative legal research approach.Results of the Research: The findings of this study show that a three-month probationary period is insufficient for evaluating a worker's performance. The extension of a probationary period for a worker is prohibited by law. Companies must look for new ways to appraise employee. Probationary periods are more suited to non-management positions than to managerial positions. For managerial level, the probationary term is more than three months. The level of directors is not regulated under labor laws. Labor law does not need to govern work agreements for workers at the managerial level. The parties' agreement can be regulated by the civil law.
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Smit, Paul, and Joaquin Grobler. "Dismissal during Probationary Period of Employment in South Africa: An International Perspective." African Journal of International and Comparative Law 29, no. 4 (November 2021): 479–98. http://dx.doi.org/10.3366/ajicl.2021.0380.
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It is a universally acceptable practice to employ newly hired employees on a probationary period. In general terms the purpose of probation is to give the employer an opportunity to evaluate the employee's performance before confirming the appointment. This in itself seems to be an uncomplicated process; however, the scenario, especially in South Africa, becomes more complicated if an employer wants to terminate an employee's service during the probationary period of employment or terminate the services of an employee at the end of the probationary period. The right to a fair dismissal is well recognised in South African labour law; this right also extends to employees during their probationary period of employment. Convention 158 of the International Labour Organisation (ILO) provides guidelines in respect of the termination of employment, also during the probation period. In this article the ILO's standards with regard to the termination of employment during probation are considered. South Africa was a former colony of the Netherlands and the United Kingdom, in light of this the respective positions on dismissal during the probation period of employment in the Netherlands and the United Kingdom are also analysed. This provided the researcher with an opportunity to determine if South Africa's dismissal regime during the probationary period of employment is in line with some international perspectives and it appears that dismissal during the probationary period of employment in South Africa is out of step with international standards and developments.
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Smit, Paul, and Joaquin Grobler. "Dismissal during Probationary Period of Employment in South Africa: An International Perspective." African Journal of International and Comparative Law 29, no. 4 (November 2021): 479–98. http://dx.doi.org/10.3366/ajicl.2021.0380.
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It is a universally acceptable practice to employ newly hired employees on a probationary period. In general terms the purpose of probation is to give the employer an opportunity to evaluate the employee's performance before confirming the appointment. This in itself seems to be an uncomplicated process; however, the scenario, especially in South Africa, becomes more complicated if an employer wants to terminate an employee's service during the probationary period of employment or terminate the services of an employee at the end of the probationary period. The right to a fair dismissal is well recognised in South African labour law; this right also extends to employees during their probationary period of employment. Convention 158 of the International Labour Organisation (ILO) provides guidelines in respect of the termination of employment, also during the probation period. In this article the ILO's standards with regard to the termination of employment during probation are considered. South Africa was a former colony of the Netherlands and the United Kingdom, in light of this the respective positions on dismissal during the probation period of employment in the Netherlands and the United Kingdom are also analysed. This provided the researcher with an opportunity to determine if South Africa's dismissal regime during the probationary period of employment is in line with some international perspectives and it appears that dismissal during the probationary period of employment in South Africa is out of step with international standards and developments.
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Elliott, Robert H., and Allen L. Peaton. "The Probationary Period in the Selection Process: A Survey of its Use at the State Level." Public Personnel Management 23, no. 1 (March 1994): 47–59. http://dx.doi.org/10.1177/009102609402300104.
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This article is written to fill a void in the literature available on the Probationary Period (PP) as a part of the selection process. First, the history, purposes, and importance of the probationary period is discussed. Next, data is analyzed from a survey of the states regarding the uses of the probationary period. Topics discussed include the typical origins, uses, and length of the PP, appeals rights under the PP, and termination rates during the PP at the state level. Comparison of these data with available federal data on the treatment of poor performers is made. Data on the availability of training for supervisors to help them better deal with the PP is analyzed, and, finally, the perceived effectiveness of the PP by state officials is discussed.
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Park, su-keun. "Fixed-Term Contracts of Employment and Probationary Period." Chungnam Law Review 29, no. 4 (November 30, 2018): 41–62. http://dx.doi.org/10.33982/clr.2018.11.29.4.41.
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Borofsky, Gerald L., Janet Green, Dominick Burzichelli, and Louis Paludi. "Predicting Terminations for Cause and Failure to Complete Successfully a 90-Day Probationary Period of Employment: Contribution of a Preemployment Screening Inventory." Psychological Reports 77, no. 3 (December 1995): 1031–40. http://dx.doi.org/10.2466/pr0.1995.77.3.1031.
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This study examined the relationship between scores on a preemployment screening inventory, terminations for cause, and failure to complete successfully a 90-day probationary period at an East Coast resort hotel (approximately 3,600 employees). Of the 436 seasonal and nonseasonal applicants hired during the study period, 158 were administered the inventory as part of their preemployment processing. Scores were not systematically used in making over-all hiring decisions. Analysis indicated relationships between scores on an inventory designed to assess the likelihood of long-term job commitment, terminations for cause, and failure to complete successfully the 90-day probationary period.
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Spreeuw, Jaap. "The Probationary Period as a Screening Device: The Monopolistic Insurer." Geneva Risk and Insurance Review 30, no. 1 (June 2005): 5–14. http://dx.doi.org/10.1007/s10836-005-1104-5.
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Sosonsʹka, A. I. "Determination of the probationary period in application of article 75 of the CC of Ukraine." Uzhhorod National University Herald. Series: Law, no. 63 (August 9, 2021): 266–73. http://dx.doi.org/10.24144/2307-3322.2021.63.46.
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The article considers the concept, criminal-legal significance, the order of appointment and calculation of the probation period in the application of criminal law on release of a person from the sentence imposed on him by a conviction in accordance with Art. 75, 78 of the Criminal Code of Ukraine. The views of scholars on determining the beginning of the probationary period, which is appointed by the court in accordance with its discretion, on the basis of Part 3 of Article 75 of the Criminal Code of Ukraine in passing a court conviction and its duration. The issue of the possibility of agreeing on the probation period by the parties to the criminal proceedings when concluding a plea or conciliation agreement is covered separately and the practice of the Criminal Court of Cassation on this issue is presented. The article raises the issue of assigning to a person sentenced to probation a certain range of responsibilities provided for in Art. 76 of the Criminal Code of Ukraine. The case law on determining the duration of the probationary period in the activities of individual courts is studied and opinions on this issue are given. The procedure, grounds and procedure for supervision of persons released from serving a probation sentence on the basis of Art. 75 of the Criminal Code of Ukraine are covered. The powers of the authorized body for probation to prepare a petition to the court to release the convict from the sentence imposed on him in connection with the expiration of the probation period were analyzed. It is proposed to enshrine in law a specific period during which the authorized body would be obliged to submit such a submission to the court. It is proposed to regulate the basic requirements in the legislation when determining the duration of the probationary period.
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Eeckhoudt, L., J. F. Outreville, M. Lauwers, and F. Calcoen. "The Impact of a Probationary Period on the Demand for Insurance." Journal of Risk and Insurance 55, no. 2 (June 1988): 217. http://dx.doi.org/10.2307/253324.
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Gathongo, Johana K. "Towards a fair hearing for all employees: A case of probationary employee's in Kenya and the right to be heard prior to dismissal." Obiter 41, no. 3 (January 1, 2021): 555–72. http://dx.doi.org/10.17159/obiter.v41i3.9579.
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An employer may require a newly hired employee to serve a reasonable period of probation to establish whether or not his or her performance is of an acceptable standard before permanently engaging the employee. Even so, the current provisions relating to termination of probationary employees under the Employment Act, 2007 (EA) remains a source of concern. Currently, an employer may terminate the employment of a probationary employee at will and without affording such employee an opportunity to be heard. The status quo has received firm approval by the Employment and Labour Relations Court accentuating that employers are immune from claims of unfair termination of a probationary employee. This article argues that for termination to be considered procedurally fair whether during a probation period or not, it should be preceded by an opportunity for an employee to state a case in response to the charges levelled against him or her. This article highlights that all laws in Kenya, including the EA are subject to the Constitution, particularly article 41(1) of the Constitution which guarantees “every person” the right to fair labour practice. Equally, article 27 of the Constitution states that everyone is equal before the law and has a right to equal protection and benefit of the law. Allowing employers’ the freedom to terminate employment without following due process certainly open up the floodgates for abuse of the primary purpose of probation. The mere fact that a contract of employment is labelled as “probationary contract” should not be used as a licence by employers to erode the constitutionally entrenched labour rights. The primary purpose of any good law is to advance the achievement of equity and fairness at the workplace. This can only be achieved by protecting vulnerable and marginalised employees such as probationary employees who participate in unpredictable forms of employment. This article maintains that prominence should be on the existence of an employment relationship and fair labour practice as opposed to the existence of a conditional contract of employment. The existence of an employment relationship should serve as the main “port of entry” through which all employees access the rights and protection guaranteed by labour legislation.
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Albuquerque, Severino J. "Directing and Teaching in a Summer Intensive Program in Portuguese." PMLA/Publications of the Modern Language Association of America 127, no. 4 (October 2012): 980–82. http://dx.doi.org/10.1632/pmla.2012.127.4.980.
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Early in my probationary period at the university of wisconsin, madison, long before my department (spanish and portuguese) began assigning mentors to junior faculty members, I found myself in a work situation that would shape my career profoundly.
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Loh, Eng Seng. "Employment Probation as a Sorting Mechanism." ILR Review 47, no. 3 (April 1994): 471–86. http://dx.doi.org/10.1177/001979399404700307.
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Using data from the 1982 National Center for Research in Vocational Education employer survey, the author finds evidence strongly supporting the hypothesis that employment probation induces self-selection by workers. Those who accepted jobs with probationary employment tended to be more efficient workers and less likely to quit than those who took jobs without probation. The author hypothesizes that workers who fear they will not last through the probationary period, either because they are not sure their performance will be adequate or they think they may quit, will not apply for jobs with probation, whereas those who are more confident that their work will be acceptable and that they will not quit will apply for such jobs in order to obtain the higher wages that commonly attach to jobs with probation.
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Hansson, Per. "Hur gick det sen?" Scandinavian Journal for Leadership and Theology 10 (January 25, 2023): 15–35. http://dx.doi.org/10.53311/sjlt.v10.69.
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What happened after? A study of the careers of priests within the Church of Sweden who have been assigned a rebuke or probationary period. The purpose of this study is to examine whether a rebuke or probationary time affects the careers of priests within the Church of Sweden. It is the diocesan chapter that decides on such measures. The reason may be a breach of consecration vows or that the priest has damaged the esteem of ordained ministry to a great extent. The purpose is primarily to protect the congregations from unsuitable priests. The career of a study group of 35 priests who received a rebuke or probationary period was compared with a control group of 42 priests, who were reported to the diocesan chapter but where the case did not lead to any action. Data were collected for every three years 2004–2019. The priests have been followed through a register study for up to 10 years or until retirement. The careers of priests in the study group are negatively affected. For five years they have an average lower position. The year after the decision, about 25% are without employment in the church. After five years, the careers of these priests are on a par with the careers of the control group. The results indicate that priests in the study group have a worse career than the priests in the control group. This is particularly obvious in the first five years after the decision. The purpose of the disciplinary decisions is partly fulfilled by the fact that these priests for a period do not work within the church. This study is one of the few, which examines the careers of professionals who have received some form of reprimand. It thus constitutes a new contribution to the research on professionals.
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De Corte, Wilfried. "Utility analysis for the one-cohort selection-retention decision with a probationary period." Journal of Applied Psychology 79, no. 3 (1994): 402–11. http://dx.doi.org/10.1037/0021-9010.79.3.402.
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Corte, Wilfried. "Estimating and maximizing the utility of sequential selection decisions with a probationary period." British Journal of Mathematical and Statistical Psychology 51, no. 1 (May 1998): 101–21. http://dx.doi.org/10.1111/j.2044-8317.1998.tb00669.x.
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Heck, Ronald H., and Louise P. Wolcott. "Beginning Teachers: A Statewide Study of Factors Explaining Successful Completion of the Probationary Period." Educational Policy 11, no. 1 (March 1997): 111–33. http://dx.doi.org/10.1177/0895904897011001005.
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Fuller, Steve. "American ambivalence toward academic freedom." Behavioral and Brain Sciences 29, no. 6 (December 2006): 577–78. http://dx.doi.org/10.1017/s0140525x06009228.
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Why are U.S. academics, even after tenure and promotion, so timid in their exercise of academic freedom? Part of the problem is institutional – academics are subject to a long probationary period under tight collegial control – but part of the problem is ideological. A hybrid of seventeenth-century British and nineteenth-century German ideals, U.S. academia – and the nation more generally – remains ambivalent toward the value of academic freedom, ultimately inhibiting an unequivocal endorsement.
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Kaufman, Mikhail A. "Extension of the Probationary Period for a Conditionally Convicted Person: Issues of Theory and Practice." Rossijskoe pravosudie, no. 1 (December 23, 2021): 84–94. http://dx.doi.org/10.37399/issn2072-909x.2022.1.84-94.
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The fact that a person serving the suspended sentence avoids the duties, as well as commits some administrative offenses determines the presence of prescriptions in the criminal law that regulate responsibility for such unlawful behavior. As one of the consequences of committing a misdemeanor, along with the cancellation of the suspended sentence, is the extension of the probationary period. Meanwhile, in the process of assessing both the very fact of deviant behavior and the need to apply adequate response measures significant problems arise that do not have a uniform solution, neither in science nor in judicial practice. On the basis of the provisions of the current criminal and penal legislation, a documentary study of materials of judicial practice, a critical assessment of the achievements of the criminal law doctrine, the article proposes a solution to problem situations, proves the need to exclude from the list imposed by the courts of some unnecessary in the author’s opinion duties that are not directly provided by criminal law.
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Wood, Richard, and David Powell. "Addressing probationary period within a competing risks survival model for retail mortgage loss given default." Journal of Credit Risk 13, no. 3 (September 2017): 47–66. http://dx.doi.org/10.21314/jcr.2017.228.
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Aghion, Philippe, and Matthew O. Jackson. "Inducing Leaders to Take Risky Decisions: Dismissal, Tenure, and Term Limits." American Economic Journal: Microeconomics 8, no. 3 (August 1, 2016): 1–38. http://dx.doi.org/10.1257/mic.20150083.
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How can a principal (employer or voter) induce an agent (worker or politician) to choose the “right” actions if risky actions reveal the agent's decision-making competence and only dismissal can be used as an incentive instrument? We first show that if the principal can commit to a replacement strategy, then optimal mechanisms involve either (i) a probationary period and then indefinite tenure, or (ii) dismissing poorly performing agents but also randomly replacing agents who take nonrevealing actions. When the principal cannot commit, incentives can be improved by imposing term limits on agents. (JEL D72, D82, M51)
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Jannah, Mita Hul, Nuriadi Nuriadi, and Tika Christy. "Penerapan SPK Pengangkatan Karyawan Menggunakan Metode MOORA Pada Rumah Sakit Setio Husodo." J-Com (Journal of Computer) 2, no. 3 (December 20, 2022): 187–94. http://dx.doi.org/10.33330/j-com.v2i3.1928.
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Abstrack : Setio Husodo Hospital is an institution engaged in the field of health services. At Setio Husodo Hospital, there are 2 categories of employees, namely employees of medical staff and employees of management and hospital services. Therefore, Setio Husodo Hospital always conducts a probationary period (training) for 3 months for each new employee who enters. In appointing new employee candidates, an appropriate selection and observation process is needed during the probationary period to maximize the quality of these prospective employees, but in the current information and technology era, it turns out that there are still several agencies and companies that are processing their data using the following methods: manual including Setio Husodo Hospital. Currently there are 144 employees at Setio Husodo Hospital, 15 General Practitioners and 9 Specialist Doctors. During the past 1 year there have been 26 new employees who have been accepted and become permanent employees.Keywords : hospital; employee; SPK; training; agency Abstrak : Rumah sakit setio husodo merupakan instansi yang bergerak di bidang pelayanan kesehatan. Pada Rumah sakit setio husodo terdapat 2 katagori karyawan yaitu karyawan tenaga medis dan karyawan bagian majemen maupun pelayanan Rumah sakit. Oleh karena itu Rumah Sakit Setio husodo selalu melakukan masa percobaan (training) selama 3 bulan pada setiap karyawan yang baru masuk. Dalam pengangkatan calon karyawan baru dibutuhkan proses seleksi dan pengamatan yang tepat saat masa percobaan untuk memaksimalkan kualitas dari para calon karyawan tersebut, namun dalam era informasi dan teknologi yang semakin berkembang saat ini ternyata masih ada beberapa instansi dan perusahan yang dalam proses pengolahan datanya dengan menggunakan cara manual termasuk Rumah Sakit Setio Husodo. Saat ini karyawan yang ada di Rumah Sakit Setio Husodo sebanyak 144 karyawan, 15 Dokter Umum dan 9 Dokter Spesialis. Selama 1 tahun belakangan terdapat 26 Karyawan baru yang sudah diterima dan menjadi karyawan tetap. Kata Kunci : rumah sakit; karyawan; SPK; traning; instansi
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Donahue, David M. "Rhode Island's Last Holdout: Tenure and Married Women Teachers at the Brink of the Women's Movement." History of Education Quarterly 42, no. 1 (2002): 50–74. http://dx.doi.org/10.1111/j.1748-5959.2002.tb00100.x.
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On 24 April 1946, Rhode Island Governor John O. Pastore signed “An Act to Guarantee and to Improve the Education of Children and Youth in This State by Providing Continuing Teaching Service.” The law stated that “three successive annual contracts shall be considered evidence of satisfactory teaching and shall constitute a probationary period” after which teachers would be granted tenure. Teachers could be dismissed only “for good and just cause” after they received tenure. However, the law contained one big loophole: it did not “prevent the retirement of any teacher under a rule of the school committee affecting marriage,” in effect leaving local school committees with the authority to fire women teachers as soon as they got married.
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Sechko, A. V. "Psychological conditions for the prevention of recidivism." Современная зарубежная психология 9, no. 1 (2020): 85–93. http://dx.doi.org/10.17759/jmfp.2020090109.
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The article analyzes the results of a study of recidivism conducted in England, Denmark, Canada, Nigeria, Portugal, New Zealand, the USA, and Scotland. Objective and subjective determinants have been identified that make it possible to predict with a high degree of probability the subsequent criminal prosecution violation, its time parameters. The psychological portrait of the recidivist is described, stress factors of delinquent behavior are revealed. The driving forces of decriminalization of former criminals are revealed. This is an intensive probationary period under the auspices of mentors who are able to build trusting relationships with parole through consistent, non-judgmental actions with the simultaneous possibility of playing the role of guardians of young people in difficult social and criminal settings in solving their economic problems.
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He, Wenlong, Chao Wen, and Xiaoyu Wang. "Occupational Exposure of Medical Staff of a Tianjin Grade 3 Hospital to Human Immunodeficiency Virus in 2013–2015." Infection International 4, no. 2 (June 1, 2015): 55–58. http://dx.doi.org/10.1515/ii-2017-0107.
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Abstract Purpose: This study aims to gain insights into occupational exposure of medical staff to human immunodeficiency virus (HIV) and to provide effective precautionary measures to protect them against risks arising from blood-borne pathogens. Methodology: Data on 46 confirmed HIV-infected patients were analyzed statistically. Results: Medical staff were exposed to blood-borne pathogens in 45 cases, and most were female and probationary nurses. Risks of occupational exposure of medical staff to HIV increased continuously as more HIV-infected patients were admitted by hospitals each year. Conclusion: Medical staff should receive information about HIV blood-borne pathogen infection of patients, shorten the window period for HIV exposure, and practice specified precautionary measures and cut down risks of exposure to HIV.
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Hera. "EMPLOYEE RECRUITMENT PROCESS: : A CASE ON A TELECOMMUNICATION COMPANIES IN INDONESIA." Neo Journal of economy and social humanities 1, no. 1 (March 6, 2022): 17–23. http://dx.doi.org/10.56403/nejesh.v1i1.2.
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The purpose of this study is to find out how the employee recruitment process is carried out by telecommunications companies in Indonesia. To find out the obstacles that occur in the employee recruitment process carried out by telecommunications companies in Indonesia. To find out what solutions are obtained from these existing constraints. The research methodology used is descriptive qualitative which aims to describe the conditions and analyze the production administration process in metal metal companies. This research requires data related to the author's study which is sourced from literature studies, field studies, documentation techniques. The results of the research regarding the employee recruitment process at telecommunications companies in Indonesia are as follows: Starting from the user submits a request for labor to HRD. HRD receives, checks and then submits it to BOD. If the BOD agrees, a job vacancy will be opened. HRD will make a selection, after the recruitment process is complete. The new employee will undergo a probationary period and a performance appraisal will be carried out on the new employee. If during the probationary period the new employee's performance appraisal is good, he will be appointed as a permanent employee. Barriers in the employee recruitment process are as follows: Recruitment of employees for positions that have certain qualifications is difficult to obtain in a short time, some candidate telephone numbers are difficult to contact, limited storage space for documents that hinders the recruitment process, the number of candidates who come for written tests and the interview did not match the person contacted. Solutions in solving problems or obstacles are as follows: HRD will seek information from other companies and will inform the relevant department whether the problem or obstacle takes a long time or not. If the candidate's number is difficult to contact, they will be contacted via e-mail and sms. The company provides a special storage room for the personnel division. Re-contact candidates who are unable to attend to reschedule the written test and interview schedule.
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Malizia, Nicola. "Juvenile Offenders: Suspension of Trial and “Probationary Period”. A Study on Re-Educational Role of Social Service in Italy." Advances in Applied Sociology 11, no. 03 (2021): 130–40. http://dx.doi.org/10.4236/aasoci.2021.113010.
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I Made Wiratama, I Nyoman Putu Budiartha, and Desak Gde Dwi Arini. "Implementasi Perpanjangan Perjanjian Kerja Waktu Tertentu (PKWT) bagi Pekerja Kontrak Pada Koperasi Yowana Bakti Mandiri Desa Jagapati Kabupaten Badung." Jurnal Preferensi Hukum 3, no. 2 (April 30, 2022): 330–35. http://dx.doi.org/10.55637/jph.3.2.4939.330-335.
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This study aims to find out about the legal responsibilities of employers who default on workers in relation to Law Number 13 of 2003 concerning Manpower. Certain time work agreements (PKWT) are widely used by entrepreneurs/companies because they are considered very efficient in carrying out company operations and can minimize expenses for a company or cooperative. The employment agreement is the beginning of the birth of the working relationship between the employer and the worker. This research uses empirical legal research. The Yowana Bakti Mandiri Cooperative still does not comply with several provisions of the applicable laws and regulations, namely extending a certain time work agreement more than 1 (one) time and not giving a 30-day lag when renewing the agreement, and requiring a probationary period for contract workers.
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Amalia, Rizki, Sadu Wasistiono, Ella Lesmanawati Wargadinata, and Rossy Lambelanova. "OPEN SELECTION OF STATE CIVIL APPARATUS IN THE MINISTRY OF ADMINISTRATIVE AND BUREAUCRATIC REFORM." Journal of Public Administration and Governance 9, no. 2 (July 3, 2019): 344. http://dx.doi.org/10.5296/jpag.v9i2.14807.
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This research aims, firstly, to analyze the open selection of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform. Secondly, it purposes to formulate an open selection model of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform. This research used a descriptive research method with a qualitative approach. The analytical tool in this study uses the concept of the selection process from Dresang (2002:192-194), which are: (1) Complete Human Resource Planning and Position Analysis, (2) Identify Necessary Knowledge, Skill, and Abilities, (3) Develop Indicators of Required Knowledge, Skill, and Abilities, (4) Design a Recruitment Plan, (5) Screen Applicants for Minimum Qualification, (6) Construction and Administrative Examination (s), (7) Apply Laws and Rules for Certification and Veterans' Preference Points, (8) Make a Selection, (9) Evaluate Performance During Probationary Period. In order to find a new model or concept of open selection of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform, researcher used the Soft System Methodology (SSM) which is a system based approach through the learning process.The results showed that the open selection of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform was good enough, but not yet optimal in the process:(1) Complete Human Resource Planning and Position Analysis,(2) Identify Necessary Knowledge, Skill, and Abilities,(3)Develop Indicators of Required Knowledge, Skill, and Abilities,(4) Construct and Administer Examination(s), (5) Apply Laws and Rules for Certification and Veteran’s Preference Points,(6) Make a Selection,(7) Evaluate Performance During Probationary Period. The Ministry of Administrative and Bureaucratic Reform is currently gradually implementing the selection process optimally. Selection process presented by Dresang to be applied to an open selection process in the Ministry of Administrative and Bureaucratic Reform not yet applicable because the principle of "Public Service Neutrality" has not been implemented in Indonesia. Therefore it is necessary to develop in the form of a strict separation between the selection process of the selection process is technically and politically, this strict separation is a new driving factor in providing solutions to create an open selection process in the Ministry of Administrative and Bureaucratic Reform to be optimal.
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Toloudis, Nicholas. "Pennsylvania’s Teachers and the Tenure Law of 1937." Journal of Policy History 31, no. 2 (April 2019): 217–41. http://dx.doi.org/10.1017/s0898030619000034.
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Abstract:While the American teachers’ unions are commonly understood to be guarantors of public school teachers’ job security through their backing of teacher tenure laws, the relationship between tenure and teachers’ organizations is historically contingent. This article shows how in 1937 Pennsylvania teachers pushed their state legislature to pass what was at the time the most empowering teacher tenure law in existence. Using primary documents, the article examines how nonunionized teachers politicized tenure in the early 1930s, before the New Deal reshaped the political environment. Women activists from Philadelphia’s AFT Local 192 successfully lobbied the legislature in Harrisburg in 1937 to pass a far-reaching tenure law that not only guaranteed due-process rights for teachers, but did so without allowing for a probationary period and without exception for married women teachers. Pennsylvania’s teacher unionists fought against efforts to reform the law in the years that followed.
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Jr, Jose F. Cuevas. "The Paradox of Being a Probationer: Tales of Joy and Sorrow." Volume 5 - 2020, Issue 9 - September 5, no. 9 (September 29, 2020): 697–706. http://dx.doi.org/10.38124/ijisrt20sep432.
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Probation is a form of community-based correction; once the probationers are released from jail, they face paradoxical challenges to their personal and social life. This study investigated the paradoxical facets of being a probationer during their probation period. Through purposive sampling, the study identified 17 probationers from Ozamiz City who participated in an in-depth interview and focus group discussion using researcher-made guide questions. The responses were transcribed and analyzed using Colaizzi's descriptive phenomenology. Four central themes emerged from joy and another three from sorrow, a namely new lease on life and freedom, friendship and camaraderie with coprobationers, love, and support of family, acceptance and understanding of community and co-workers. While for the sorrow, the themes of the stigma of being a probationer, traumatization of children/family, insecurity and anxiety. The findings asserted that the attachment to their families and other support system is most important in facing hard challenges. With this, the researcher encouraged the probationers through the supervision of the probation officers to strengthen the family ties and other support systems, which will contribute to the overall process of probationers' rehabilitation and reformation.
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Alcoran-Alvarez, Giselle Ann, Maria Milagros C. Velez, Christine Lorraine T. Tijing, Carlito A. Tapis Jr., James D. Basas, and Christian Edu B. Villegas. "Teachers’ RA 4670 awareness during the COVID-19 pandemic times." Cypriot Journal of Educational Sciences 17, no. 7 (July 29, 2022): 2303–20. http://dx.doi.org/10.18844/cjes.v17i7.7593.
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This study investigated the public schoolteachers’ level of awareness of the Magna Carta for Public School Teachers (RA 4670). An online survey was administered to public schoolteachers from three congressional districts and data were treated using appropriate statistical tools. The results revealed the respondents’ high awareness on the observance of due process at each stage of any disciplinary procedure, gradual salary progression every 3 years and required information was given in case of transfer. However, they were less aware of the permanency status of non-eligible teachers after rendering 10 years of service with no probationary period for eligible teachers. Also, there was a significant difference between teachers from districts 2 and 3, with the latter having a higher level of awareness. Therefore, this study recommends intensified information dissemination of the Magna Carta for Teachers, and further study may examine the relationship between teachers’ experience and awareness level of the said law. Keywords: Pandemic times, Magna Carta, RA 4670, ANOVA, awareness.
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Moffette, David. "Governing immigration through probation: The displacement of borderwork and the assessment of desirability in Spain." Security Dialogue 45, no. 3 (June 2014): 262–78. http://dx.doi.org/10.1177/0967010614530457.
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Lacking an effective recruitment strategy and wanting to satisfy the demand for immigrant labour, Spanish authorities facilitated the entry of (mostly) Latin American ‘tourists’ in the early 2000s, knowing that many were migrants entering Spain to reside and work irregularly. This strategy is one of postponing control – a strategy of displacing some of the filtering work performed by borders and immigration selection across space and time. In this context, facilitating entry, policing the streets, regularizing ‘deserving immigrants’ and deporting ‘undesirable foreigners’ are analysed as complementary dimensions of a diffuse and flexible regime governing immigration through probation. It is argued that this displacement of borderwork allows for the creation of a probationary period during which the conduct of migrants is scrutinized and policed. This article describes the logics and practices of the various institutional actors involved in governing irregular migration in Spain, while paying attention to the role that discretion and competing interests play in the multi-scalar assessment of migrants’ desirability.
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Zvenyhorodskyi, O. M. "Problems of theory and practice of release from serving a sentence with a trial in case of crime comitting during probationary period." Scientific Herald of Sivershchyna. Series: Law 2018, no. 3 (December 20, 2018): 77–88. http://dx.doi.org/10.32755/sjlaw.2018.03.077.
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Al-Awdat, Jebril, Odeh Murad, Qassem Khuwayla, and Lonat Almhairat. "The degree to which principals employ electronic job performance evaluations for physical education teachers." Cypriot Journal of Educational Sciences 17, no. 9 (September 30, 2022): 3248–62. http://dx.doi.org/10.18844/cjes.v17i9.7428.
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The study's goal was to determine how frequently school principals use electronic performance files to evaluate physical education teachers' jobs. To achieve the study's objectives, a questionnaire with 30 items was created. The findings revealed that the mean of using electronic job performance evaluation was medium, with the domain of evaluation criteria having the highest average and the domain of performance file outputs having the lowest. According to the (t) test, there are significant gender differences in the degree of evaluation use with males outnumbering females in such use. We come to the conclusion that for the purpose of assessing the performance of the teacher who is on trial, the electronic performance evaluation is consulted. During the probationary period, his performance and behavior are evaluated. To be brought to his attention after each instance of him acting and performing strongly. To enhance their administrative performance and lessen their workload, teachers' job performance needs to be evaluated electronically. Keywords: Electronic Evaluation, Evaluation Criteria, Evaluation Objectives, Degree of Use, Public Schools.
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Zillmer, Ronald, Jeffrey Boeder, and Kevin Genich. "A Productivity Timing System for Tree Climbing Training." Arboriculture & Urban Forestry 26, no. 2 (March 1, 2000): 97–105. http://dx.doi.org/10.48044/jauf.2000.012.
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The City of Milwaukee Forestry Division manages more than 200,000 street trees and 120 mi (193 km) of landscaped boulevards. Tree pruning is a major operation that accounts for the pruning of more than 58,000 trees per year, with a majority of such work done by rope and saddle. Our program for current and newly hired employees consists of intense training during a 6-month probationary period. The cornerstone of this training program is based on building climbing proficiency and demonstrating the ability to prune a predetermined number of trees per day within certain size classes. To refine our climbing training program, we developed a unique productivity timing system utilizing a pruning study conducted by the University of Wisconsin-Stevens Point in 1992. Over 50% of our current urban forestry specialists (arborists) have been trained under this timing system. A detailed account of the evolution of our system of tree climbing training and productivity assessment will be presented and should be applicable to other urban forestry programs around the world.
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Sturm, Annelies, Vivienne de Vogel, and Marcus JH Huibers. "Two sides of the working alliance: A qualitative study from the perspective of both probationers and probation officers." European Journal of Probation 14, no. 1 (January 26, 2022): 40–59. http://dx.doi.org/10.1177/20662203211056486.
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The probationer–probation officer working alliance plays an important role in the outcome of probation supervision. This study explored the development of the working alliance between probationers and probation officers in the Netherlands, from the perspective of both probationers and probation officers. More specifically, we explored the significance of different aspects of the working alliance at the start of probation supervision and after a three-month period, as well as the role played by critical incidents during the supervisory process and their subsequent effect on the working alliance. Overall, the study showed that clarity over goals and restrictions was initially the most salient issue for both parties, and that after a three-month period the working alliance evolved into a trusting relationship. Several incidents were identified, probationers identified more positive moments and less negative moments than their PO counterparts. If these types of incidents are managed accordingly by the probation officer, then they can ultimately serve to strengthen the relationship.
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Wooditch, Alese, Lincoln B. Sloas, and Faye S. Taxman. "A Multisite Randomized Block Experiment on the Seamless System of Care Model for Drug-Involved Probationers." Journal of Drug Issues 47, no. 1 (November 17, 2016): 50–73. http://dx.doi.org/10.1177/0022042616678606.
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This multisite randomized block experiment examines the efficacy of the seamless system of care for probationers (an integrated probation model combined with substance abuse treatment intervention onsite at a probation office). The sample consists of 251 drug-involved probationers randomized into probation with referral to community treatment or the seamless system of care. Key outcomes are examined over a 1-year period by recidivism risk level. When compared with probationers in the control group, the findings are that those in the seamless system of care group had fewer drug use days overall, less alcohol consumption, improved treatment initiation and adherence, but a higher number of days incarcerated. Low-risk seamless system participants had the most favorable outcomes compared with other study conditions. This study demonstrates the importance of tailoring interventions to the risk level of the probationer, and that the seamless system works better for lower risk offenders with substance use disorders.
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Zherebiatev, Mikhail A. "THE DECISION OF THE ECHR HAS BEEN EXECUTED. DISCRIMINATORY NORMS REMAIN (THE CASE OF THE ABOLITION OF THE 15-YEAR PROBATIONARY PERIOD FOR RELIGIOUS GROUPS)." Studia Religiosa Rossica: Russian Journal of Religion, no. 3 (2022): 101–11. http://dx.doi.org/10.28995/2658-4158-2022-3-101-111.
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The special relevance of the topic of relations between the Russian Federation and the Council of Europe/ECHR is connected with the “divorce” of Russia with Europe as part of the collective West, which is happening before our eyes, which is accompanied by mutual accusations and “breaking dishes”. In this context, the unique case of correcting national legislation under the influence of the ECHR decision is extremely indicative for the Russian legal system. In addition, it is also connected with the legislative regulation of the religious sphere, it is also important to understand what happened “at the exit”.
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Cornell, David J., Stacy L. Gnacinski, and Kyle T. Ebersole. "Functional Movement Quality of Firefighter Recruits: Longitudinal Changes from the Academy to Active-Duty Status." International Journal of Environmental Research and Public Health 18, no. 7 (April 1, 2021): 3656. http://dx.doi.org/10.3390/ijerph18073656.
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Approximately half of the injuries experienced by firefighters consist of musculoskeletal injuries (MSKIs). Functional movement quality may be associated with MSKI risk within this tactical athlete population. Previous research indicates that measures of body composition change among firefighter recruits progressing from academy training through active-duty service, but similar changes in functional movement quality have yet to be examined. The purpose of this study was to describe longitudinal changes in functional movement quality of firefighter recruits. Body mass index (BMI), body fat (BF), and Functional Movement Screen (FMS) data were collected from 26 male firefighter recruits at the onset (W1) and completion (W14) of their training academy, and at the completion of their probationary period of active-duty service (W38). After adjusting for changes in BMI and BF across time, significant changes (ps < 0.05) in Composite FMS scores were identified, with significant increases in from W1 to W14 and from W14 to W38, as well as an overall increase from W1 to W38. These results suggest that the development of firefighter-specific skills can decrease the MSKI risk of firefighter recruits by facilitating enhanced functional movement competencies, particularly during tasks that require single-leg movement and core strength and stability.
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Al-Billeh, Tareq. "CONSTITUTIONAL LIMITS TO ENSURE THE LEGALITY OF TERMINATING THE JUDGES’ SERVICES IN JORDAN AND FRANCE: THE OPPOSING CONSTITUTIONAL RULINGS." Journal of Southwest Jiaotong University 57, no. 6 (December 30, 2022): 263–77. http://dx.doi.org/10.35741/issn.0258-2724.57.6.25.
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The study deals with the limits of terminating the judge’s services for reasons related to legal age and health fitness in addition to the termination of the judge’s services for reasons related to the moral fitness, technical and professional competence of the judge in the Jordanian legislation compared to the French legislation, so that the issue of the study lies in dealing with the ruling of the Jordanian Constitutional Court No. 2 of 2018, by expressing the opposing opinions about referring the judge to retirement, provisional retirement and termination of his/her services for reasons related to health fitness, moral fitness, technical and professional competence. In fact, the study concluded several findings and recommendations, the most important of which is that it is not permissible to dismiss or terminate the services of a judge in Jordan if he/she has not completed the necessary term of service to refer him/her to provisional retirement or retirement as a disguised disciplinary penalty if he/she commits any direct disciplinary offense, and that the termination of the services of a judge in Jordan for health reasons, illness, or during the probationary period for his/her technical and professional incompetence does not contradict the principle of the inability of judges to be removed.
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Alushi, Besmir, and Erjola Aliaj. "INSTITUTE OF OWNERSHIP IN THE POST-COMMUNIST REPUBLIC OF ALBANIA." Revue Européenne du Droit Social 53, no. 4 (September 12, 2021): 121–32. http://dx.doi.org/10.53373/reds.2021.53.4.045.
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Ownership as a genuine institute of civil rights in the Republic of Albania began to be considered complete only after the change of political systems. Until this period, ownership was a fragmented and incomplete institute due to the fact of the existence of public property, which was one of the principles of the ideology of the monist system. With the change of the corpus of domestic legislation and the signing of international agreements ratified in civil law, the concept of private property will undergo a fundamental change. Building a civil code totally different from the existing one would bring about a different treatment of private property. In the new code, private ownership would be of paramount importance both from a doctrinal and practical point of view. The implementation of the legislation would be a challenge in itself which, in addition to the positive part, will also face issues that are still part of the law practices. The focus would be on restitution and compensation of property to former owners but at the same time the private property institute would address in itself the new ways of acquiring probationary property, property protection and everything else related to this institute of which is considered a fundamental right by the Constitution of the Republic of Albania and the European Convention on Human Rights.
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Bagaskara, Gagas. "Juridical Analysis of Employment Relationship (Employees-Employers) in the Aquaculture Sector." Journal of Law and Legal Reform 2, no. 2 (April 30, 2021): 135–56. http://dx.doi.org/10.15294/jllr.v2i2.46622.
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The employment relationship (employee-employer) is often one of the relationships that often creates legal problems, be it in the aspects of payroll, employment status, or termination of employment relations. This study is to describe and analyze the work relationship and obligations of the parties at PT. Esa Putlii Prakarsa Utama, as well as to find out the factors inhibiting the implementation of work relations at PT. Esa Putlii Prakarsa Utama. The method used in this research is sociological juridical by analyzing various legal regulations as well as examining behaviors and direct relationships based on understanding the law in terms of social symptoms. This study shows that the working relationship at PT. Esa Putlii Prakarsa Utama occurs because of an indefinite work agreement (PWKT). However, the entrepreneur's actions take action against the law because he has violated Article 60 paragraph (2) of Law Number 13 of 2003 concerning Manpower where employers pay wages below the minimum wage during the probationary period of work, this is null and void by law. Then regarding the rights and obligations of the parties, in principle, the obligations of workers are rights that must be accepted by employers, and vice versa, the obligations of employers are rights that must be accepted by workers. The rights and obligations of the parties can be found in labor laws, company regulations, and collective labor agreements.
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Akramova, Muazzam. "SPECIFIC FEATURES OF EXEMPTIONS FROM LIABILITY BASED ON AMNESTY ACT." Review of Law Sciences 5, no. 1 (April 5, 2021): 111–19. http://dx.doi.org/10.51788/tsul.rols.2021.5.1./nttm5358.
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The object of the research is the public relations associated with exemption from liability under amnesty, regulated by the Criminal Code of the Republic of Uzbekistan. The subject of the research is the norms of the Criminal Code, which constitute the legal basis for exemption from liability based on an act of amnesty, regulatory documents and scientific works defining the theoretical foundations on this issue. The relevance of the study is seen in the fact that in the process of globalization, using the legal experience of developed countries, the development of legislation in accordance with our national values; strengthening the rule of law is a modern requirement for the application and study of the scientific and methodological foundations of institutions of exemption from criminal liability on the basis of the amnesty law. The study used analysis, synthesis, dialectical, comparative legal, logical approach, induction, deduction, analysis of current legislation, systematization and other methods of scientific knowledge. As a result of the study, the analysis of the established norms of exemption from criminal liability under the amnesty act was carried out, to study the procedure for their application in practice; legislative proposals were prepared to identify emerging problems and address these issues on their basis. In conclusion, it was announced that it is necessary to introduce a probationary period for exemption from criminal liability under the amnesty law.
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Horpinich, Tetiana. "The problem of staff assistance at the medical schools in the USA." Scientific visnyk V.O. Sukhomlynskyi Mykolaiv National University. Pedagogical Sciences 65, no. 2 (2019): 64–68. http://dx.doi.org/10.33310/2518-7813-2019-65-2-64-68.
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The article outlines the differences between academic positions in American medical schools. It has been proved that there are many differences in the hierarchical and functional system of academic positions in Ukraine and the United States. It has been established that career success is ensured by a large number of scientific publicatons, experience in pedagogical practice and performance of administrative duties. It has been found out that the academic hierarchy of USA medical schools is characterized by variability of diversified in different universities, but rigid within a single educational system, requirements for a higher position, focusing on research. The basic principle of the American educational system is academic freedom, which is also reflected in the hierarchy of academic positions within USA medical schools – the idea of career growth, besides other advantages, involves academic freedom, which is expressed in scientific research, the choice of teaching methods, etc. An important feature of the American educational system is the academic tenure», a permanent position or an contract for an indefinite period, which is concluded between the university and the teacher, usually after passing the probationary period. The system of attestation of academic personnel in the USA proves different approaches in assessing scientific qualifications, but it is obvious that in comparison with the Ukrainian system it is more democratic and short-term, does not require emotional, psychological and physical stress. It has been established that the system of employment in medical schools in the USA is characterized by complete transparency of the requirements and the selection procedure itself, emphasis on the professionalism in scientific research, attention to the candidate’s previous social experience, high level of communicative skills.
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Frelin, Anneli, and Göran Fransson. "Principals’ experiences of changes in relationships with newly qualified teachers resulting from a teacher registration reform." International Journal of Educational Management 33, no. 4 (May 7, 2019): 556–68. http://dx.doi.org/10.1108/ijem-02-2018-0076.
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Purpose The purpose of this paper is to understand, from principals’ points of view, how a teacher registration reform is enacted by examining the potential changes in the relationships between principals and newly qualified teachers (NQTs). The reform entailed principals performing an aptitude assessment of new teachers in their probationary year. Design/methodology/approach Semi-structured interviews were conducted with five principals from two Swedish municipalities on three occasions in one academic year. A third follow-up interview was conducted one year later with four of the principals, the fifth no longer being in post. Findings The assessment appears to be downplayed by the principals, whereas the supportive dimension and the facilitation of NQTs’ professional development seem to be acknowledged and made explicit. For some of the principals, their creative translation of the reform’s intentions transformed these relations and strengthened their leadership. Research limitations/implications The study is small-scale and was carried out in a specific period of policy implementation from the principals’ perspectives. Future studies would benefit from involving both principals’ and teachers’ perspectives. Practical implications Policymakers appear to have underestimated the structural aspects of the reform, even though in general the reform enactments had some kind of positive effect on these relations. Social implications For some principals, their creative translation of the reform’s intentions transformed relations and strengthened their leadership. Originality/value The data are from a unique period when a reform was implemented and later partly withdrawn. The study deepens the understanding on how principals tries to enact and balance their roles as evaluators of NQTs and pedagogical and instructional leaders.
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Glavatskikh, O. B. "CURRENT ISSUES OF PERSONNEL ADAPTATION MANAGEMENT IN THE DIGITAL ECONOMY." Bulletin of Udmurt University. Series Economics and Law 32, no. 2 (April 8, 2022): 216–22. http://dx.doi.org/10.35634/2412-9593-2022-32-2-216-222.
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The concept of "Digital economy" as an analogue of the English phrase "digital economy" is quite new, entered into scientific circulation only a quarter of a century ago [1]. The transition of our country to the digital economy has significantly changed the requirements for entrepreneurship in the direction of its intellectualization, the formation of development institutions and infrastructure management [2]. Digital transformation in accordance with the program of the Government of the Russian Federation within the framework of the implementation of the Decree of the President of the Russian Federation of May 7, 2018 No. 204 "On national goals and strategic objectives of the development of the Russian Federation for the period up to 2024" requires a revision of the management paradigm in the field of human resources, affecting all its functional subsystems, including the adaptation process [3]. Adaptation of personnel in the context of digitalization of personnel management is becoming a priority component of personnel management. In the process of passing the probationary period, the adaptive must quickly master the organizational requirements, the mode of work and rest, the internal rules. A novice employee must correlate his value attitudes, needs, principles with the norms, rules, corporate values, traditions accepted in the team, since the success of an organization depends not only on correctly built business processes, modern equipment, but also on the desire of employees to work with full dedication, as efficiently as possible already at the stage of adaptation. [4]. The work reveals the essence of personnel adaptation, offers options for the development of adaptation programs, taking into account the specifics of organizations and the vision of management in relation to optimizing the adaptation process aimed at minimizing the level of staff turnover.
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Glavatskikh, O. B. "CURRENT ISSUES OF PERSONNEL ADAPTATION MANAGEMENT IN THE DIGITAL ECONOMY." Bulletin of Udmurt University. Series Economics and Law 32, no. 2 (April 8, 2022): 216–22. http://dx.doi.org/10.35634/2412-9593-2022-32-2-216-222.
Full textAbstract:
The concept of "Digital economy" as an analogue of the English phrase "digital economy" is quite new, entered into scientific circulation only a quarter of a century ago [1]. The transition of our country to the digital economy has significantly changed the requirements for entrepreneurship in the direction of its intellectualization, the formation of development institutions and infrastructure management [2]. Digital transformation in accordance with the program of the Government of the Russian Federation within the framework of the implementation of the Decree of the President of the Russian Federation of May 7, 2018 No. 204 "On national goals and strategic objectives of the development of the Russian Federation for the period up to 2024" requires a revision of the management paradigm in the field of human resources, affecting all its functional subsystems, including the adaptation process [3]. Adaptation of personnel in the context of digitalization of personnel management is becoming a priority component of personnel management. In the process of passing the probationary period, the adaptive must quickly master the organizational requirements, the mode of work and rest, the internal rules. A novice employee must correlate his value attitudes, needs, principles with the norms, rules, corporate values, traditions accepted in the team, since the success of an organization depends not only on correctly built business processes, modern equipment, but also on the desire of employees to work with full dedication, as efficiently as possible already at the stage of adaptation. [4]. The work reveals the essence of personnel adaptation, offers options for the development of adaptation programs, taking into account the specifics of organizations and the vision of management in relation to optimizing the adaptation process aimed at minimizing the level of staff turnover.
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Vozniuk, A., and І. Budik. "Реалізація кримінальної відповідальності учасників злочинних організацій за злочини у сфері обігу наркотичних засобів, психотропних речовин, їх аналогів і прекурсорів." Uzhhorod National University Herald. Series: Law 2, no. 74 (February 10, 2023): 199–207. http://dx.doi.org/10.24144/2307-3322.2022.74.68.
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The article examines the peculiarities of bringing members of criminal organizations to criminal liability for crimes in the sphere of trafficking in narcotic drugs, psychotropic substances, their analogues and precursors, assigning them punishment, concluding plea agreements with them, as well as applying exemption from punishment and serving it.
According to results of the study of sentences handed down during 2008–2022, a fairly significant share of crimes committed by criminal organizations in the sphere of trafficking in narcotic drugs, psychotropic substances, their analogues and precursors was established – about 40%. Arguments are given regarding the probable explanation of this fact. Acquittals were issued for 13.6% of the defendants due to the failure of law enforcement agencies to prove that a person committed the crime provided for in Art. 255 of the Criminal Code of Ukraine.
The analysis of the results of imprisonment for a certain period of time shows that 51.4% of convicts are sentenced to a milder punishment than provided by law (with the application of Article 69 of the Criminal Code of Ukraine), and 92.7% of convicts are sentenced to either the minimum possible punishment within the sanction of Art. 255 of the Criminal Code of Ukraine, or even lower than the lowest limit established by the sanction of this article. Quite often, plea agreements are concluded with such subjects (57.1%). Since 2017, these agreements have been concluded with 95.2% of convicts. Almost 40% of convicts actually do not serve a prison sentence for a certain period of time, because they are released from serving a probationary sentence. At the same time, the duties imposed on those released do not always contribute to the correction or re-education of convicts. Proposals for solving these problems are made.
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Farkas, Johanna, János Sallai, and Ernő Krauzer. "The History of Law Enforcement Culture in Hungary." Belügyi Szemle 68, no. 2 (September 15, 2020): 35–50. http://dx.doi.org/10.38146/bsz.spec.2020.2.3.
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In Hungary, Ágoston Karvasy was an early pioneer writing about the history of law enforcement. In his first study he defined the concept of law enforcement as a science. The idea of establishing a national police organisation was first mentioned after the reform era but it has not been realized that time but only in the year of 1872. However, the first professional journal of law enforcement was published in 1869 and the word police officer as the ʻguard of the order’ appeared in the Hungarian language in 1870. The scope of authority and jurisdiction of the Police was declared in a law passed in 1881. In 1873 the Metropolitan Police Department was established and in 1905 the Border Police and the Police Department of Fiume were established. In the period between 1945-47, the police continuously emerged. Although the State Security Office was destroyed by the revolution of October 1956 and it was not restored afterwards, it has not effected the Police itself. The organizational culture of the Police is mostly influenced by its educational and training systems. The training of the probationary police officers was approved first by the prime minister in 1884. In 1920 the training of police officers was unified on new bases by the leaders of the Ministry for Internal Affairs and the Police Department. Then the Police Academy was set up in 1948 and the Police College was established in 1971. In 2012 the University of Public Service and its Faculty of Law Enforcement were established and took over the functionalities of the Police Academy as well.
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Triantono, Triantono, and Muhammad Marizal. "Konsep Moderasi Pidana Mati RKUHP dalam Perspektif HAM dan Kepentingan Negara." Volksgeist: Jurnal Ilmu Hukum dan Konstitusi 5, no. 1 (June 30, 2022): 111–27. http://dx.doi.org/10.24090/volksgeist.v5i1.6399.
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The debate over the imposition of the death penalty has long existed between the Abolitionists and Retentionists. The core problem of the debate is that the death penalty intersects with human rights and the interests of the state in maintaining public order. Indonesia, which chooses to apply the death penalty, cannot be separated from these two problematic aspects. This study aims to answer two problems: first, the death penalty debate in Indonesia including its historical aspects; second, the concept of middle ways (moderation) of the death penalty in the Draft of the Criminal Code (RKUHP). This is a normative legal research in which data are collected through library research on legal materials. The gathered data are analyzed in a qualitative description to answer the problems posed in the research. The results of the study show that the death penalty has become a part of the history of Indonesia due to the complexity of the legal system in Indonesia which is influenced by the Dutch, local custom, and Islamic legal systems. The concept of a middle way (moderation) of the death penalty in the RKUHP has placed the death penalty not as a principal penalty but is specific and alternative. Its implementation is also carried out after the probationary period. This is an interesting concept to bridge the death penalty debate in Indonesia. However, there are still problems related to changes to the death penalty, clemency issues, the length of delay in the death penalty and institutions that can amend the death penalty. In addition, there are also problems in determining the death penalty as a result of very serious crimes, because the indicators of most serious crimes have not been determined in a harmonious and consistent manner.