CIVIL SERVICE REFORM IN EU INTEGRATION PROCESSES

The European Union has no specific legislation (Acquis Communautaire) related to civil service. There are certain common principles that must be respected. Due to certain difficulties in the definitions and work, the EU (EC) has in this regard asked SIGMA to conduct a public administration evaluation in the countries involved in the integration processes. SIGMA (Support for Improvement in Governance and Menagement) – the joint EU and OECD initiative is mostly financed by the EU and operates under the aegis of the OECD, an expert body for the area of public administration initially in charge of the five Central European countries, and now mostly for the Western Balkans.

SIGMA PRINCIPLES (HRM): 1 SIGMA PRINCIPLES (HRM): 1. The scope of the civil service is adequate, clearly defined and applied in practice; 2. A policy framework and a legal framework that is applied in practice have been established, and practices are consistent and effective; 3. employment of civil servants is based on the principle of merit and equal treatment, and the criteria for deployment to the lower post and dismissal are explicitly set; 4. political influence on managerial positions was prevented; 5. the pay system is based on systematization of workplaces, fair and transparent; 6. vocational training, assessment and mobility are ensured; 7. there are measures to promote integrity and prevent corruption, as well as to ensure discipline in the civil service.

Tere are certain needs for redefining the scope of the civil service, although this is not a crucial issue. Better define the lines of responsibility and specifically address the status of heads of institutions that are not civil servants. It is necessary to significantly reform the application process (on-line), strengthen civil service agencies, make the system of competences fully operational and further elaborate, and substantially strengthen and make a more rigorous electoral process for the management level. To work with members of the election commission (especially the second level), redefine discretion in appointing low-ranking candidates; reduce the number of duty officers and adjust their status and terms of appointment, and the length of the engagement period.

The mandate issue with civil servants is mostly regulated as it should (BiH institutions, Sarajevo Canton), but the problem of political neutrality in practice remains high. Training and development of civil servants should be a priority and require significant improvements, especially in the field of specific training of senior civil servants. Connecting the overarching framework of competences with training and development of civil servants is becoming more and more important. The evaluation of work remains an open question in terms of reform, and although the framework of competence will solve some issues, the work system assessment crunch remains constant with developed administrations (emphasis on formality, conformity and lack of clear purpose).

The stability of the civil service is considered to be a very good side and must be kept as a general trend. Problems could arise in the event of a speedy resolution (due to only one negative assessment). The disciplinary procedure is considered to be quite good with some shortcomings (lack of division into easier and more severe injuries, in this case, sometimes too complicated, the penalties still considered too expensive, the inability to conduct disciplinary proceedings before the criminal can be a problem). The right appeals and appeals procedures as well as judicial protection are well-organized at the level of Bosnia and Herzegovina without the need for special reform, some difficulties exist at lower levels.

The ranks of the agency are still in many ways technical instead of essentials, especially at other levels - strengthening is necessary. A much more integrated approach is required, especially in managerial functions, key managerial shortcomings. The lack of specific government policies, especially with regard to senior civil servants, and the PAR Strategy, have not so far been considered to a sufficient extent by this issue. RECOMMENDATIONS are generally related to the distinction between political and professional actors (3 roles of the minister), clear lines of responsibility, professionalism, competencies - especially for management, strengthening of the robust system, strengthening of central bodies and election commissions, special training and development programs of executives participation of regional actors (ReSPA).

SOME ADDITIONAL ASPECTS: Emphasis is placed on leadership and access to them even though it does not (completely) neglect other civil servants. Wages and salaries - whether or not (especially managers)? Integrity system with a special emphasis on asset control (lack of progress in that part). The PAR Strategy and Action Plans, in effect, do not exist. Negative perceptions in the public, casting and great ignorance!

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