SIGMA © OECD Building professional and merit-based civil service

SIGMA © OECD ELEMENTS l LEGAL FRAMEWORK WORKING CONDITIONS SUBSTANTIVE LAWS l QUALIFIED STAFF KNOWLEDGEABLE RESPONSIVE l WORKING ENVIRONMENT

SIGMA © OECD Why civil service legislation l Means to improve administrative capacity rule of law openness and transparency accountability predictability efficiency

SIGMA © OECD Content of civil service legislation l Scope of the civil service l specific obligations l specific rights l principles of recruitment, promotion and retirement l transitional provisions

SIGMA © OECD Scope of the civil service l By category (only management ) l by task (executing public powers) l by employing institution l by budget (paid from state budget)

SIGMA © OECD Specific obligations l At the service of the citizen l serving the public good l neutrality in executing the tasks l observing the rule of law l accountability for actions l liability to the state for damages caused

SIGMA © OECD Specific rights l Right to be protected against undue pressure l right to resist illegal orders l Right to a salary l right to annual leave l right to training

SIGMA © OECD Administrative Ethics l How to ensure administrative ethics civil service law –disciplinary regulations and/or code of ethics administrative procedures law –ensuring administrative principles –ensuring the right of the citizen to redress and judicial appeal

SIGMA © OECD Administrative Ethics l How to enforce administrative ethics civil service law –implement and supervise implementation of disciplinary regulations and/or code of ethics administrative procedures law –control application of the law –ensure accessibility of the citizen to redress and judicial appeal

SIGMA © OECD Creating a professional civil service l Open to everyone l based on merit l permanent l trusted

SIGMA © OECD Human Resources Management l Existing staff screening training l new staff transparent recruitment procedures recruitment based on merit

SIGMA © OECD Human resources Management l Principles for a permanent civil service tenure after probationary period horizontal mobility forced transfer for service reasons promotion based on merit performance appraisal systems

SIGMA © OECD Problems recruiting and retaining staff l Low pay l little delegation l little career planning l low recognition of performance l no other incentives

SIGMA © OECD Human resources Management l Central management capacity l unified classification l unified pay structure l unified recruitment procedures l transparent procedures and decision-making

SIGMA © OECD Human resources Management l Tools to get it started l Job evaluation system l Performance appraisal system

SIGMA © OECD Performance Appraisal l Preconditions clear coherent administrative organisation, taking account of the defined tasks of the state efficient administrative procedures in place to accomplish the tasks job descriptions which reflect the activities and the tasks

SIGMA © OECD Role of Performance appraisal Job description Job classification Basic salary Performance appraisal add objectives and special tasks Job evaluation Consequences additional steps promotion bonuses training sanctions dismissal

SIGMA © OECD Training in capacity building l CHALLENGES ensure implementation of government reform programme ensure rule of law ensure continuity ensure responsiveness

SIGMA © OECD Training in capacity building l POSSIBLE ACHIEVEMENTS restructuring improve decision-making improve law drafting improve HRM

SIGMA © OECD Training in capacity building l CRUCIAL ISSUES sequencing financing institutional structure of training trainers

SIGMA © OECD Training in capacity building l PREREQUISITES FOR SUCCESS supported by political leadership monitoring and incentives availability to all staff