scholarly journals THE CURRENT STATE AND PROSPECTS OF PUBLIC ADMINISTRATION REFORM AFTER 2014 YEAR

2020 ◽  
pp. 217-233
Author(s):  
Vainius Smalskys ◽  
Svitlana Khadzhyradieva ◽  
Sergii Slukhai
Keyword(s):  
Public Administration ◽  
Public Perception ◽  
Civil Service ◽  
Civil Servant ◽  
Civil Servants ◽  
The Public ◽  
Public Administration Reform ◽  
Public Servant ◽  
Service Legislation ◽  
The Ideal

As for the civil service in Ukraine, we can identify a number of innovations aimed at improving the performance and ensuring the quality of civil service, namely: separation of administrative and political positions; clarification of the legal status of a civil servant; separation of civil service from political activity; establishing an exhaustive list of persons who are not subjected to the civil service legislation; introduction of a new approach to the classification of civil servants’ positions; a competency-based approach to the selection of candidates for the civil service; defining legislatively common approaches to entry, performance and separation from civil service; improving professional skills and professional training of civil servants, their labor remuneration, bonus payments and encouragement, as well as disciplinary responsibility.  Reforming the civil service legislation has become the most important step towards the public administration reform. Constant changes and amendments to the newly adopted legislation signify about it imperfection. Nevertheless, it should be noted that legislators and reformers are moving in the right direction. The data analyzed in the article show that Ukraine has come a long way from the Soviet civil service legacy. However, it is still in the middle of the road: these achievements must be supported by continuous efforts to render them irreversible and significantly improve the efficiency of public administration. The analysis of the sources in the article shows that the ideal picture of a public servant should correspond to his real perception. In fact, the public perception of civil servants in Ukraine is quite negative, as people see a striking difference between the reality and the ideal mentioned above. It turned out that the public servant, according to public perception, lacked almost all the necessary features. This demonstrates the enormous problems with civil servants in Ukraine due to the mismatch between public perception and the ideal image of a public servant. Thus, statistics show that the majority of respondents (about 70 percent) said that a Ukrainian civil servant is poorly qualified, tends to avoid solving complex cases, impatiently violates the law, demonstrates low respect for customers, is not trustworthy, is biased and interested in his own interests (puts one's own interests ahead of the public), non-result oriented, etc. The article concludes that public service reform in Ukraine should be supported not only by political measures that enhance the professionalism of employees, but also include procedures for changing public attitudes towards them. The negative perception of civil servants can be closely linked to the civil service itself: Ukrainians perceive it as a corrupt and bureaucratic institution that breaks innovation, does not care about cost-effectiveness, and does not perceive positive change.

scholarly journals PROFESSIONAL COMPETENCE OF CIVIL SERVANTS AS A FACTOR OF SUCCESS OF PUBLIC MANAGER

2020 ◽  
pp. 152-157
Author(s):  
A. Zhulavskiy ◽  
V. Hordiienko ◽  
N. Malko
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Professional Competence ◽  
Civil Servant ◽  
Civil Servants ◽  
Public Authorities ◽  
Effective Work ◽  
Public Administration Reform ◽  
European Standards ◽  
State Body

The article is devoted to the actual issues of professional competence of civil servants in the system of effective public administration. It was found out that official duties of a state body require professional knowledge and certain competencies of a civil servant how to properly apply them. The analysis of the legislative and regulatory framework in the field of civil service shows that a concept as "professional competence of civil servants." Undergoes formation of its foundations and development. The precondition for the formation of competencies for an employee is determined by the position requirements and job responsibilities. The role of the head of the state body, his/her vision and style of management of the institution and staff, his/her fairness and professionalism in the selection of specialists play an important role. The analysis of the procedure of civil servant evaluation, servant’s activities during the last year and the effectiveness of the tasks set by the head of the civil service indicates a constant need to increase the level of professional competence of the employees. Activities of an HR specialist or service, who is responsible for supporting employees in personal, professional and competence growth through elaborating individual plans and training schemes. Approaches to evaluate activities of civil servants and impact of these activities were identified. The current state of implementation of the system of training and re-training, the basic requirements and types of educational services, platforms, including online, were assessed. Basic requirements to professional competence of civil servants necessary for effective work of public authorities were identified. The ways to solve and improve the mechanisms of realization civil service policies, namely improvement of the system of increase of professional competence of civil servants, were suggested. Considering the long-term public administration reform in Ukraine, the government's focus on the gradual provision of public institutions with competent and professional employees who would meet European standards, was identified.

TERMINATION OF CIVIL SERVICE

2020 ◽  
Vol 59 (10) ◽  
pp. 98-100
Author(s):  
Samira Eldar Mehraliyeva ◽  
Keyword(s):  
Key Words ◽  
Public Administration ◽  
Civil Service ◽  
Civil Servant ◽  
Civil Servants ◽  
Legal Basis ◽  
The Law

The responsibility of civil servants in public administration in a democratic environment is one of the central issues. The responsibility of civil servants and the grounds and conditions of termination are specified in the Law on Civil Service, which is the main legislative act implementing sectoral regulation, which emphasizes the importance of this issue. The article briefly analyzes the civil service position and civil servant, the legal basis, the concept of responsibility as a legal phenomenon, and the grounds for termination. Key words: civil service position, civil servant, termination, responsibility, restrictions

scholarly journals MOTIVATION OF CIVIL SERVICE IN UKRAINE

2021 ◽  
Vol 2021 (1) ◽  
Author(s):  
A. Zhulavskyi ◽  
V. Gordienko ◽  
N. Malko
Keyword(s):  
Public Administration ◽  
Corporate Culture ◽  
Civil Service ◽  
Civil Servants ◽  
Professional Activity ◽  
Remote Work ◽  
Civil Service Reform ◽  
Current State ◽  
Public Servant ◽  
The Government

The article is devoted to the actual issues of the civil service reform in the direction of motivating the civil service, where a personal interest of a public servant is the key to the success of execution of the government tasks that are necessary to perform state functions at the appropriate professional level. An analysis of the existing features of the motivation of the civil service, which are determined in accordance with current regulations in Ukraine, was performed. The possibilities of improving the modern civil service as part of effective public administration by forming effective proposals, which are based on the analysis of the experience of European countries, were identified. The analysis of the legislative and regulatory framework in the field of civil service revealed problematic issues regarding the unequal of the financial remuneration of employees. The current state of ensuring the remuneration of civil servants was assessed. The formation of the salary of employees with mandatory and incentive payments in relation to the minimum wage in the country as of December 2020 was analyzed. Intangible motivations, such as positive honors (awards) for achievements in the professional activity of civil servants, offering remote work, and encouraging employees with corporate culture, which can be used by the head of the civil service office to create a favorable positive atmosphere. Contrary, in certain situations in a public body, negative incentives, e.g. punishment for improper performance of duties or inaction, were investigated. The peculiarities of the motivation of the civil service in Ukraine were identified taking into account experience of France in building a career matrix for the promotion of civil servants in public administration. Shortcomings in the practical components of the application of motivation in working with staff are partially revealed. The directions of reforming and methodical approaches of the civil service in terms of motivation were suggested. The ways of solving and improving the mechanisms of realization of the state policy in the sphere of civil service, namely the improvement of the system of motivation of civil servants were offered. The practical components of motivation were revealed, new mechanisms for improving the implementation of civil service reform were proposed.

scholarly journals ANALYSIS AND DIRECTIONS FOR IMPROVING THE SYSTEM OF INCENTIVES FOR EMPLOYEES IN THE CIVIL SERVICE

2021 ◽  
Vol 9 (2) ◽  
pp. 49-61
Author(s):  
Elena Ivanova ◽  
Elena Kolesnichenko
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Objective Assessment ◽  
Civil Servants ◽  
Equal Opportunities ◽  
Actual Problem ◽  
The Public ◽  
Regional Administration ◽  
Effective Use ◽  
Combination Of Material

The article examines the actual problem of stimulating the work of civil servants. The authors analyzed the theoretical aspects of motivation and stimulation and concluded that the interpretations of the concepts of motivation and stimulation have significant differences, and the emphasis should be on the combination of material and non-material tools. The analysis of the motivation system for civil servants was carried out on the basis of materials from one of the departments of the regional administration. It was revealed that for certain structural divisions of the civil service, an outflow of personnel is characteristic, and the main reasons are: dissatisfaction with the level of material support; discrepancy between the level of wages and the costs of individual resources for the implementation of labor activities; lack of recognition of their merits. The authors analyzed the content of tangible and intangible instruments in the public administration system and concluded that the main principles of intangible incentives for civil servants should be: justice, equal opportunities, objectivity, consistency, transparency, awareness. Recommendations on the effective use of the system of non-material incentives are offered: ways of non-material incentives for an employee should be tangible; carry out only an objective assessment of the results of activities; the criteria should be made clear, transparent and easily verifiable; the indicators, in accordance with the achievement of which the incentive is carried out, must be achievable; control at all stages of measures for non-material incentives for employees.

Moral and Ethical Problems of Public Service Development

2021 ◽  
pp. 18-22
Author(s):  
E. Il'chenko ◽  
O. Gorina
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Civil Servants ◽  
Service Development ◽  
Government Programs ◽  
Ethical Problems ◽  
The Public ◽  
Separate Region ◽  
Structural Entity

The civil service is a structural entity endowed with a certain amount of competence and authority necessary for the implementation of the tasks assigned to it. An analysis of the effectiveness of the public administration sector indicates a clear relationship between the activities of civil servants and the performance of government bodies. The quality of the work of the authorities has a significant impact on the effectiveness of the implementation of government programs. Modern conditions for reforming the civil service require civil servants to have such qualities as: education, upbringing of civil servants, their professionalism, driving motives for entering and passing the civil service. It becomes obvious that the lack of these qualities among civil servants reduces the effectiveness of the implementation of government initiatives. The article presents the results of research on the moral and ethical problems of the development of the state civil service at the level of the country and a separate region.

RIGHTS AND GUARANTEES OF A CIVIL SERVANT

2021 ◽  
Vol 6 (10) ◽  
pp. 20-28
Author(s):  
Doniyor Yuldashev ◽  
Keyword(s):  
Legal Status ◽  
Civil Service ◽  
Civil Servant ◽  
Legal Regulation ◽  
Civil Servants ◽  
Legal Studies ◽  
Administrative Reforms ◽  
Public Servant ◽  
Foreign Countries ◽  
Soviet Space

The article analyzes the legal status of civil servants in terms of the rights, state guarantees andbenefits. These elements of the legal status are presented through the prism of comparative legal studies of the legislation of more than a dozen foreign countries, taking into account the experience of legal regulation of public civil service issues both in the post-Soviet space and in foreign countries. The system of state guarantees for civil servants is currently in a state of instability, which is caused by administrative reforms, the lack of a unified state personnel policy. The system of material and financial guarantees today is an operating system that enhances the prestige of the civil service as a social and legal institution.Keywords: public servant, civil servant, legal status,rights, state guarantees, social security

Myanmar civil service reform risks a two-tiered system

2015 ◽  
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Civil Servants ◽  
Third Wave ◽  
Civil Service Reform ◽  
Administration System ◽  
Content Type ◽  
The Public ◽  
Tiered System ◽  
The Government

Subject Outlook for civil service reform in Myanmar. Significance On April 21, the government confirmed that permanent secretaries, abolished in 1962, will be reintroduced into the public administration system. The decision is part of President Thein Sein's "third wave" of reforms, following commensurate political and economic measures after the 2010 elections and Myanmar's transition to semi-civilian government. By restoring this most-senior bureaucratic post, Naypyidaw intends to enhance the bureaucracy and signal its intention to modernise public administration. Impacts Further civil service reform will require the government to define the centre-province administrative balance. Until then, civil service reforms may initially be felt in urban centres only. Additional pay may be required for civil servants.

scholarly journals Theoretical and conceptual approaches to the research of leadership aspects in public authorities

2021 ◽  
Author(s):  
A. Lipentsev ◽  
O. Romanyuk
Keyword(s):  
Public Administration ◽  
Human Resource ◽  
Public Service ◽  
Civil Service ◽  
Specific Situation ◽  
Public Authorities ◽  
The Public ◽  
Public Administration Reform ◽  
Ukrainian Society ◽  
Management And Leadership

Problem setting. Aspects of leadership have been studied throughout the entire history of humanity, and since the 80s of the 20th century it has become a subject of systematic research of various sciences, scientific investigations of ways and means of development of leadership qualities of a person have been carried out [25, p. 73]. The phenomenon of leadership is extremely rich in its manifestations and functions and depends on historical epochs, types of political systems, specific situation, peculiarities of leaders and their constituents and other factors [25, p. 76].Accordingly, during the critical period in the development of the Ukrainian society, the old principles of governance lose their efficiency and stop to work. It becomes difficult to exercise leadership in a world where creativity is valued more than diligence, indicating a change in the nature of the leadership phenomenon. Taking into account that Ukraine is currently in a zone of turbulence, there is an urgent need to improve approaches to human resource management in the system of public authorities. Therefore, aspects of enhancing the effectiveness of management and leadership in the public service are still gaining relevance in further research.In our publication we will focus on our own thoughts on the development of leadership in general and leadership in public service on the basis of analysis of the source base of scientific research on leadership.Recent research and publications analysis shows that the problem of leadership in public administration is constantly in the sight of the scientists who are trying to grasp all edges of the leadership phenomenon. However, this topic is still more thoroughly designed and developed by foreign scientists, among them: A. Adler, K. Lewin, R. Bales, R. Tannenbaum, I. Weschler and F. Masaryk, P. Drucker, F. Fiedler, V. Vroom, F. Yeatton, M. Mescon, P. Hersi and C. Blanchard, W. Bass, Conger and R. Kanungo, A. Fllley, R. House, S. Kerr, B. Chester, C. Shrishame, F. Fiedler and others. The scientific paths of formation and development of leadership were also studied by native scientists. These include T. Vasylevska, N. Honcharuk, I. Hrishchenko, S. Derzhanovska, A. Kliuchnikov, A. Lipentsev, L. Pashko, A. Pakhariev, T. Pidlisna, L. Prykhodchenko, A. Rachynskii, I. Surai, S. Seriohin, V. Tolkovanov, P. Khaitov and others. At the same time, the leadership of the civil service was repeatedly emphasized by NAPA (National Academy for Public Administration) scientists O. Parkhomenko-Kutsevil, O. Piddubchak, V. Poberezhnaia, N. Popadiuk, P. Sydorenko, R. Storozhev, S. Chernova, S. Haiduchenko, and others. Some positions of works of these scientists are used in the further for substantiation of own understanding of leadership.At the same time, the largest Google search engine for the query «leadership in public administration» (status 23.08.2021) received 558,000 links, which indicates that the concept of leadership is very popular. We have reviewed a few of them that are relevant to our own research [6, p. 35].Highlighting previously unsettled parts of the general problem. The research of leadership development in the public service is of particular relevance for modern Ukrainian society. Accordingly, the authors studied theoretical and conceptual approaches to the research and development of leadership in public authorities, taking into account the priorities of the “Public Administration Reform Strategies in Ukraine for 2022-2025”, approved by the Cabinet of Ministers of Ukraine of 21 July 2021, №831-p.Aim of the paper. The article aims to reveal theoretical and conceptual approaches to the research of leadership in public authorities in the context of the tasks of scientific support for the implementation of the main goals of the “Strategy for Public Administration Reform in Ukraine for 2022-2025”.Paper main body. Summarizing various definitions, we can define leadership as a type of managerial interaction (in this case – between the leader and followers), based on the combination of different sources of power depending on a specific situation and aimed at motivating people to achieve common goals. In other words, leadership is the relationships of dominance and subordination, influence and direction in the system of interpersonal relations in the group, which lead to the intended goal. However, in socio-political life, the concept of “leader” is often associated with the concept of “manager”. Thereby, serious debates about the similarity or divergence of these concepts take place in the scientific community today. In particular, researchers are trying to reveal who is more required in a modern civil service – a manager, a leader, or a manager-leader? They also try to find out if a specialist can be an informal leader. If yes, how can a manager successfully use such a human resource then?Besides, the practice shows that a manager in public authorities is not always a leader, and a leader is not always a manager. It has also been proven that a manager with managerial skills, who exercised leadership, is more effective. Conclusions of the research and prospects for further studies. Leadership in public authorities is an understudied phenomenon that requires comprehensive research. Comparing the phenomena of leadership and governance within classical management and leadership, it can be argued that leadership involves the ability to lead employees to a common goal, to motivate them to want to do what is necessary.The way to an effective model of public administration management is the systematic development of leadership at all management levels.Development of innovative and service aspects of organizational culture and its management - this is the main task of leaders at all levels in public authorities in the context of the implementation of the “Strategy for Public Administration Reform until 2025”.

scholarly journals LEGAL RESTRICTIONS ON WOMEN'S PARTICIPATION IN THE TASKS OF PUBLIC ADMINISTRATION IN UKRAINE

2020 ◽  
Keyword(s):  
Public Administration ◽  
Social Protection ◽  
Civil Service ◽  
Civil Servant ◽  
Civil Servants ◽  
Professional Activity ◽  
Women's Participation ◽  
The Social ◽  
Legal Restrictions ◽  
The Impact

Introduction. The article is devoted to the analysis of the content of the institute of legal restrictions imposed on a woman who is in the civil service and performs tasks in the field of public administration. On the basis of the provisions of acts of international law and the laws of Ukraine on Civil Service, found that for women - civil servants subject to special legal restrictions, which are provided by law bans involvement of women in certain forms of their professional duties and tasks for narrowing their total workload to preserve their health and create conditions for full implementation of the social function of the mother. The main results of the study. It is proved that the relevant legislation on public service both Ukraine imposed restrictions on female civil servant to attract her to the tasks of public administration and, at the same time, it focused on social protection. This approach is contributes to the establishment of a regime of "normal living conditions for civil servants. In particular, under the law relating to limiting women's participation in official missions, limiting working hours for women, limitations associated with the transfer of female civil servant to another location and so on. Particular attention is paid to the specifics of women's performance in the field of public administration of defense and national security. It is established that many legal restrictions for women in these areas are not always observed. In particular, attention is focused on unequal age conditions for concluding a contract for military service for women, the established age limit for female conscripts, regardless of service, and the ability of men to serve in the army for 15 years longer than women. The latest changes in the legislation to correct this situation are also disclosed. Conclusions. It is noted that the legal restrictions provided for in the legislation, which are provided for women involved in public administration, despite their positive impact, narrow in some way the scope of their professional opportunities, as well as limit the actual ability to exercise power. However, their inherent social nature and the state must provide adequate compensatory mechanisms stimulating professional activity of women civil servants and minimize the impact on female civil servant consequences relevant restrictions. In its turn, optimal administration of such measures is intended to increase not only the professional performance of women as public administrators, but also enhance the social effectiveness of public administration in general.

Prerequisites for implementation of the public administration reform strategy in Ukrainian civil service

2021 ◽  
Author(s):  
Svitlana K. Khadzhyradieva ◽  
Sergii V. Slukhai ◽  
Oleksandra I. Vasylieva ◽  
Andriy A. Klochko ◽  
Anna G. Pashkova
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
The Public ◽  
Reform Strategy ◽  
Public Administration Reform
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