Download - "Civil Service Personal Management in Georgia: Current Improvements and Modern Challenges"
"Civil Service Personal Management in Georgia: Current Improvements and Modern
Challenges"
Astana, Republic of Kazakhstan, 21-23 May, 2014
Tamta TsotskhalashviliHead of the Civil Service Reform and Development Departament
e-mail: [email protected]
In this presentation:• What is the Civil Service Bureau of Georgia?
• Georgian Civil Service in Numbers
• Reform in the civil service since 2003
• HRM system in Georgia
Online recruitment and selection system
Capacity Building of civil servants
Electronic HRM System in Georgia
• Challenges faced by Georgian CS
• Lessons learned
What is the Civil Service Bureau of Georgia?
Civil Service Bureau is an independent government agency promoting good governance and anticorruption projects in Georgian civil service
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IMPROVE HR MANAGEMENT
SYSTEMS
PROMOTE E-GOVERNANCE
PROFESSIONAL TRAINING
PROGRAMS
IMPROVE CURRENT
LEGISLATION
Georgian Civil Service in Numbers
387 agencies
86,031 public servants
Public agencies include: Administration of the President of Georgia, Parliament, Ministries, Self-government institutions, Courts, other agencies and LEPL (except cultural, religious and educational LEPL)
Gender equality in the civil service
Average age of employees in
public agencies is 38
Women - 39
Men - 37
Georgia before 2003
• Georgia was considered as one of the most corrupt countries in the Soviet Union
• Nepotism was also a driven force in the public sector
• Economy was shrinking due to lack of corruption and FDI
After 2003 Georgia started to reform its CS
• Various legislative amendments were passed to enhance the existing CS legislation and to bring greater transparency and efficiency
• Salaries were significantly increased in the CS to prevent corruption
• E-governance projects were developed to rise efficiency of public service delivery (public and civil registries, asset declarations, e-licenses, e-taxation, other e-services)
Logistical advancements played also vital role (new public buildings, modern equipment etc.)
Civil Servants underwent major trainings in good governance and “service plus”
Modern challenges faced by the Georgian CS
• CS still needs to be depoliticized
• There is lack of common HR practices
• There is no system of continuous capacity building of civil servants
• Citizens are less engaged in the government decision-making process
• Civil service legislation is still outdated
Georgia has committed to reform its CS before main
international organizations
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Introduction of modern HR processes
• Hiring only through competitions and relevant modern procedures
• Development of job descriptions for every civil servant
• Introduction of annual assessment and appraisal system and performance based promotion and salary growth (bonuses)
• Mandatory trainings in Ethics and Management for all civil servants
Capacity Building of civil servants
• Conduct wide training need analyses (TNA)
• Train the trainer program in ethics and conflict of issues
• Establish centralized training center for High Officials
• Implement e-learning systems
• Knowledge transfer campaigns
Training Facilities in Georgia
Online recruitment and selection system www.HR.gov.ge
Legislative Reform Regarding the Recruitment in Civil Service
Announcement of a competition for a vacant position became mandatory according to the law in 2010
Posting information on job openings in the civil service on the web-site www.hr.gov.ge became mandatory in 2011
Application for the vacancy in civil service shall be submitted only via www.hr.gov.ge in 2011
Terms of competition were decreased
The possibility to appoint a person temporary (without competition) has been limited
Job descriptions have become mandatory for competition announcement
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Number of the registered users – 140 000
Number of the registered public entities - 400
Number of the published vacancies - 7040
Number of subscribers - 13 000
Number of the unique visitors per day - 3 364
Statistical Data Analysis
eHRMS – Human Resources Management System
eHRMS is a country-wide database for human resources employed in the public sector. The system aims to ensure electronic management of human resources in accordance with relevant policy and standards.
The system includes the following functions:
•Management of the structure and staff units;•Statistical data generation;•Comprehensive, regularly updated electronic information about the staff;•Employee attendance record;•Personnel salary register;•Employee business-trip register;•Powerful search and reporting mechanism;•Generation of automatic notifications;•Employee data recording;•Classifier management.
Advantages of the e-HRM system:
• Flexibility and simplicity of use;• Significant saving of time and resources on HR activities;• Reducing administrative costs and increasing effectiveness of
working process;• Reduction of errors and inaccuracies;• Optimization of decision-making process for proper and
timely management.
The system is designed in collaboration with the leading experts in the HR field, considering the world’s best practices, established local practice and legislation.
ASSESSMENT OF CURRENT SITUATION
DEBATE ON POLICY OPTIONS
RECOMMENDATIONS
AND TIME LINE
White Paper
Summary of issues for further consideration and relevant policy options to explore
Draft Concept
Principles and contents of proposed civil service reform related to legal framework, procedures, etc.
Final Concept
Finalised detailed Concept and prioritised action plan
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Civil Service Reform Process 2013-2014
PHASE 1. PHASE 2. PHASE 3.
10 categories for approaching a civil service reform
• Definition of civil service legislation• Scope of civil service• Central Structure for Management, Co-ordination and
Control of civil service • System of ranks and classification• System of remuneration and costing of employment• System of entry into the civil service • Human resources management• System of obligations and of rights for civil servants• System of training, upgrading of qualifications• Gender equality
Lessons learned
• The reform shall be oriented on the citizen
• Making CS reform is not easy as each country has its own cultural historical and political background
• CS reform is cross-sectoral and it triggers interests of all branches of the government
• Donor support and guidance is crucial as they bring insight from the established democracies
• Shifting public services into online space and bringing in IT solutions is possibly the best option to achieve immediate and tangible results
• There should be corruption preventing mechanisms in place and constant fight against corruption is crucial
Thank you!
QUESTIONS?
[email protected]@gmail.com
www.csb.gov.gewww.hr.gov.ge www.declaration.gov.ge