Civil Servants

Salah satu faktor terpenting agar pemerintah memiliki kinerja
yang baik adalah ditentukan oleh kualitas dari Pegawai Negeri Sipil (PNS)
yang bekerja di instansi pemerintah. Tetapi sayangnya, untuk
mendapatkan PNS yang berkualitas tinggi bukanlah merupakan
persoalan yang mudah. Maka dari itu, instansi pemerintah perlu
merumuskan strategi untuk merekrut kandidat terbaik di pasar tenaga
kerja. Selain persoalan rekrutmen, pemerintah selama ini masih memiliki
kelemahan pada database terkait profil dan preferensi pelamar kerja
khususnya pelamar profesi PNS. Kajian Profil Calon Pegawai Negeri Sipil
yang dilakukan oleh Pusat Kajian Reformasi Administrasi bertujuan
untuk: (1) melakukan identifikasi profil calon pelamar kerja untuk
profesi PNS; (2) Melakukan identifikasi minat calon pelamar kerja
terhadap profesi PNS; dan (3) Membuat rekomendasi strategi kebijakan
rekrutmen profesi PNS untuk menjaring minat pelamar kerja unggulan.
Metode yang digunakan dalam kajian ini adalah kombinasi antara metode
kuantitatif dengan pendekatan survei dan kualitatif. Survei dilakukan
pada 1.230 responden yang merupakan mahasiswa di tiga perguruan
tinggi terbaik di Indonesia, yaitu: UGM, UI, dan ITB.
Hasil survei menunjukkan bahwa minat calon pelamar kerja
terhadap profesi PNS masih tergolong besar yaitu 43,1% dari total
responden. Sedangkan instansi yang paling diminati adalah instansi
swasta dengan dipilih oleh 50,1% responden. Dalam memilih instansi
untuk bekerja, setiap responden memiliki alasan alasan dibalik
pemilihannya. Berkaitan dengan hal tersebut, image atau branding dari
sebuah instansi berpengaruh terhadap preferensi responden dalam
memilih tempat bekerja. Dari survei ini juga dapat diketahui bahwa masih
banyak responden yang merupakan calon pelamar kerja menganggap
bahwa instansi pemerintah bukan merupakan tempat yang baik untuk
bekerja terutama karena instansi pemerintah penuh dengan KKN. Image
negatif yang dimiliki instansi pemerintah tersebut memiliki korelasi
positif terhadap preferensi tempat kerja bagi calon pelamar kerja.
Dari hasil survei yang menunjukkan tantangan dan permasalahan
dalam merekrut kandidat terbaik, maka dapat dirumuskan strategi
kebijakan rekrutmen yang mencakup tiga hal penting. Pertama,
bagaimana menarik minat best candidate. hal ini dapat dilakukan dengan
strategi promosi kepada calon pelamar kerja yang dikemas dengan baik
yang dimaksudkan untuk memberikan pengetahuan terkait mekanisme
seleksi serta sarana untuk membangun citra positif instansi pemerintah. Kedua, bagaimana menciptakan sebuah sistem rekrutmen yang mampu
menyeleksi dan menjaring best candidate dari pasar tenaga kerja. Arah
sistem rekrutmen harus diarahkan perbaikan pada beberapa aspek; yaitu
(1) proses rekrutmen, (2) metode seleksi CPNS, (3) keterkaitan dengan
manajemen sumber daya manusua lainnya, dan (4) perbaikan strategi
merekrut CPNS. Ketiga, bagaimana merekrut dengan waktu yang tepat.
Pemilihan waktu pelaksanaan rekrutmen merupakan salah satu bentuk
strategi untuk bersaing dengan instansi swasta dalam merekrut best
candidate.

Document with french and english version
Document avec version française et anglaise

L'existence des heures supplémentaires dans l'enseignement supérieur n'est certainement pas à remettre en cause. Effectuées en dépassant les « bornes » définies par le cycle de travail, elles introduisent une certaine souplesse dans l'organisation du service et une trop rare possibilité pour les enseignants-chercheurs d'avoir un revenu amélioré. Si certains d'entre eux en ont un nombre trop important, portant alors atteinte à leur capacité de recherche individuelle, ces heures sont, dans la plupart des hypothèses, imposées par les nécessités du service et en nombre raisonnable. De plus, aujourd'hui, c'est leur rémunération qui sert de base de calcul à la quasi-totalité des primes de fonction administratives (directions de diplômes, de centres de recherche, d'école doctorale…) votées en conseil d'administration. Leur valeur a donc des conséquences en cascade sur ces primes souvent déjà bien sous-évaluées. Or, leur situation juridique est triplement étonnante. D'abord, cette rémunération est calculée en fonction de l'enseignement (travaux pratiques, travaux dirigés [TD] et cours) et non de celui qui enseigne. Comme si l'heure de travail de tous, du chargé de TD en première année de thèse au professeur le plus expérimenté avait la même plus-value. Dans quel métier accepterait-on que le travail du cadre ait la même rémunération que celle du débu-tant en contrat à durée déterminée ? Dans l'enseignement secondaire, l'agrégé a des heures complémentaires différentes de celles du certifié. Ensuite, le taux de rémunération dépend de l'heure devant l'étudiant. Une heure équivalent travaux dirigés (HETD) est rémunérée 41,41 depuis le 1 er février 2017, l'heure de cours vaut 1,5 HETD (62,09) et l'heure de travaux pratique vaut deux tiers de l'HETD (27,58). Or, le statut des enseignants-chercheurs les conduit à faire, comme tout travail-leur, 1 607 heures annuelles. La moitié de son salaire représente les enseignements, l'autre la recherche, soit deux fois 803,5 heures. Son obligation de service est de 192 HETD annuelles, soit 803,5/192 = 4,184 heures passées à travailler par HETD. Les textes reconnaissent expres-sément ce calcul (décr. 84-431 du 6 juin 1984, art. 7), qui correspond à la préparation des cours ou à leur mise à jour, à la direction des équipes pédagogiques, à la surveillance des examens, à la correction des copies, aux directions de mémoires, aux mises en lignes des documents et aux rendezvous avec les étudiants, notamment. Ainsi, si l'on prend un maître de conférences de onze ans d'expérience, son traitement mensuel est de 3 219,30 brut (indice 682), ce qui met son heure de TD à 3219,30x12/2/192 = 100,60 de l'heure. On constate que, même à ce grade, l'heure complémentaire est payée 60 % de moins que l'heure normale. Une incongruité lorsque l'on sait que la règle dans le secteur privé est, hors accord de branche, de payer les heures complémentaires 25 % de plus que l'heure normale et que ce supplément est devenu le principe dans la fonction publique depuis le décret 2008-199 du 27 février 2008. Enfin, si l'on considère le fait que les obligations de service sont les mêmes pour les heures complémentaires et pour les heures dans le service (corrections, surveillances…), chaque heure complémentaire représente donc 4,184 heures de travail. A 41,41 bruts l'HETD, un calcul rapide (41,41/ 4,184) montre que l'HETD d'un enseignant-chercheur est payée 9,89 bruts par heure. Pour le dire simplement, cette rémunération est de un centime supérieure au SMIC qui est à 9,88 bruts depuis le 1 er janvier 2018… et lui sera inférieure à la prochaine augmentation du SMIC en octobre. Pour des personnels de la fonction publique ayant pour diplôme a minima un master 2, et même un doctorat pour les titulaires – sans compter que ces derniers ont ensuite réussis des concours de catégorie A+ –, cela ne laisse pas d'étonner… De quelques incongruités relatives aux heures supplémentaires dans l'enseignement supérieur


ENGLISH
Some incongruities relating to overtime in higher education

The existence of overtime in higher education is certainly not to be questioned. Carried out by exceeding the limits defined by the work cycle, they introduce a certain flexibility in the organization of the service and an all too rare possibility for teacher-researchers to have an improved income. If some of them have too many of them, thereby affecting their individual research capacity, these hours are, in most cases, imposed by operational requirements and in a reasonable number. Moreover, today, it is their remuneration that is used as the basis for calculating almost all the administrative function bonuses (directions of diplomas, research centers, doctoral schools, etc.) voted by the Board of Directors. Their value therefore has a cascading impact on these often already undervalued premiums. However, their legal situation is threefold surprising.
First, their remuneration is calculated according to the teaching (practical work, tutorials and courses) and not the teacher. As if everyone's hour of work, from the TD manager in the first year of his thesis to the most experienced professor, had the same added value. In which profession would it be acceptable for the executive's work to be paid the same as that of a beginner on a fixed-term contract? In secondary education, the aggregate has complementary hours that are different from those of the certified student.
Second, the rate of pay depends on the hour in front of the student. One Hour of Tutorial Equivalent (HETD) has been paid €41.41 since February 1, 2017, the course hour is worth 1.5 HETD (€62.09) and the practical work hour is worth 2/3 of the HETD (€27.58). However, the status of teacher-researchers leads them to do, like any worker, 1607 hours a year. Half of their salary represents teaching, the other half represents research, i.e. twice 803.5 hours. Their service obligation is 192 HETD per year, or 803.5/192 = 4.184 hours spent working for HETD. The texts expressly recognize this calculation (art. 7 of Decree 84-431 of 6 June 1984), which corresponds to the preparation of courses or their updating, the management of teaching teams, the supervision of examinations, the correction of copies, the management of theses, the online publication of documents and appointments with students, in particular. Thus, if we take a lecturer with 11 years' experience, his monthly salary is 3219.30 euros gross (index 682), which puts the remuneration of his hour from TD to 3219.30x12/2/192 = 100.60 euros. It can be seen that, even at this rank, overtime is paid 60% less than normal. An incongruity when we know that the rule in the private sector is, without branch agreement, to pay overtime 25% more than normal time, and that this supplement has become the principle in the civil service since the decree 2008-199 of 27 February 2008.
Finally, considering that the service obligations are the same for overtime and on-duty hours (corrections, supervisors, etc.), each additional hour therefore represents 4,184 hours of work. At 41.41 euros gross per HETD, a quick calculation (41.41/4.184) shows that a teacher-researcher's HETD is paid 9.89 euros gross per hour. To put it simply, this remuneration is 1 cent higher than the minimum wage, which has been €9.88 gross since 1 January 2018... and will be lower than the next increase in the minimum wage. For civil servants with at least a Master's degree, and even a doctorate for the holders, not to mention that the latter have subsequently passed competitions in category A+, this is not surprising.

Grégory Kalflèche
Professor of Public Law, University of Toulouse 1 Capitole, Maurice Hauriou Institute

This article studies the development of territorial administration act and the responsibilities of the Siamese civil servants between 1897-1933. The objectives of this study were: 1) Thesaphiban countries administrative management, and 2) the local administration of district chief, subdistrict headman, and village headman. The concept of the article is the dynamics of territorial administration laws that there analyzed from a historical perspective. The article carried out a series of primary and secondary sources along with historical research. The results of the study show that the Siamese government changed the status of rulers in the traditional government structure to civil servants by defining duties and responsibilities in the law. It has resulted in local bureaucrats acting as intermediaries linking the government to the people. In addition, local bureaucrats are the base of the administrative structure that is important to support the administrative structure of the locality and county government. This study brings about to understanding of the development of Siamese civil servants’ responsibilities and the relationship between state power and local bureaucrats.

Las formas de provisión de puestos para el personal funcionario de carrera en la función pública tienen dos fórmulas básicas y generales para todas y cada una de las Administraciones públicas: el concurso y la libre designación. Sin embargo, la adscripción provisional ha ido ganando terreno como forma provisoria no  sólo  porque  es  un  instrumento  fundamental  en  el  uso  de  las  potestades  de  organización  de  cada  Administración sino porque también tiene un contenido de garantía en los derechos de los funcionarios y  de  protección  en  su  carrera  administrativa.  Hemos  querido  repasar  la  regulación  de  la  adscripción  provisional y reparar en sus características principales para concluir que es una forma de provisión con contornos propios y plenamente asentada en nuestro ordenamiento. / The way of provision of positions for career civil servants in the public service have two basic and general formulas  for  each  and  every  Public  Administration:  the  competition  and  free  designation.  However,  the  provisional affiliation has been gaining ground as a provisional form not only because it is a fundamental instrument in the use of the powers of organization of each Administration but also because it also has a guarantee content in the rights of the officials and protection in their administrative career We wanted to review the regulation of the provisional affiliation and repair its main characteristics to conclude that it is a form of provision with its own contours and fully established in our system.

Pengembangan Kompetensi ASN telah mengalami beberapa perubahan dan perkembangan di beberapa waktu terakhir. Seiring perubahan zaman dan kemajuan pada bidang teknologi informasi, secara langsung berdampak pada pengembangan kompetensi ASN tersebut. Buku Antologi Pengembangan Kompetensi ASN: Kebijakan, Teori dan Praktik adalah sekumpulan artikel ilmiah yang berupa buah pemikiran, analisis, dan hasil praktik terbaik dari rekan-rekan Pejabat Fungsional lintas bidang dan sektor yang berada pada wadah Community of Practice - LAN RI. Dengan hadirnya buku ini diharapkan data memberikan pandangan dan melengkapi pemahaman umum tentang pengembangan komptensi ASN bagi BANYAK pihak sehingga dapat memberikan dampak mandaat nyata bagi masyarakat.

Studiile sociologice, precum și practica au dovedit că fenomenul corupției este specific tuturor statelor și este relativ stabil în timp.  Incidența și amploarea acestui fenomen diferă însă de la o țară la alta.  Un lucru este însă cert, într-un stat sărac și cu o libertate economică redusă, sistemul birocratic și politic devine mai expus la corupție. 
Așa cum menționează și Jeans C. Andwig, în lucrarea sa „Economia corupției": corupția este atunci când „politica economică devine instrumentul prin care liderii politici și oficialii publici redistribuie venitul național în favoarea lor". 
Putem spune că datorită multitudinii formelor de manifestare, implicații pe care le are și sferei de acțiune tot mai largi (internaționalizarea corupției), corupția a imbrăcat forma crimei organizate, generând o serie de consecințe negative și distructive asupra structurilor și stabilității organizațiilor și instituțiilor sociale , provocând stări demoralizatoare și de insecuritate la nivelul grupurilor și indivizilor. Prin diverse mijloace se ajunge la corupția factorilor de decizie de la cele mai înalte niveluri: ale politicului, legislativului, justiției și administrației.  Mai îngrijorător este faptul că, acest flagel al societății actuale a acaparat și sfera activităților legale ce se desfășoară la nivel mondial; iar aici este cazul marilor investiții și a altor forme de cooperare economică, diverse forme de activități culturale sau întreceri sportive. 
Corupția poate fi, deci, privită ca o problemă socială complexă, care este percepută de segmentele sociale oneste ca fiind un fenomen deosebit de grav și periculos ce atacă bazele economice și politice ale societății, pune în pericol stabilitatea instituțiilor statale și afectează nivelul de trai al  populației prin creșterea nejustificată a costurilor sociale...

(a se vedea articolul integral la paginile 7-20)

Purpose
This paper examines the effects of Kenyan Civil Servants Reforms on job satisfaction. Specifically, the study explores participants' perceptions of the job characteristics and how this has affects their job satisfaction. This paper uses the job characteristics model by Hackman and Oldham (1976, 1980) to understand work motivation and its influence on job satisfaction.
Methodology
A random sample of 410 professional employees completed this study's survey. While Spearman's rank order correlation established associations between job characteristics and job satisfaction, regression analysis determined the job characteristics contributory effect on job satisfaction. 
Findings
Only 16 per cent of the technical employees indicated experiencing high levels of job satisfaction. The majority of respondents (70 per cent) reported a moderate degree of job satisfaction, while 12 per cent of respondents perceived low levels of job satisfaction. The job tasks positively and significantly affected job satisfaction. However, task identification and feedback had the most significant contributory effect on the professional employees' job satisfaction.
Practical Implications
The government should recognise the importance of structural job redesigns that align with employees psychological values for positive outcomes. Emphasis on job enrichment, enlargement and rotation are necessary to improve employees’ job satisfaction.
Originality
This paper is the first to examine the effect of civil service reforms on Kenyan government employees’ job characteristics and job satisfaction. Task identity emerges as a more significant predictor of job satisfaction.
The paper contributes to enhancing the applicability of job redesign and enrichment in public sector employee job satisfaction.  This paper improves knowledge of job satisfaction from the perspective of a reforming non-profit service organisation from the developing world, using Kenya as an example. The study results provide practitioners and policymakers with better insight into job practices for review and improvement of employees’ job satisfaction.
Keywords: Job Characteristics, Job Satisfaction, Kenyan Civil Services, Technical Employees, Civil Service Reforms

Kegiatan aktualisasi ini berangkat dari pemilihan isu utama dari ketiga isu di unit kerja penulis yaitu Jurusan Administrasi Bisnis Politeknik Negeri Sriwijaya. Ketiga isu tersebut kemudian dianalisis dengan menggunakan alat analisis USG (Urgency, Seriousness, Growth). Berdasarkan analisis USG maka terpilih isu utama yang memiliki nilai terbesar dalam analisis tersebut. Adapun isu yang terpilih adalah belum ada evaluasi dosen oleh mahasiswa. Gagasan pemecahan isu yaitu “Implementasi Evaluasi Dosen oleh Mahasiswa dengan Menggunakan Google Form pada Prodi Manajemen Bisnis Jurusan Administrasi Bisnis Politeknik Negeri Sriwijaya”, yang dilakukan dengan merumuskan lima jenis kegiatan dengan beberapa tahapan kegiatan kecil di masing-masing kegiatan. Kegiatan tersebut antara lain : 1) Melakukan koordinasi kepada pimpinan terkait rencana penerapan aktualisasi, 2) Menyusun instrumen evaluasi dosen oleh mahasiswa, 3) Membuat program evaluasi kinerja dosen dalam proses pembelajaran, 4) Mengimplementasikan penggunaan aplikasi evaluasi dosen oleh mahasiswa, dan 5) Menyusun laporan hasil evaluasi dosen oleh mahasiswa. Kegiatan tersebut dilaksanakan selama masa off campus yaitu mulai pada tanggal 04 Maret 2020 s.d. 08 April 2020.  Penulis mengaktualisasikan kedudukan dan peran PNS dalam NKRI pada setiap kegaitan serta mengaktualisasikan nilai-nilai ANEKA (Aktualisasi, Nasionalisme, Etika Publik, Komitmen Mutu, dan Anti Korupsi) dalam setiap tahap kegiatan dalam rangka memberikan kontribusi bagi peguatan visi, misi serta tata nilai pada unit kerja penulis.

Kata Kunci : Akuntabilitas, Nasionalisme, Etika Publik, Komitmen Mutu, dan Anti Korupsi.

KAMU KESİMİNDE PERFORMANS DEĞERLENDİRME SİSTEMİ: İŞ VE MESLEK DANIŞMANLARINA YÖNELİK BİR UYGULAMA ÖNERİSİ
Anahtar Kelimeler: Performans Değerlendirme Sistemi, Verimlilik, İş ve Meslek Danışmanlığı, İnsan Kaynaklar, Kamu Kesimi, Kamu Hizmeti, Kamu Görevlisi
PERFORMANCE EVALUATION SYSTEM IN PUBLIC SECTOR: AN IMPLEMENTATION OFFER FOR JOB AND VOCATIONAL COUNSELORS
Key Words: Performance Evaluation System, Productivity, Job and Vocational Counselor, Human Resources, Public Sector, Public Service, Civil Servant.

Difficulty in accessing health care due to inequitable distribution has been a continuous challenge in developing countries. Insurance is a veritable tool for curbing these challenges, as proved in developed countries with assuring results. Nigeria in her efforts to tackle this problem introduced the national health insurance scheme. However, acceptance and satisfaction with the NHIS are obstacles to the achievement of its objectives. The aim of the study is to assess the level of acceptance and satisfaction with the national health insurance scheme among civil servants in Sokoto metropolis. The study was a cross sectional descriptive study conducted in Sokoto metropolis among civil servants who are currently accessing NHIS service. A multi-stage sampling technique was used to select 425 participants. Data was collected using semi-structured self-administered questionnaires and was analyzed using MS Excel Spread sheet 2016. A total 425 respondents were interviewed and their mean age was 41.75 ± 9.3 years and majority were males (282) 66.4%, Most of the respondents (311)73.2% where Hausa/fulani and Muslims (349) 82.1%, the overall Acceptance of NHIS was Good, (272) 64% however only 190 (44.7%) are satisfied with the scheme. The study showed that there is good acceptance of the scheme by civil servants in the metropolis, by the scheme is yet to meet their expectation, thus the poor satisfaction.

The study assessed the levels of Job burnout and examined the extent to which pay satisfaction predicted job burnout among Osun State civil servants. It also investigated the extent to which role ambiguity predicted job burnout and determined whether there is a joint prediction of pay satisfaction and role ambiguity on job burnout. These were with a view to understanding the factors that predict job burnout among Osun State civil servants. The study adopted the descriptive survey design. Primary data were collected through the administration of questionnaire on a sample of the study population. The study adopted multi-stage sampling technique. Purposive sampling technique was used to select eight ministries and stratified sampling technique was used to select 354 respondents comprising 214 males and 140 females with mean age of 43.39 years and standard deviation of 9.09. Three standardized psychological instruments namely: Pay Satisfaction Questionnaire (PSQ), Role Ambiguity Scale and Maslach Burnout Inventory (MBI) were used to collect the data for the study. The data generated was subjected to linear and multiple regression analyses. The results revealed that civil servants exhibited a moderate level of job burnout (44.70%). The results also showed that pay satisfaction significantly predicted job burnout among civil servants (β= 0.21, t = 3.53,P< .05). The results further revealed that role ambiguity significantly predicted job burnout among the respondents (β= 0.71, t = 8.37,P<.05). Finally, the results indicated that pay satisfaction and role ambiguity jointly predicted job burnout among civil servants (β= 28.13, t = 9.39,P< .05). The study concluded that job burnout was moderate among Osun State civil servants, while pay satisfaction and role ambiguity independently and jointly predicted job burnout among respondents.

En este trabajo voy a analizar el régimen jurídico de los consorcios. Una figura que, en los últimos años, ha experimentado una atención normativa sin precedentes. Su régimen orgánico, funcional, presupuestario y de gestión de personal se ha intensificado notablemente. El objetivo de las últimas reformas ha sido muy loable y comprensible tras todos estos años de crisis económica que seguimos padeciendo. Pero creo que las medidas normativas que han sido adoptadas se han cebado en exceso en torno a esta figura que no hace sino dar cumplimiento a uno de los principios más esenciales de nuestro Estado de Derecho. Y no sólo eso sino que además, en la materia que centraré especialmente mi atención, se ha generado más incertidumbre que seguridad y certeza jurídica a nuestros operadores jurídico.

In this paper i will analyze the legal regime of consortia. A institution that, in recent years, has experienced unprecedented regulatory attention. Its organic, functional, budgetary and staff management regime has intensified notably. The objective of the last reforms has been very laudable and understandable after all these years of economic crisis that we continue to suffer. But i believe that the normative measures adopted have injures this institution which is essential in our State of Law. And not only that, but also, in the subject that will focus my attention especially, has generated more uncertainty than security and legal to our legal operators.

Civil servants in (restless) retirement. In German speaking countries the notion of retirement (Ruhestand) was first used within the context of civil service – one of the first professional groups for whom the state provided a guaranteed old age pension. This paper addresses some questions and deside-rata with a view to research on Austrian civil service in the interwar period. At a time when old age pensions for this group had already been established, political change and economic hardship posed a challenge to assumed normal careers. People decided to or were forced to retire considerably earlier than expected. This could bring about financial losses, sometimes the necessity to earn one's livelihood in different ways and sometimes, in the case of the national-socialist purges starting in 1938, even ended in physical annihilation. A closer look is taken at the highest rank of Austrian civil servants (Sek-tionschefs) of said period. I argue that it will be crucial to draw upon a variety of sources – census data, personnel files, autobiographies as well as contemporary fiction – and not to shy away from using sociological tools such as status passage for further research on civil servants and retirement.

Research on emotions in the 20th century has shown
that in the period after WWI there has been a general
tendency to control and suppress the display (if not
the experience) of emotions. Based on various sources
such as conduct books, autobiographical prose, and
disciplinary files this article highlights the role emotions
played in civil service in interwar Austria. Emotions
could be a disturbance of administrative procedure and
everyday office life, but they clearly served to regulate
power and gender relations between colleagues, and to
define personal boundaries. Specific focus is placed on
the interrelation of emotions and political affiliations of
government employees, on the particularities of greeting
in the office, and on „Beamtengefühl“ – a special feature
of this socio-professional group.

Civil Service reform has been a central feature of government policy in most countries over the last 30 years. Its purpose is to improve the efficiency and effectiveness of the Civil Service in a way that ensures it is both affordable and sustainable over time. The overall aim is to improve the quality of public services to citizens and to increase the capacity to deliver core government functions. Civil Service reform is essential for the promotion of sustained economic and social development. Most Civil Service reform programs also have as one of their major goals the strengthening or establishment of a professional, merit-based, non-partisan Civil Service. Such an arrangement is an essential part of any democratic system, not least by helping to ensure peaceful and orderly political succession.

This short paper focuses on the Council of the European Union. This body is one of the two legislating bodies of the European Union, where permanent representatives (PermReps), which are not elected, prepare the work for ministerial meetings in the Council. This paper analyses the influence of civil servants on the policy making and solution finding process.

Abstract:The  phase  of  transition  and  the  ambition  for  EU  membership  has  caused  the  administration  and  the  Government  of Kosovo to act differently, allowing it to address a variety of issues that have brought Kosovo's state administration closer to the European  family. Kosovo  has  not  remained  indifferent  to  its  claim  to  join  the  EU,  therefore  it  has  undertaken  the  public administration reform. The results of the reform are being felt slowly. Problems in administration reform over the past few years have been; political influence on public administration recruitment and independent decision-making, size of administration, lack of professionalism, etc. The objectives of this paper consist of a) reflecting the real situation of the public administration reform process, b) analyzing the results of the administration reform over the years, c) analyzing the harmonization of legal acts and the transformation  of  the  public  administration  of  Kosovo  with  acts  legal  and  EU  policies. The research  methods  used  in  this  study were normative, analytical, and statistical methods. Reforming and modernizing the public sector remains one of Kosovo's most pressing challenges on the road to EU membership.

Keywords: Reform; Public Administration; Civil Servants; EU; Kosovo

Local government in Pakistan is classified as the third tier of government where since 1947, politicians and bureaucracy of every hue, had has redirected all channel of power and physical resources from citizenry, gradually but manifestly. Over the years, a series of amenities at empowerment and control of third tier of government has created a tug of conflicts between local and central/provincial government. After 18 th amendment, the new experiments in local government in each province have created conflicts with divided powers, where the uneasy relationship between civil servants and local elected representatives is assuming complexity. This research aims at examining and evaluating the conflicting turfs between provincial bureaucracy and elected public representatives in local government resulting from politics of devolution of powers (decentralization) from provincial to local governments. For this purpose, this study empirically analyses the views of provincial bureaucracy and the local representatives in four cities (capital of each province) of Pakistan at local government level. The results of the empirical investigation are analyzed qualitatively which demonstrate almost the opposite picture of both civil servants and the political local government. The problem of sharing is knotted in complication between political representatives and provincial bureaucracy and is predisposed by many components like in decentralization process and transfer of functions; responsibilities to local bodies which ultimately affect local governance. The findings are helpful for the concerned authorities to ensure smooth implementation at local level and owing to conflicts between bureaucracy and local representatives; there is dire need for establishing formal arrangement between provincial and local government. 

Podmioty uprawnione do odszkodowania za niezgodne z prawem działanie organu administracji publicznej – analiza konstytucyjnoprawna Streszczenie Współcześnie problem odszkodowania za niezgodne z prawem działania organów władzy publicznej nabiera szczególnego znaczenia, a kompensata wyrządzonych przez nie szkód stanowi jeden z podstawowych filarów ochrony wartości, jakie niesie z sobą demo-kratyczne państwo prawa. Zgodnie z art. 77 ust. 1 Konstytucji RP każdy ma prawo do wy-nagrodzenia szkody, która została mu wyrządzona przez niezgodne z prawem działanie organu władzy publicznej. Artykuł 417 § 1 k.c. precyzuje, że za szkodę wyrządzoną przez niezgodne z prawem działanie lub zaniechanie przy wykonywaniu władzy publicznej odpowiedzialność ponosi Skarb Państwa lub jednostka samorządu terytorialnego, lub inna osoba prawna wykonująca tę władzę z mocy prawa. Analiza powołanych przepisów wskazuje, że ustawodawca dość lakonicznie określił katalog podmiotów uprawnionych do tego odszkodowania, dlatego niezbędne jest podjęcie szczegółowych zabiegów inter-pretacyjnych w tym zakresie.

In recent years a new, threatening phenomenon has been developed in the workplace, which entails major personal, family, professional and social implications. The phenomenon is known as "Mobbing Syndrome" and describes repetitive occasional behavior inside or outside the enterprise, which is manifested by fierce actions, words or ways of organizing work and aims at forming a hostile, degraded environment that affects personality, the dignity or physical and mental integrity of the worker in order to cause his resignation. The purpose of this study is to quantify and record the incidents affecting the wider public sector of Epirus. A questionnaire was used to carry out the study, which was distributed to employees of the wider public sector in the region of Epirus. The WHS (Work Harassment Scale) questionnaire by Björkqvist and Österman (1992) consists of 24 questions. Workers must show their preference to a five-point risk scale several times during the past six months who have experienced depressive and oppressive behavior by their colleagues or their employer during work. The results of the survey highlighted alarming trends in the public sector and highlighted the need for administrative and legislative measures to address it.

Although under-researched, experiences with legal perpetration have the potential to shape the well-being of civil servants who are obliged to use physical force that may result in injury or death as part of their duty. This study explored the experience that prison officers, police officers, and marines had with legal perpetration in Thailand. Semi-structured interviews were conducted with twelve civil servants in Thailand including two prison officers (who were also executioners), five police officers, and five marines. Prison officers and police officers, were interviewed at a coffee shop close to their workplace, while semi-structured telephone interviews were used with the marines they were deployed to the southern border of Thailand. Emotional strain associated with the act of legal perpetration and the role that physical, social, and lack of contact involved in such act were discussed. Two forms of coping mechanisms were also examined, including the use of a ‘duty narrative’ and social support. These findings were far from homogenous and varied on an individual basis, which highlights the depth and complexity of this topic. As such, overestimating the impact the experience with legal perpetration will overlook the civil servants’ ability to deal with such experience and will likely lead to wasteful health policy reforms, while underestimating such impact could lead to ineffective reforms that fails to attend to the civil servants’ deteriorating well-being. Developing the most effective health policy reform will require more research to understand the impact of the experience of legal perpetration in greater depth.

... Regulatory Dialogue on Industrial products; Space; Information Society; Agriculture;Macro-economic Policy ... exchange of information on both sides regarding current policies,regulatory aspects and ... particular focusing on an analysis of the technological, legal and ...

El estudio realizado tiene por objeto presentar los sistemas de clasificación profesional, carrera profesional y de retribuciones para el personal laboral de un organismo público, cuya ley de creación lo configura como un Ente de Derecho Público con plena autonomía orgánica y funcional para el cumplimiento de sus fines. A partir de la información contenida en el organigrama de la institución y en un informe elaborado para ésta por la Consultoría Operativa de Servicios del Ministerio de Administraciones Públicas, se realiza un análisis de funciones que da lugar a quince puestos tipo que se ordenan en grupos, niveles y categorías profesionales, constituyendo, así, el cuadro de clasificación profesional. Aplicando una metodología de Análisis y Valoración de Pues-tos, se determinan los coeficientes de clasificación de nivel (α), categoría (β), puesto tipo (γ) y de carrera horizontal (δ) que son la base sobre la que se sustentan los sistemas de promoción horizontal y vertical y el retributivo que se proponen. La principal ventaja de este método es que los coeficientes tienen carácter atemporal, lo que significa que una vez determinado el valor de cada uno de ellos, no tendrían que modificarse.

This article aims to present the systems of professional classification, professional career and remuneration for the personnel of a public organism whose law of creation forms it as an Entity of Public law with organic and functional autonomy. From the information contained in the flowchart of the institution and in a report elaborated for this one by the Operative Consultancy of Services of the Department of Public Administrations there is realized an analysis of functions that gives place to fifteen positions type which are ordained in groups, levels and professional categories, constituting this way the picture of professional classification. Applying a methodology of Analysis and valuation of Positions, the coefficients of level classification (α), category (β), position type (γ) and of horizontal career (δ), that are the base on which there are sustained the systems of horizontal and vertical promotion and the remunerative one that they propose. The principal advantage of this method is that the values of the coefficients have character atemporal what means that once determined the value of each one of them, would not have to be modified.

A sympathetic examination of the failure of anti-corruption efforts in contemporary Indonesia, available for free via the Open Access digital option: https://haubooks.org/ethics-or-the-right-thing/?fbclid=IwAR2o5sR-0gjK_8DVjD9flMME-CxU9nEFLTkZkHB9irNnpU1vaUede25Alvg

Combining ethnographic fieldwork in the city of Kupang with an acute historical sensibility, Sylvia Tidey shows how good governance initiatives paradoxically perpetuate civil service corruption while also facilitating the emergence of new forms of it. Importing critical insights from the anthropology of ethics to the burgeoning anthropology of corruption, Tidey exposes enduring developmentalist fallacies that treat corruption as endemic to non-Western subjects. In practice, it is often indistinguishable from the ethics of care and exchange, as Indonesian civil servants make worthwhile lives for themselves and their families. This book will be a vital text for anthropologists and other social scientists, particularly scholars of global studies, development studies, and Southeast Asia.

In German speaking countries the notion of retirement (Ruhestand) was first used within the context of civil service – one of the first professional groups for whom the state provided a guaranteed old age pension. This paper addresses some questions and desiderata with a view to research on Austrian civil service in the interwar period. At a time when old age pensions for this group had already been established, political change and economic hardship posed a challenge to assumed normal careers. People decided to or were forced to retire considerably earlier than expected. This could bring about financial losses, sometimes the necessity to earn one’s livelihood in different ways and sometimes, in the case of the national-socialist purges starting in 1938, even ended in physical annihilation. A closer look is taken at the highest rank of Austrian civil servants (Sektionschefs) of said period. I argue that it will be crucial to draw upon a variety of sources – census data, personnel fi...

Penyederhanaan birokrasi dengan pengalihan jabatan struktural menjadi jabatan fungsional sesungguhnya bukan hal yang baru dalam dunia akademik dan birokrasi. Namun seorang Kepala Negara mengintervensi transformasi birokrasi hingga ke tatanan mikro atau akar rumput adalah sesuatu di luar bayangan semua pihak.

The dynamics within governance networks increase with shifting structures and concepts, fragmentation leadership and control. Since governmental bodies are one of the main actors in these dynamic networks, subjectivity to these fundamental shifts in responsibilities in a more 'liquid' environment rather than a stabile structure leads to a complex environment for civil servants. It is this complexity that requires a new role for civil servants which creates a number of challenges. The tension of vertical responsibility and horizontal participation within networks means a reoccurring (re-)assessment of considerations, reviewing the importance and interest of procedures as well as power and control by civil servants. Equipping civil servants for fragmented responsibilities and power in this complexity is deemed necessary as more and more services and policies are formed and developed in networks. This paper explores jazz improvisation as a possible coping mechanism for this complexity using its definition in five cohesive preconditions: 1) knowledge, expertise and skills, 2) group dynamics, 3) rehearsal, 4) leadership, 5) composition and arrangements to reflect on possible adaptive form in which craftsmanship can be arrangement for an optimal performance in policy making. As in jazz improvisation highly trained professionals operate in dynamic environments and encounter a continuous demand of constant and swift assessments on public responsibility, leadership, control and in the end, achieving a qualitative performance. The individual qualities, interrelationships, repetitive nature and strong leadership found in jazz improvisation are of added value, generating the flexibility to anticipate and react on current and changing conditions that these complex governance networks demand. It also showed the possible interpretation of options to express creativity through the medium of established works and rules in compositions and arrangements. The lessons drawn from jazz improvisation create opportunities and challenges on the possibilities and effectiveness of renewed skills for civil servants. This, to the extent of the base of 'rhythm, melody and harmony' till the strategic flexibility and adaptability of a professional assessing a policy situation with qualitative expertise and knowhow in different circumstances. In accordance with active managerial and decisive leadership, high end relationships in the performing group with extensive rehearsal / dialogue.