Reform in Civil Service of Georgia www. csb. gov. ge www. declaration. ge 1
Primary Objectives Underlying Principles Public Private Partnership Separation of functions Recruitment in civil service HR Management
Primary objectives of the Reform To increase the competitiveness of the Public Service To increase involvement of private sector through PPP and delegation of public functions To build transparent, modern and effective Civil Service System To provide high quality public service to the citizens 3
Primary Objectives Underlying Principles Public Private Partnership Separation of functions Recruitment in civil service HR Management
The reform stands on • Identification of problems and challenges in the existing system • Research and analysis of international practice (USA, Sweden, New Zealand, UK) • Consultations with Georgian Government and Parliament • Discussions with field experts International and local organizations and the public 5
Underlying Principles (1) Civil Service based on a contractual relations Minimalistic nature of the Civil Service Code 6
Underlying Principles political Separation of executive and(2) components PPP and involvement of Private sector in delivering public goods Performance based appraisal and remuneration systems 7
Primary Objectives Underlying Principles Public Private Partnership Separation of functions Recruitment in civil service HR Management
Public Private Partnership in Civil Service Main Advantages Increased competition results in higher quality service delivery Increased competition results in cost reduction ADVANTAGES Risks allocated between private and public sectors Power of regulation remains in public sector 9
Outsourcing delivery of public goods Public officials are authorized to Delegate the functions of his institution to private sector companies Establish Non-profit Public Corporation Executive director of the Non-profit Public Corporation is appointed by Public Official 10
Functions that can not be subject of delegation Setting standards Announcement of tenders Internal audit and inspection 11
Primary Objectives Underlying Principles Public Private Partnership Separation of functions Recruitment in civil service HR Management
Separation of political and executive functions Civil Service Political ØPolitical/Public Official’s cabinet members Executive ØExecutive Director ØOther civil servants 13
About Executive Director Is responsible for the implementation of the policy set by the Minister and run the institution on a daily basis ED enjoys significant autonomy inside the institution. He/she also has the authority to determine the amount of salary Performance evaluation of the Executive Director is conducted by political/state official based on the periodic progress reports Performance appraisal of Civil Servants is conducted by the Executive Director 14
Separation of political and executive functions International Practice Public Services of Sweden, New Zeland, the UK are clearly divided into Political and Executive components Institution is managed by manager (General Director, Chief Executive, Permanent Secretary) Policy is elaborated by Minister Change of a Minister does not result in dismissal of civil servants 15
Primary Objectives Underlying Principles Public Private Partnership Separation of functions Recruitment in civil service HR Management
Recruitment in the Civil Service Recruitment in the civil service can be conducted by competition or direct appointment/election Direct appointment or election Cabinet members Executive Director Advisor to the Executive Director Political/Public Official Deputy Executive Director The recruitment of all other civil servants apart from the positions listed above is competition based 17
Recruitment in the civil service The draft code sets forth only a few regulations about general recruitment and retirement of the civil servants Executive Director should have full discretion to conduct competition in Institution Recruitment procedure should comply with the fundamental principles of non-discrimination and merit-based competition 18
Recruitment of Executive Director Recruitment and dismissal for the Executive Director is conducted by the respective Political/State official The terms of the contract is determined and the contract is signed by both: respective Political/State official and by Executive Director The contract should provide detailed information on the goals to be achieved, deadlines, resources and delivery of progress reports Executive Director can be dismissed from the office only in case of violating terms of contract and not due to the dismissal of a political/state official 19
Recruitment of civil servants Individual or collective contract • Executive Director and civil servant set the conditions and sign the employment contract, which can be both, individual or collective contract Regulating labor relations • Contract should set forth all the necessary regulations regarding remuneration, working hours, leave, retirement, ect. 20
Primary Objectives Underlying Principles Public Private Partnership Separation of functions Recruitment in civil service HR Management
HR Management in Civil Service Management • State Institutions should adopt and implement modern systems of Human Resources management Appraisal • Depending on the type/sector of the institution different appraisal methods should be introduced Motivation • Institutions shall ensure adequate motivation systems for civil servants 22
Thank you for your attention… Civil Service Bureau of Georgia Effective and transparent public governance in Georgia www. csb. gov. ge www. declaration. ge www. hr. gov. ge 23
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