PROFESSIONALISM
ADEQUATE
MOTIVATION
NEWSLETTER NO.12
DECEMBER 30, 2011
EFFICIENCY
Civil servants’
Management
► Personnel professional development – an important factor
in the creation of an efficient and responsible administration
The civil service efficiency is determined by the civil servants’ professionalism – a
decisive element for accomplishment of the objectives and tasks of the public authorities.
Any public authority needs a professional team of civil servants, who will have a complex
training and certain professional capacities necessary for the public policy development
and implementation, for rendering of quality public services to citizens.
In order to achieve this purpose, in 2011 various opportunities of civil servants’
professional competence building were provided: trainings within the state order (961
persons were trained, including 486 from the central public authorities and their
subordinated institutions and 475 from local public authorities of the first and second
level); training activities financed by the Multi-Donor Trust Fund for implementation of
the CPA Reform (1154 persons were trained, including 841 from central public
authorities and their subordinated institutions and 313 from local public authorities of the
first and second level); trainings within UNDP projects (about 800 persons); within the
“Public finance management” Project (84 persons); trainings within the educational
institutions from other countries (86 persons); Master studies within the country and
abroad etc.
In y.2012, the external training of the public administration personnel, as in y.2011,
is planned to be realized both by the state order, financed form the state budget and with
the support of the development partners.
In order to avoid the doubling of the training activities on the same
subjects/categories of personnel carried out by different projects and, as a result, the
inefficient use of available resources, the external training planning process of personnel
from public administration in y.2012 was coordinated with the Personnel Policy Division
and was carried out in the following stages:
1. The identification of priority subjects of personnel training. Among the priority
subjects/areas are: the public policy development and evaluation; improvement of
the public authority management (strategic planning); European integration –
negotiation and implementation of the EU Association Agreement (harmonization
of the legislation of the Republic of Moldova to the EU legislation in specific areas
etc.); standards and principles of the sector European policies etc.; administrative
decentralization; sustainable local development; civil service reformation efficient implementation pf personnel procedures and policies in the public
administration; e-governance etc.
2. Drawing up of requests on personnel external training. The central and local
public administration authorities have identified their training needs at the
individual/civil servant level, at group/unit level and at organizational/public
authority level. As a result of conducted exercise, 33 local public authorities of
second level, 47 central public authorities (including institutions subordinated to
those authorities) have submitted requests to the Personnel Policy Division on
external training of personnel. The proposals that refer both to areas/subjects, set by
the State Chancellery as a priority and areas/subjects related to the specifics and
strategic objectives of the public authorities in part are contained in these requests.
3. Elaboration of draft plans on the external training. After summarizing of
requests, confronting with financial coverage possibilities, the areas of intervention
between actors involved in process were more clearly delimited and the drafts of
external training plans were elaborated for y.2012: within the state order; financed
from the Multi-donor Trust Fund; within the UNDP projects „Transitory support in
consolidating capacities of public administration in Moldova”, „Building
institutional capacity of the Ministry of External Affairs and European
Integration”, „The Joint Integrated Local Development Programme” within the
“E-transformation” Project and “Public finance management” Project. All these
training plans, after their finalizing, will be posted on the web-page
http://www.rapc.gov.md/md/matut/ .
The Government Decision no.1021 of December 29, 2011 “On the state order
regarding the professional development of personnel from public administration in
2012” has been recently approved, that is the establishment of the state order to the APA
for professional development of 1035 civil servants and local elected officials from public
administration in 2012.
According to the respective Decision, the public authorities are responsible for:
a) delegation to training of the concerned civil servants, according to the
Accomplishment Plan of the state order;
b) ensuring, on the APA request, the participation of heads and specialists in the
elaboration of training programmes and their carrying out as trainers.
Taking in account that as a result of local elections of June 2011, a big number of
new persons came to management positions in local public administration
authorities of the first and second level and that the necessity of potential
consolidation of local public administration authorities is acute, it is envisaged the
accomplishment of 100% of requests received from the local public administration
on the external training of new elected officials:
 280 persons elected as heads and deputy heads of rayons, mayor and deputy
mayor of municipalities/cities/villages;
 100 persons elected as secretaries of local councils of the first and second level.
The subject “Demography and local development” was introduced within the
training course for management personnel from local administration, on the proposal of
the National Commission for Population and Development. The training of 200 junior
civil servants from local and central public administration authorities is also envisaged.
In total, the state order envisages 7 trainings/themes for 1035 persons/39 groups,
including for 350 persons/14 groups of execution and management civil service positions
from central public administration authorities and 685 persons/25 groups of execution
and management civil service positions, local elected officials from local public
administration authorities.
The respective Decision may be accessed at: http://www.rapc.gov.md/md/law/.
For y.2012 it is envisaged the continuation of activities on extension of training
provider service network. In this context, the majority of planned training activities
within the projects financed by the development partners shall be carried out by different
training service providers, selected on the bid basis.
► The heads of Human Resource units gathered together to
summarise the activities of y. 2011
The Personnel Policy Division (PPD) within the State
Chancellery has organized the last quarterly meeting of
the current year with the heads of HR Units (HRU) from
the central public authorities. The meeting was held on
December 22, 2011 within the Government building.
About 70 representatives of the central public authorities
participated in the event, and the purpose of the meeting
was the summarising of activities carried out during 2011
and the elaboration of proposals on the activity plan for y. 2012.
At the beginning of the meeting, the participants in the study visit of October 2011
informed the audience about the experience of Lithuania in the area of civil service HR
management. It was mentioned about the role of Civil Service Department from Lithuania
regarding the monitoring and evaluation of the implementation way of normative and
regulatory framework in the area of civil service by public authorities. The main
regulations on the Civil Service Law of Lithuania were also reviewed, as well as the basic
elements of performance appraisal procedure of
Lithuanian civil servants (to be accomplished for
the first time at the beginning of y. 2012). It was
mentioned about the experience of Lithuania on
civil service management information system,
used for several years. All participants
appreciated the study visit as one very important
and useful, expressing hope that such practice of
familiarization with the experience of other
countries will be kept in the future.
The cooperation of the Personnel Policy Division with the HRU was another
subject discussed within quarterly meeting. Tamara Gheorghita, head of the PPD
mentioned that one of the most important progresses in the area of “normative
framework” of y.2011 was the approval of the Single Classifier of civil service positions
by the Parliament of the Republic of Moldova. The monitoring activity of implementation
of certain personnel procedures was also launched, designed to increase the correctness of
normative framework enforcement. Besides, the HR units have beneficiated of certain
promotional and methodological materials. A new instrument of cooperation and
implemented experience exchange is the creation of a page on the web-site
www.rapc.gov.md that encourages civil servants to share impressions and new approaches
from the study visits in other countries.
Further, the participants in the quarterly meeting discussed the main activities in the area
of professional development that are planned for 2012. In this context, it was mentioned
that in the near future the Government shall approve the state order on personnel
professional development for 2012. Professional development training courses, financed
by the development partners, are also planned,
focusing on specific categories of personnel. In this
area, the E-Governance Centre representatives
emphasized about the range of future planned
activities regarding the training in the area of
coordinators for e-transformation and IT managers
from public authorities, designed to form a contingent
of leaders who have good skills in the area of egovernance.
The last subject discussed within the quarterly meeting referred to other activities
that shall be accomplished in y. 2012. In this context, Mrs. Tamara Gheorghita mentioned
that for the next year the activity of the PPD will be focused on: continuation of the
monitoring/control activities and evaluation of the personnel procedure implementation by
authorities, launch and piloting of the automated information system “The Register of
public functions and civil servants”. It is also envisaged the implementation of the Single
Classifier of civil service positions, finalizing and approval of the Regulation on
continuous professional development of civil servants (it is at the public debating stage)
etc. Some proposals on the Activity Plan of PPD for 2012 were received from audience.
At the end of the meeting, the participants had the opportunity to discuss interested
subjects in an informal atmosphere that is an efficient way of development of
practitioners’ network.
Methodological assistance to public authorities
To the attention of heads of public authorities
and Human Resource Units
►Recommendations on the development of personnel lists on the
basis of new Classifier of civil service positions
The Government Decision no.1001 of December 26, 2011 „On implementation of some
legislative acts” was approved, including of the Law no.155/2011 for approval of the
Single Classifier of civil service positions. By the respective Government Decision, it was
set:
- the list of public authorities that are covered by the Law no.158/2008 and of the
Law no.155/2011;
- the norms on creation of the structural units of public authority;
- the instructions on the necessary steps to be undertaken for enforcement of the
Single Classifier of civil service positions.
The general information about the Single Classifier of civil service positions
The Single Classifier of civil service positions is the document that classifies, structures
and rank the existing civil service positions in public authorities on the basis of: status of
public authority in the public administration system; civil service position category; type
and complexity level of tasks; minimum specifics requirements for holding civil service
positions. In this context, the Classifier sets clearly the civil service job titles that can be
created within the public authority according to the type, functions and his/her status
within the public administration system.
The following objectives are proposed to be accomplished through the Single Classifier of
civil service positions:
- objective and transparent differentiation and ranking of existing civil service
positions on the basis of a uniform approach;
- distinguish of execution civil service positions in relation to the type and
complexity of tasks;
- improvement of the quality of the process of filling civil service position by
establishment of unique minimum requirements towards the civil servant;
- levelling of application of civil service job titles by establishment of generic titles
characteristic to certain types of public authorities to avoid the possible confusions.
!
The Classifier sets the standards for top management civil service jobs titles and
management civil service job titles related to management of public authority’s activity.
Example:
The deputy heads of central administrative authority will hold functions with the same title
“Deputy Director general”.
The heads and deputy heads of public authorities, subordinated to ministries and other
administrative authorities will hold functions with the same title „Director” and, respectively,
„Deputy Director”, with some exceptions.
!
The Classifier sets clearly norms for establishment of management civil service positions
(heads/deputy heads of divisions) in relation to the number of staff units and status of
managed division (autonomous/within the other division).
Example:
A head of the General Division will conduct the activity of a division formed of minimum 18
personnel units, and the head of the Division – of minimum 5 personnel units; head of the section
– of 4 personnel units. At the same time, the service will be formed of 1-3 personnel units and the
position of the head of service will be created only in case if there are minimum 2 personnel units
within the service.
In case of divisions within other divisions will not be possible to create the position of deputy
head.
!
The Classifier differentiates the execution civil service positions in relation to type and
complexity of tasks on respective civil service position.
Example:
The execution civil service positions “Principal consultant/Senior consultant/Consultant” will be
possible to be created within the central public authorities who have the role to develop and
coordinate the public policy development. But these civil service positions will be created only
within the divisions, which main functions are related to the development/coordination of public
policy development.
The civil service job titles which the main tasks are related to policy implementation will be
„Principal specialist/Senior specialist/Specialist” according to the complexity level of tasks on
every civil service job title.
!
The Single classifier of civil service positions serves as basis for elaboration of the grading
and payment system of civil servants.
The Single Classifier of civil service positions will come into force at the same time with the new
payment system. In order to beneficiate of the new payment system, the civil servants shall hold the civil
service job title according to the provisions of the Classifier, set by new personnel lists.
The necessary actions to be undertaken for enforcement of the new Classifier of civil
service positions
Every public authority shall analyse the interior situation to establish the compliance level
with the provisions of the new Classifier of civil service positions. In case of divergences
towards the normative framework in force, a range of actions shall be undertaken. The
Personnel Policy Division recommends the accomplishment of the following steps:
1.
The analysis of the organizational structure and of the personnel lists in force from the
perspective of observing the norms stipulated in the Single classifier of civil service
positions;
2.
a) CPA: The development, as appropriate, of the draft Government Decision/other
normative acts for modification and/or amendment of the organizational structure; review,
as appropriate, of the regulations on organization and functioning of public
authority/division;
b) LPA: Approval of the Rayon Council’s decision on modification of decision on approval
of the organizational structure and personnel lists of the Office of Rayon Head and of the
Rayon council units (as appropriate, approval of a new decision); review, as appropriate, of
the regulations on organization and functioning of public function/divisions;
3.
Review of the job descriptions (as appropriate: civil service job title, the title of unit,
requirements towards the civil servant etc.);
4.
Development of the new personnel lists on the basis of new units titles and civil service job
titles;
5.
Endorsement of the personnel lists of public authority by the State Chancellery;
6.
Appointment of civil servants according to art. 69 item a) of the Law no.158/2008, within
15 calendar days;
7.
Enforcement of the new law on payment of civil servants (in perspective);
8.
In case of implementation of the new Classifier of civil service positions, if appropriate,
some civil service positions will modify at the same time the title and the main tasks, the
provisions of art. 63 item (2-5) shall be fulfilled.
Dear colleagues,
It is our pleasure to congratulate You on the occasion of winter
holidays. May the New Year 2012 bring You success, prosperity and
new achievements.
Merry Christmas and a Happy New Year!!!
With best wishes and warm thoughts,
Personnel Policy Division team,
The State Chancellery
The Personnel Policy Division within the State Chancellery
Tel.: (0 22) 250 137; e-mail: [email protected]
www.rapc.gov.md