Civil Service Reform in Georgia

CONFERENCE ON CIVIL SERVICE REFORMTbilisi, Georgia 13 June, 2012

In this presentation:

• Improving legislation

• Draft Civil Service Code

• E-governance

• Professional training programs

• Knowledge Transfer Campaign

Improving legislationPart I

• All vacant positions shall be filled through merit based competition

• All state funded agencies are obliged to post any vacancy on www.hr.gov.ge. Anyone can apply online for any vacant position.

• Job descriptions are now mandatory for all positions

• Old system of attestation is now replaced with annual assessment and appraisal

• New positions will be added to the list of senior officials required to submit annual Asset Declarations

Improving legislationPart II

• Promotion shall take place only through merit based competition

• Minimum age of civil servants will be decreased from 21 to 18

• A probation period for newly appointed civil servants will be introduced

• The Civil Service Bureau will have the power to issue guidelines, standards and recommendations, as well as supervision

• New law on “Protection of Whistleblowers”

Draft Civil Service Code

• Contract based system

• Outsourcing delivery of public services

• Separation of political and executive functions

• Executive Director

• Recruitment in the civil service

E-governance

• Recruitment in civil service through www.hr.gov.ge

• Transparency of Asset Declarations through www.declaration.gov.ge

• Unified Online Registry and HR

Recruitment in civil service through www.hr.gov.ge

Transparency of Asset Declarations through www.declaration.gov.ge

Unified Online Registry and HR

Unified Online Registry and HR

• The Georgian Government adopted minimal standards for Unified Online Doc-flow and HR software in February, 2012

• Goal: All state agencies will be part of the Unified Online Doc-flow and HR software by 2013

Professional training programs

We carry out intensive training programs in the following key directions:

• PR and Communications• Introduction to the Concept of Project Management• Human Resource Management• Leadership Skills• Innovation in Public Administration• Integrity and Ethics

Professional training programs

Knowledge Transfer CampaignPart I

Aim of the Knowledge Transfer Campaign:

• The KTC aims to develop Human Resources Management systems in the Georgian civil service agencies by fostering professional ties and sharing local knowledge and experience

• It is a process of analyzing the current workforce, determining its development needs, identifying the gaps associated with employees’ skills and developing and implementing a plan to fill those gaps

• To correct a wide asymmetry of basic HRM functions across different public institutions, the Civil Service Bureau came up with the initiative, to create the Knowledge Transfer Campaign

Knowledge Transfer CampaignPart II

After methodic examination and analysis of the research data, key areas for the Knowledge Transfer Campaign has been determined:

Human Recourses Management Strategy

Organizational/Job Descriptions/

Job Analysis

Personnel Development

RecruitmentInduction & Orientation

Performance Appraisal & Motivation

Knowledge Transfer CampaignPart III

• Within the campaign “best practice meetings” were held. At this stage of the campaign international experts were involved. •The main aim of the event was to encourage sharing information on local and international best practices on pre-determined key issues of HR management.

• At the next stage of the campaign the knowledge providers will provide recommendations to the receivers on the following issues: o Organizational descriptionso Job descriptions/job analysiso Recruitment procedures/Orientation schemes for newly hired

employees

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