Building a Civil Service System for Yemen

International Business Research, 2019

This paper aims to discuss the extent of the application-based management efficiency in the Sultanate of Oman Civil Service, by comparison with the practices and experiences of five systems of the civil service or the public in each of the (United States of America, Canada, South Korea, Saudi Arabia, United Arab Emirates). Several variables and address are necessary to achieve reform and development in the civil service such as the situation organizational and strategic system competencies, selection and appointment and based on efficiency, performance evaluation based on efficiency as one of the main functions of human resources management in the public sector, and the framework or efficiency model. In order to become a civil service in Amman of the best practices in the efficient management system at the regional and international level, providing more than ten developmental proposals paper to raise the level of the civil service, because the…

A disciplined, healthy, nourished and motivated labour force is required to produce and distribute the goods and services needed for sustained human development. Leadership teams that are committed and willing with positive attitude to facilitate the process of opening up greater opportunities for every citizen are needed. The sector would require a proactive and innovative managerial and entrepreneurial team with capacities and will power. The crux of the challenge therefore, is creating , retaining and putting to productive use peoples with such qualities throughout the economy. It is about having the ability and willingness to identify, sequence and execute human-centred development priorities and programmes. The Ethiopian Civil Service was founded in 1961 when the Central Personnel Agency (CPA) was established modelled after the American Civil Service. The first radical measure to build the capacity of the civil service was initiated with the implementation at the Public Sector Capacity Building Programme (PSCAP) that has begun in earnest in 2005. Towards this end, the hypothesis of this study focused on the development of a neutral civil service, which participates in the political process. In spite of PSCAP' efforts , there are numerous impediments to develop a meritorious civil service The directional pointers for change point to the legitimacy of the civil service reform process underway in Ethiopia that will depend in important ways on it being perceived as reasonably honest, transparent and accountable in the execution of the state's responsibility. Political leadership of the civil service requires intimate knowledge of public policy analysis, formulation and management and development of strategic plans and implementing them. The recommendations to develop an independent civil service augur on Systematic & independent review of capacities and utility of civil service institutions, Results Oriented Performance Appraisal System (ROPAS), and the Rights-Based Approach to developing the civil service institutions. Furthermore , the state needs to develop Knowledge Management Systems (KMS) augured on integration and mainstreaming and developing a Code of practice for the Communities of Practice (CoP), stopping the brain drain from the nation and the civil service, and leadership capacity building. An important issue is the remuneration, post adjustment and career incentives of civil servants. An independent study launched into merit-based HRD Strategic Planning and founding Independent human quality development think tanks. Human quality and leadership is not the privileged remit of a few enigmatic individuals. It is a daily progression where women and men, boys and girls and the young and old beget and liberate their finest calibre in an environment that will bring to light remarkable emotional intelligence (Costantinos, 1996)

Fourth International Conference on Administrative Science (ICAS 2022), 2023

Law Number 5 of 2014 concerning the State Civil Apparatus (ASN) mandates implementing the ASN management merit system in all government agencies at the central and regional levels. This law supports the priority program of the Government of the Republic of Indonesia in creating superior human resources ASN that prioritize competencies such as knowledge and skills possessed as a public service provider. However, the implementation of the ASN management merit system has not been able to be carried out correctly in several government agencies. The Government has established a commission authorized to supervise the implementation of the merit system in Indonesia, namely the State Civil Apparatus Commission (KASN). The results of the assessment of the application of the merit system owned by KASN in 2021 show that there are still low numbers of agencies that can achieve the 'GOOD' index for the implementation of the ASN management merit system. The data shows that: (1) at the Ministry level, 25 out of a total of 34 ministries have reached the excellent index of the implementation of the ASN management merit system that achieved 75.53%; Non-Ministerial Government Institutions (LPNK) just gained 53.84%; while Provincial Government has only reached 38.24%. These are all government instances with a good index; The district/city level is only 4.92%. The purpose of this paper is to analyze how to improve the implementation of the merit management system of the State Civil Apparatus in Indonesia. The results showed that 3 (three) main factors could increase the implementation of the ASN management merit system in the Government, namely: (1) the budget that supports the management of ASN human resources; (2) the commitment of the leadership in establishing policies for the implementation of the ASN management merit system; and (3) understanding of HR and ASN managers in the application of the ASN management merit system.

Journal of Environment and Earth Science, 2014

Ethiopia is known as a country with thousands of years of government structure. In contrast, the modern civil service structure is only about one hundred years old.It was established in 1907 during the reign of Emperor Menelik. However, for almost fifty-five years, there was no legal system that uniformly governed the newly established civil service institutions. In 1962, the first civil service law was enacted with the aim of establishing meritocratic, efficient and effective civil service structure governed by specified rules and procedures. Despite the initiative to improve the civil service and the new laws, the civil service failed to achieve its objectives. After 1991, the current government took initiative to reform the civil service procedures including the human resource management system. The issue of recruitment and selection was one of the components of HRM reform that aimed to achieve a merit-based system. Studies revealed, however, that the implementation process was not going well. This article assesses the implementation of the recruitment and selection process in civil service institutions of Oromia National Regional State. Accordingly, the findings reveal that though the government showed commitment in developing a system that properly guides the process of recruitment and selection, the implementation process is not on track to achieve the desired merit-based system in the civil service sector of the region. 1. Introduction Ethiopia is a country with thousands of years of government structure. Nevertheless, the introduction of modern civil service structure dates only to 1907 during the reign of Emperor Menelik (1889-1913). The focus was just to introduce ministries in the government structure. For almost fifty-five years, there was no uniform legal system that governed the newly established civil service institutions (Atikilt, 1996). The first civil service law known as Order Number 28 was enacted in 1962 during the reign of Emperor Haile Selassie (1930-1974). The aim was to establish meritocratic, efficient and effective civil service governed by specified rules and procedures (Asmelash, 2000).This was the first attempt to consolidate and formalize the functions of civil service and at best was fragmented and sporadic. The law included the issues related to recruitment and selection, salary increment, performance appraisal, job evaluation and assessment, training of civil servants as well as the rights, duties and obligations of the civil servants (Adebabay, 2002).However, despite the initiative to improve the civil service and the new laws, the civil service failed to achieve its objectives (Atikilt, 1996). The problems were reflected in the form of politicization of the recruitment and placement process, high level of political interference and neglect of due process of law in matters of public concerns (MoCB, 2010). After the downfall of the monarchy, the country was ruled under a socialist political ideology of the Dergue regime between the years 1974-1991.However, despite the change in political system the civil service continued to be governed with the same law. During this period, a new parallel party structure was introduced in the civil service with the mandate to assign party functionaries to key decision making positions. As a result, most of the positions at department levels were occupied by political assignees (Mehret and Paulos, 2000). With this, merit and professionalism were undermined once again.In general, the civil service failed to deliver the expected services to the public due to political interference, inefficient service, corruption and centralization of administration (Mehret, 1997). In 1991, the current Ethiopian Government came to power and the introduction of new constitution brought about many political changes. The changes were, the introduction of multi-party system, market-oriented economy and federal form of government that resulted in the creation of nine (9) national regional states including Oromia National Regional State (Getachew and Richard, 2006).As a result, based on problems identified and recommendations forwarded, government took initiatives to reform the civil service in accordance with the changes introduced. Finally, in 1996 the overall civil service program comprising of different components was promulgated for implementation in civil service institutions throughout the country (AH Consulting, 2010).

Establishing a healthy and accountable administration and civil service sectors is one of the priorities of the current situation in Afghanistan, which ensures that it is going to drive the people to prosperous and legitimate life. Public administration reform is a way to create a responsive and good government to satisfy people by providing better and qualitative services. Moreover, the process of reforming the public administration with the renewal of the administration or civil service system of the state from the previous one to the new system by compilation and modernization according to the necessity of time and state circumstance is one of the urgent needs that promote growth, development, and welfare of the community. Although the implementation of the reform agenda and the new civil service system are among the priorities of the government development plans, that objected to meet the interests of the majority of the Afghan people and underpin the foundation of a proper administration in the country. This study conducted about Afghanistan's Civil Service Reform and the civil service sectors performance with reform aspect. The research expounds the public sector performance barriers in a broader context. This approach takes a short history of the country, the national and sub-national administrations responsible for delivering services to the citizens. While there are very few researches on the sub-national governance in Afghanistan, this research will add to the existing knowledge of Civil Service Reform in Afghanistan. The main question of this thesis is to describe the current national and subnational Civil Service Sectors structures within the reform process and the challenges and problems that why these structures cannot deliver effective, efficient and sufficient public services to the people on the national and sub-national level. For this purpose, the nature of the state and the current laws, policies, and other procedures that exist in the country are studied. The factors or direct and indirect variables that affect the structures, institutions, and their ability and capacity to deliver services. To reach to these problems, national and sub-national levels, find out the barriers, and challenges that form the building blocks of the national and sub-national administrations are analyzed.

2017

Bureaucratic Reform became one of Indonesia administrative reform strategy. Civil service as the importing agent of bureaucratic is need to be reformed for making good governance and good public services. When administrative reform is defined as a political process which is designed to compromised bureaucracy and other systems in community, the process itself would never be free of political interference. It’s a challenge for bureaucracy in Indonesia to run of the Act, the newest form of management system for civil servant, based on merit system. Because one of the act goals is to build civilian personnel who have integrity, professional, neutral and free from political interference, free from corruption, collusion, and nepotism and be able to organize a public service to community. This paper objective is analyzing the merit system in the three of act, specific on promotion system. Research was done with literature study, data collection using interviews with the key persons (such ...

The Study aimed to detect the reflections of performance reports on the security and career advancement of the employees of Civil Service throughout the provisions of the civil service system items NO 28 for 2013 and its amendments.And to answer the inquires of the study the researcher has used the Deductive and Inductive approach as well as the Fundamentalism approach which the provisions, the general rules and the criteria aiming to derive the rules and to extract Principles and Evidences .The importance of the study comes from being the only of its kind and that it is extensive in reviewing performance reports on Civil Service, as well as its role in the career security throughout the provision of the system\'s items. The Study limitations are representative in human limitations where theoretically it has included all employees in Civil Service, objective limitations where the study has addressed security and career advancement philosophy highlighted by performance reports according to the system. The study resulted in that the Civil Service System NO. 82 for 2013 and its amendments, despite of some simple gaps, is capable of establishing career security among employees, and that the instructions of performance management and evaluation is capable of figuring out strength and weakness points in employees performance, and to achieve justice and equality among them, as well as meeting their training needs if it was applied fairly and objectively.The study has recommended to evaluate employee\'s performance and achievements regardless their levels and job titles objectively and professionally, and to apply reward and punishment approach among all fairly and with no exceptions, and also to activate the role of liaison officers and Civil Service Bureau representatives who are available in all the governmental initiations.

Iapa Proceedings Conference, 2020

Data indicates that implementation of the merit system in civil service management is still far from the target achievement, especially for local governments. This paper assesses the implementation of the merit system of ASN management based on 8 (eight) aspects at the Central Java Province, namely: planning; procurement; career development and development of competencies; promotion, mutation, rotation and demotion; performance management; payroll, reward, and discipline; protection; and supporting facilities. The research instrument was developed from national policies. This study found that Central Java has met category III (good implementation) for 5 aspects. However, it reveals there are still 3 (three) aspects that haven’t met the criteria for good implementation. There are some impediments for implementation in career development, promotion and rotation, and performance management aspects. This finding is very important as a basic reference in the policy evaluation and support...

The Malaysian civil service for so long has maintained the tradition of being politically neutral. However, maintaining impartiality throughout is relatively difficult especially when a ruling political party has been at the helm of political power for a very long time. In other words, it is not easy to break the close relationship the Malaysian politicians and the government's senior officers have built as a result of the ruling political party's uninterrupted years in power since the country's independence in 1957. The objective of this paper is to analyze the capacity and the professionalism of the Malaysian civil service, particularly the Malaysian senior civil servants. The paper argues, among factors that have the inherent possibility and aptitude to compromise the capacity and professionalism of the top management are; (i) political executive dominance, (ii) 'ethnicized civil service' and (iii) new mechanism of public governance.

ABSTRACT In the contemporary world today, building the capacity of civil service organizations has got a notable recognition from policymakers, reformers and international development agencies. It rests on the principle that investing in human and social capital enables public servants to develop the capacities needed to thrive and to play an autonomous role in developing and renewing their communities. Both concepts and practices have evolved in the development communities, ranging from the institution-building to human resource development and then to capacity development/knowledge networks via reforming government Bureaucracies. It was with this intention that, the Ethiopian government reformed its civil service. It is also believed that, a successful civil service capacity building program is the keystone of government institutions to implement public policies and strategies. This in turn have a direct impact on the development performance of the nation. However, some empirical evidence indicates that, the civil service capacity building program in Ethiopia is inhibited by many administrative procedures. Therefore, the objective of this journal article was to examine the challenges of civil service capacity building programs. For this reason, the relevant data was collected both from primary and secondary data sources. Finally, the factors that impede the implementation of civil service capacity building were identified and the discussion was concluded that regardless of the institutional framework in-place and continual human resource development, the application of relevant training was highly inhibited by lack of skill gap analysis before training was provided for the civil servants of the study area.