REFORMS IN THE CIVIL SERVICE SYSTEM OFTHE REPUBLIC OF ARMENIA

9 November, 2012, Kyiv

4-5 November 2014

Tbilisi

Manvel BADALYANChairman, RA Civil Service Council

The system, state institutions & society may face psychological and stereotypical barriers

Difficulties may arise in accurate resource allocation

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RISK NEGLIGENCE can seriously damage the system

HASTE in public administration reform process may RESULT in the following

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TARDINESS in public administration reform process may RESULT in the following

Adaptability

Dogmas

Public service stagnation

We have adopted “More haste, less speed” approach – proceeding quickly but with

calm & caution

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Reforms in Transition - Challenges

Adapting to new system through breakthrough of conservatism

Personnel recruitment, promotion, performance appraisal, professional development and enhanced quality of services based on principles of professional competences, transparency & objectivity

To solve these problems it became necessary:

- to make legislative amendments to reduce cases of protectionism &subjectivism- to strengthen anticorruption programming within the system

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Achievements of Transitional Stage of Reforms

New culture & procedures in the field of administrationPersonnel recruitment, trainings, HRM mechanisms &

methods

Key achievements Considerable stabilization of civil service in performing its

professional activityMinimizing the impact of changes in the correlation of

political forces on the System

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Next Stage of Reforms - Challenges

Steady transition to merit-based career system

Increased accountability and efficiency

Unified HRM system

Boosting motivation

Targeted trainings

Ensuring career growth based on professional qualities

Measures to settle new problems & to achieve established

goals

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HRM, unified electronic system of information and workflow documentation have been implemented

The RA Law “On Public Service” adopted in 2011

- defined the role of Civil Service within the broad range of services- new institutions on conflict of interests, receipt of gifts, declaration of

property and income have been introduced

Aiming to increase personnel motivation and to make the system more attractive

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The following has been introduced:

social security system for civil servants

unified pay system in various fields of public service

salary increase of public servants by 50-60% on average

N.B. Currently the Council is developing alternative forms and mechanisms of boosting motivation and will

soon come up with tangible ideas

A system of Performance Appraisal and Crediting based on specific training needs has been

developed and introduced

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What problems can this System solve?

Measures to settle the problems & to achieve the established

goals

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- Substitute the attestation system

- Establish cause-effect links between work efficiency of civil servants and trainings; provide targeted trainings

- Interdependence of strategic goals of state bodies , HR and expectations from civil servants

- Needs assessment of civil servants, their strengths and weaknesses and improvement areas

What problems will the new Appraisal System solve?

It is expected that work efficiency become key criterion for civil servant remuneration

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Generating opportunities for on-line, distance trainings of civil servants, saving time & resources

N.B. Project platform is in place owing to WB supportCurrently work is being conducted on eliminating any possible

problems with regard to training modules, programs or any other logistic and technical issues

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Two key changes have been introduced to improve recruitment process

1. Score-based assessment mechanism has been implemented for candidates to fill vacant positions in competitions, to ensure

- transparency of competitions- increased sense of responsibility of commission members

2. Recruitment of junior positions through unified system of candidate certification, to raise

- qualification standards for enrollment into the system

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Steady growth of candidates applying for certification comes to prove a well-founded public interest and trust towards the system

Unified certification process of junior positions Statistical data

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2011 2012 2013 -1st half

2013 -2nd half

2014

Number of SuccessfulApplicants

Number of Applicants

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Problems solved with external support

New classification of civil service positions – vertical & horizontal

Classified modeling of job descriptions has already been implemented jointly with WB: catalogue is introduced for public discussions

In 2011, “Policy Paper” on “Civil Service System Reforms” was developed, jointly with EU SIGMA

Thank you for your attention!

Manvel BADALYAN Chairman, Civil Service Council of the RA

Address: 89 Teryan street, 0009 Yerevan, ArmeniaE-mail: manvelbadalyan@csc.am

Tel: +374 10 52 86 60Fax: +374 10 54 11 37

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