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Transcript of Results of the questionnaire analysis PARU, ASI 2006 Public Administration Reform Coordination Unit,...
Results of the questionnaire analysisResults of the questionnaire analysis
PARPARU, ASIU, ASI2006
Public Administration ReformPublic Administration Reform
Coordination Coordination Unit,Unit,
Government OfficeGovernment Office
Human Resource Management in Civil Human Resource Management in Civil SServicervicee
... ... in modern economy, 80% of the success is ensured by a in modern economy, 80% of the success is ensured by a well-conceived administration system oriented towards well-conceived administration system oriented towards innovation and based on total compliance with the proposed innovation and based on total compliance with the proposed goals, professionalism, clear internal incentives, and control goals, professionalism, clear internal incentives, and control over the execution of decisionsover the execution of decisions ..
PARPARU, ASIU, ASI
Our executive power organization system should accumulate Our executive power organization system should accumulate the best intellectual resources and make the elimination of the best intellectual resources and make the elimination of corruption and incompetence possiblecorruption and incompetence possible..
Excerpt from the speech of Vladimir VORONIN, President of the Republic of Moldova delivered in the Parliament meeting (Chisinău, 8 April 2005)
The Need for Central Public Administration Reform (1)
Decision of the Government of the Republic of Moldova
“On Approval of the Action Plan for Functional Review, Development and Implementation of the Strategy for Central Public Administration Reform in Moldova”
No.711 of 15.07.2005
Official Gazette of the Republic of Moldova, No.101-103/784 of 29.07.2005
PARPARU, ASIU, ASI
The Need for Central Public Administration Reform (2)
Decision of the Government of the Republic of Moldova
“On Approval of the Strategy for Central Public Administration Reform in the Republic of Moldova”
No.1402 of 30.12.2005
Official Gazette of the Republic of Moldova, No.1-4/9 of 06.01.2006
PARPARU, ASIU, ASI
Objectives of the study
to determine the extent to which civil servants are satisfied with different aspects of the their activity and to identify the possibilities for increasing their motivation;
to find out the opinions of civil servants about a number of human resource management practices that affect them;
to find out the opinions of civil servants on how to improve the efficiency in CPA; and
to evaluate the degree of awareness about the reform among civil servants and their commitment to participate in the reform program.
PARPARU, ASIU, ASI
Methodology applied in the questionnaire
Part APart A,, DegreeDegree of employee satisfaction :of employee satisfaction :
determining the importance of certain factors, as well as the extent to which these factors are present in the activity of civil servants.
Part B, Part B, Human resource management practices:Human resource management practices:
identifying the extent to which the civil servants agree with a number of statements regarding the current situation in civil service, such as “Appointments and promotions in function are impartial and transparent”.
Part C, Public Administration Reform:
Civil servants were asked to express their opinions about the obstacles encountered by the central public administration, as well as about the priorities in improving the CPA activity.
21 factors
41 statements
PARPARU, ASIU, ASI
Profile of respondents
The questionnaire was filled in by 488 civil servants from 15 CPAA
Tenure in civil service26% with a tenure of over 15 years39% with a tenure between 6 and 15 years35% with a tenure of less than 5 years
Salary category
30% in category 18 and higher70% in category 17 and lower
Age
28% aged over 5042% aged between 30 and 5030% aged under 30
Gender
58% women 42% men
PARPARU, ASIU, ASI
Factors that are important or very important
in the civil servants’ perception of an IDEAL activity
98%
80%
92%
69%
93%
77%
92%
81%82%
92%94%94%
93%
87%
89%
96%
82%
87%
92%
90%
94%
60%
90%
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21Reasonable
salary
Well-equipped work place
Being informed about the expectatio
n of the managem
ent
Having colleagues that
are respecte
d for their
serious attitude
Work hours
according to the
program
5242
199
284
179
237
248
55
75
163
214 212
118
165
179
275
210
157
96
214
226
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21
58 %
11 %9 %
41 %
37 %
51%
49 %
11 %
15 %
33 %
44 %
46 %
43 %
24%
34%
37%
56 %
44 % 43 %
32 %
20 %
50%
PARPARU, ASIU, ASI
Reasonable
salary
Benefits from
activity
Decent pension
Securing the
maintenance of
the work place
Respected
colleagues
The extent to which these factors are present in the CURRENT activity of civil servants
Friendly colleagu
es
11%
82%87%
92%94%
90%
96%
82%
89%
81%
92%87%
93%
77%
93%92%
69%
92%94%94%
80%
98%
34%
24%
43%46%
44%
33%
15%
51%49%
37%
58%
41%
9%11%
20%
32%
43%44%
56%
37%
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21
PARPARU, ASIU, ASI
Difference between civil servants’ expectations and the presence in the current activity of
factors subject to analysis
Civil servants’ dissatisfaction area
Share of respondents who appreciated the factors as being important of very
important
Share of respondents who appreciated the
factors as fully present of present to a large
extent
URAP, ASIURAP, ASI
Top 10 factors identified as important, but not present in the activity of CPAA to a satisfactory extent
98%
93%
80%
89%
82%
77%
93%96%
92%
87%
32%
37%37%33%
15%
20%24%
9%11%11%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1 8 2 14 21 9 10 16 5 20
Reasonable
salary
Pensie decentă
Benefits from
activity
Training opportuniti
es
Opportunities for
promotion in function
Insurances of
maintaining the
job
Honest appreciat
ion of the
results of activity
Equipment and
resources available
at the work place
Having an
activity that
brings satisfacti
on
Having freedom to decide and plan your own work
Motivation
28%
18%
14%
22%
27%
14%15%
20%
27%
39%
35%36%
42%
16%
24%21%22%
20%
29%
13%
46%44%
34%
16%16%
28%31%
19%
28%
23%
33%
2%
21%
80%
55%
87%85%
60%
76%
8%
35%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41
The respondents expressed a very high disagreement in the following context:
“My salary is sufficient for a decent life for me and my family” - 87% of respondents disagreed with this statement;
“My salary is adequate to the contribution/efforts made” - 85% of respondents disagreed with this statement;
“The benefits I receive from work cover my needs” - 80% of respondents disagreed with this statement.
Training and development
Appointment and promotion in civil
service
Staffing Performance management
Salary and
benefits
URAP, ASIURAP, ASI
Part B: Human Resource Management Practicies
PARPARU, ASIU, ASI
Part C: Central Public Administration Reform
66%
81%
44%
87%
65%
55%
7%
3%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
1 2 3 4 5 6 7 8
1: Higher quality public services for the citizens of the Republic of Moldova
5: Reduced corruption
2: Professional civil service 6: Improved EU integration opportunities for Moldova
3: Better career development opportunities for civil servants
7: Other benefits
4: Higher salaries for civil servants 8: I need more information in order to provide an answer
Benefits expected as a result of reform implementation
PARPARU, ASIU, ASI
Suggestions, comments to:Suggestions, comments to:
Public Administration Reform UnitPublic Administration Reform Unit
(Experts group within the Government (Experts group within the Government Office),Office),
Tel.:250 - 352Tel.:250 - 352
250 - 132250 - 132