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:

reforma_apc@moldova.md

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