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Ms. Gheorghita makes a presentation "Modernization of Civil Service in the Republic of Moldova
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1
Modernizationof Civil Service
in the Republic of Moldova
Tamara Gheorghița State Chancellery of the Republic of MoldovaNovember 5, 2014
RAPC: MRU
To develop a body of professional civil
servants, recruited and promoted on a merit
basis; serving citizens and their legitimate
interests and able to provide quality public
services (in an effective and efficient manner)
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Overall Objective
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Lines of Activity
Staffing Staff Retention and Motivation
Staff Development
Staff Management
Human Resources
Management
RAPC: MRU
Management of civil service jobs and civil servants – systemic approach:
Legal framework (laws, regulations, rules)
Administrative and methodology framework(personnel procedures/practices)
Institutional framework (entities responsible for HR management)
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Approach
RAPC: MRU
o Law on the public office and status of civil servant (no.
158/2008)
o Government decision on the enforcement of Law no.
158/2008 (no.201/2009)
o Law on the civil servant’s code of conduct (no. 25/2008)
o Law on the conflict of interest (no. 16/2008)
o Law on the approval of the single classification of civil
service positions (no. 155/2011)
o Law on the pay system in civil service (no.48 /2012)
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General Legislation
RAPC: MRU
o Law on the status of political appointees (no. 199/2010)
o Law on the status of staff in the cabinet of political appointees (nr. 80/2010)
o In process – delineation of political and administrative functions by introducing the position of secretary of state in ministries
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Special Legislation
RAPC: MRU
Job description – tasks, responsibilities, required
qualifications
Staff list– adequate structure, status of each
position
Merit-based employment (competition,
promotion) – qualified staff
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Personnel Procedures/Practices (1)
71.7 70.763.5
28.3 29.336.5
0
20
40
60
80
100
2011 2012 2013
Merit-based Transfer and other ways
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Evolution of Merit-Based Employment to Civil Service,%
Employments Compliant to Legislation, %
93.2 95.6 96
0
20
40
60
80
100
2011 2012 2013
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Probation for junior civil servants –
facilitating social and professional integration
Performance appraisal – towards better
performance
Motivation (financial and non-financial) – pay
system, incentives, professional day
Ongoing training – supporting efficient
fulfillment of tasks
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Personnel Procedures/Practices (2)
RAPC: MRU
• Guidelines
• Newsletter (electronic)
• Consultations
• 1:1 assistance
• Exchange of experience
• Informative publications
• HR practitioners network
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Methodological Support
RAPC: MRU
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Methodological Support
• Register of civil servants and civil servant positions AIS
• Job opportunities website (www.careers.gov.md)
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Digitization of HRMProcedures/Processes
Central level
– Management of the State Chancellery, specific ministries
– CPARD/PPD team
+
Public authority level
– Head of public authority
– HR unit
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Institutional Framework
Legal and methodological foundations for a
professional and meritocratic civil service
created
Civil service reform has entered the
implementation phase
◘ Horizontal perspective– uniform and correct
◘ Vertical perspective– to the attitude level
Prerequisites for sustainability in place
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Major Achievements
! Correct and uniform implementation of regulatory framework: Institutionalization of a monitoring and evaluation system
! Delineation of political and administrative positions: Institutionalization of the „secretary of state” position Implementation of the Management Development Program Continuation of reforms
! Implementation of performance management at organizational level (public authority)
! Ensuring transparency and access to civil service positions, using modern technologies
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Ensuring Sustainability: Areas of Intervention (1)
! Design and implementation of changes in areas identified as important: integrity of civil servants, talent management, management accountability, staff turnover etc.
! Building civil servants’ skills – implementation of the National Training Program
! Building the skills for civil service and change management: central level - State Chancellery; public authority level – state secretary, HR unit
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Ensuring Sustainability: Areas of Intervention (2)
