PUBLIC SERVICE AND HUMAN RESOURCES MANAGEMENT: STATE OF PLAY AND CHALLENGES
Creators: name: KARAI, JULIANA
Publisher: name: figshare
Year: 2022
Subjects: subject: 160510 Public Policy
subject: FOS: Political science
subject: 150305 Human Resources Management
subject: FOS: Economics and business

description: The research will be focused on the shortcomings in the laws for state and public administration basically related to the employment procedure, producing reports, as well as appointments and dismissals of senior civil servants and will try to offer concrete solutions for overcoming of those shortcomings which persist for a long time period. The competence of the Ministry of Information Society and Administration (MISA), to establish and maintain a single Register of all employees in public sector institutions is stipulated in the Law on Public Sector Employees (LPSE).[1] The reporting regarding data on public service employees is comprehensive, however there are no publicly available reports about the entire public service policy, including for 2019.[2] Also, the reports do not include substantiated information concerning the quality and/or outcomes of the public service,[3] which is an issue which persists for a long time.[4] The heads of state administrative bodies may fill a position by concluding a fix term contract. The utilisation of agencies for temporary employments is to a great extent a deviation from the LPSE, having in mind that the employees are not obliged to meet the same criteria as administrative servants and enter the public service without a public announcement, contrary to the merit-based principle.[5] Another breach of the merit-based principle is the occurrence of extension of such contracts for more than e year and it later leads to a position as an administrative servant.[6] The overall procedure for engaging personnel on a fix-term contract is to a great extent not transparent.[7] Public announcements for administrative servants are published on the website of the Agency of Administration and in at least three daily newspapers using a clear and understandable language.[8] The selection procedure is organised in three stages, but more than 5 documents are requested to be attached to the online application which makes the procedure burdensome[9] and it discourages the interest of external candidates, which has been detected.[10] Senior civil service appointments are under a highly discretionary system, based on political appointment and dismissal. A new Law on Senior Civil Service is in pipe-line, which will introduce the merit-based principle and open competition for top management positions. Integrity and anti-corruption measures for the civil service are formally established in the central administration and there is comprehensive legal framework.[11] The integrity policy encompasses the entire public service, and the policy contains clear objectives.[12] <br> [1] National PAR Monitor for North Macedonia 2019/2020, p.22 [2] ibid [3] ibid [4] National PAR Monitor for North Macedonia 2017/2018, p.68 [5] ibid [6] National PAR Monitor for North Macedonia 2017/2018, p.68 [7] National PAR Monitor for North Macedonia 2019/2020, p.22 [8] ibid [9] National PAR Monitor for North Macedonia 2019/2020, p.22 [10] National PAR Monitor for North Macedonia 2017/2018, p.68 [11] ibid [12] ibid