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Results of the questionnaire analysis

Human Resource Management in Civil S ervic e. Results of the questionnaire analysis. Public Administration Reform Coordination Unit, Government Office. 2006. PAR U, ASI. The Need for Central Public Administration Reform (1).

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Results of the questionnaire analysis

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  1. Human Resource Management in Civil Service Results of the questionnaire analysis Public Administration Reform Coordination Unit, Government Office 2006 PARU, ASI

  2. The Need for Central Public Administration Reform (1) Our executive power organization system should accumulate the best intellectual resources and make the elimination of corruption and incompetence possible. ... in modern economy, 80% of the success is ensured by a well-conceived administration system oriented towards innovation and based on total compliance with the proposed goals, professionalism, clear internal incentives, and control over the execution of decisions. Excerpt from the speech of Vladimir VORONIN, President of the Republic of Moldova delivered in the Parliament meeting (Chisinău, 8 April 2005) PARU, ASI

  3. The Need for Central Public Administration Reform (2) • 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 • 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 PARU, ASI

  4. 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. PARU, ASI

  5. Methodology applied in the questionnaire 21 factors Part A,Degreeof 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, Human resource management practices: 41 statements 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. PARU, ASI

  6. Profile of respondents The questionnaire was filled in by 488 civil servants from 15 CPAA PARU, ASI

  7. Factors that are important or veryimportant • in the civil servants’perception of an IDEAL activity Reasonable salary Work hours according to the program Well-equipped work place Being informed about the expectation of the management Having colleaguesthat are respected for their serious attitude PARU, ASI

  8. The extent to which these factors are present in the CURRENT activity of civil servants Decent pension Friendly colleagues Reasonable salary Respected colleagues Benefits from activity Securing the maintenance of the work place PARU, ASI

  9. Difference between civil servants’ expectations and the presence in the current activity of factors subject to analysis Share of respondents who appreciated the factors as being important of very important Civil servants’ dissatisfaction area Share of respondents who appreciated the factors as fully present of present to a large extent PARU, ASI

  10. Top 10 factors identified as important, but not present in the activity of CPAA to a satisfactory extent Training opportunities Having freedom to decide and plan your own work Pensie decentă Reasonable salary Opportunities for promotion in function Benefits from activity Insurances of maintaining the job Honest appreciation of the results of activity Having an activity that brings satisfaction Equipment and resources available at the work place Motivation URAP, ASI

  11. Part B: Human Resource Management Practicies Appointment and promotion in civil service Salary and benefits Staffing Training and development Performance management 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. URAP, ASI

  12. Part C: Central Public Administration Reform Benefits expected as a result of reform implementation PARU, ASI

  13. Suggestions, comments to: reforma_apc@moldova.md Public Administration Reform Unit (Experts group within the Government Office), Tel.:250 - 352 250 - 132 PARU, ASI

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