Civil Service Reform in
Georgia
2012
In this presentation:
• Primary objectives of the Reform
• Reform Methodology
• Improving legislation
• Draft Civil Service Code
• E-governance
• Professional training programs
• Knowledge Transfer Campaign
Primary objectives of the Reform
• To increase the competitiveness of the civil service
• To increase involvement of private sector through PPP and
delegation of public functions
• To build transparent, modern and effective civil service System
• To provide high quality public service to citizens
Reform Methodology
• Identification of problems and challenges in the existing system
• Research and analysis of international practice
• Consultations with Georgian Government and Parliament
• Discussions with field experts, International and local organizations
and wider public
Improving legislation
part I
• All vacant positions shall be filled through merit based competition.
• All state funded agencies are obliged to post any vacancy on
www.hr.gov.ge. Anyone can apply online for any vacant position
• Job descriptions are now mandatory for all positions
• Old system of attestation is now replaced with annual assessment
and appraisal
• New positions will be added to the list of senior official required to
submit annual Asset Declaration
Improving legislation
part II
• Promotion shall take place only through merit based competition
• Age of civil servant will be decreased from 21 to 18
• Probation period for newly appointed civil servants will be
introduced
• Civil service bureau will have a power to issue guidelines, standards
and recommendations as well as supervision
• New law on “Protection of Whistleblowers”
Draft Civil Service Code
• Contract based system
• Outsourcing delivery of public services
• Separation of political and executive functions
• Executive Director
• Recruitment in the civil service
E-governance
• Recruitment in civil service through
www.hr.gov.ge
• Transparency of Asset Declarations through
www.declaration.gov.ge
• Unified Online Registry and HR
Recruitment in civil service through
www.hr.gov.ge
Transparency of Asset Declarations
through www.declaration.gov.ge
Unified Online Registry and HR
Unified Online Registry and HR
• Georgian Government adopted minimal
standards for Unified Online Docflow and HR
software in February, 2012
• Goal: All state agencies will be part of Unified
Online Docflow and HR software by 2013
Professional training programs
We carry out intensive training programs in the
following key directions:
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PR and Communications
Introduction to the Concept of Project Management
Human Resource Management
Leadership Skills
Innovation in Public Administration
Integrity and Ethics
Professional training programs
Knowledge Transfer Campaign
Part I
Aim of the Knowledge Transfer Campaign:
• The KTC aims to develop Human Resources Management systems in
the Georgian civil service agencies
• To correct a wide asymmetry of basic HRM functions across
different public institutions
• It is a process of analyzing the current workforce, determining its
development needs, identifying the gaps associated with
employees’ skills and developing and implementing a plan to fill
those gaps
Knowledge Transfer Campaign
Part II
After methodic examination and analysis of the research data, key
areas for the Knowledge Transfer Campaign has been determined:
Human Recourses Management Strategy
Organizational/
Job Descriptions/
Job Analysis
Personnel
Development
Recruitment
Induction &
Orientation
Performance
Appraisal &
Motivation
Knowledge Transfer Campaign
Part III
• Within the campaign “best practice meetings” were already held
• The main aim of the event was to encourage sharing information on
local and international best practices on pre-determined key issues of
HR management
• At the next stage of the campaign the knowledge providers will
provide recommendations to the receivers on the following issues:
o Organizational descriptions
o Job descriptions/job analysis
o Recruitment procedures/Orientation schemes for newly hired
employees
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