Public service is a key strategic element for achieving public policy objectives. Professionalization of the public service system, based on the principles of meritocracy, performance, transparency and public accountability, is the most important factor in ensuring the competitiveness of the public administration system and the qualitative delivery of public services to the population.
In order to implement the Five Institutional Reforms, the Plan of the Nation «100 Specific Steps» is being implemented. At the same time, the first of the reforms and the first 15 steps of the Plan of the nation are aimed at the formation of a professional, autonomous and efficient state apparatus as an instrument of public and state transformations.
Today, the main parameters of the new Kazakh model of Public service are as follows:
First. The stage of admission to the civil service has been modernized, namely, a new three-stage selection system has been launched, according to which citizens, for the first time or re-entering administrative positions of Corps « B », undergo the following selection stages: 1)testing for legislation knowledge with the issuance of a certificate; 2) automated assessment of personal qualities and core competencies with the issuance of a conclusion; 3) a colloquium with a government agency announcing a competition.
Special attention is given to testing, since the selection of the most worthy candidates begins with it, and from it the trust in the public service system is initially formed. To this end, the maximum possible measures are taken to ensure the objectivity and transparency of the testing process.
Measures have been taken for phased shift from knowledge of the legislation to assessing the personal qualities of candidates and to identify the necessary basic competences; this approach allows to assess the general orientation of the candidate in the legislation and the practice of its application.
Second, we have moved to a career model of public service and promotion in a state body provides for the consistent occupation of higher grades.
The process of taking vacant positions has become more objective and democratic, in this regard, it has become possible to hold contests where any qualified candidate can demonstrate his competence on equal terms and occupate an interesting vacancy in fair competition.
A similar approach is borrowed from the practice of such leading countries of the world as Germany, France, Japan, with the general competition being held for the occupation of entry level positions, and the internal competition is held for the rest.
A striking aspect of the modern public service system is the implementation of the principle of meritocracy and the observance of this principle, which contributes to strengthening the institution of the state apparatus and enhances of the public service prestige.
In 2018, according to the results of internal competitions, 108 (69.2%) civil servants moved from their entry level positions to grade positions in local executive bodies in the city of Almaty.
In order to ensure the transparency of competitive procedures, a pool of observers has been created from among the public representatives that meet the requirements (public foundation, regulatory agencies, ethnic and cultural associations, etc.), thus, under the new model, any competent and conscientious public servant can implement his career growth.
Third. When building a career model of the civil service, an important aspect is the adaptation and professionalization of first-time citizens to the civil service.
The institute of mentoring over the “young” civil servants was strengthened. For those who first entered the civil service, an adaptation plan is drawn up for the period of their probationary period and a mentor from among experienced workers is assigned to them. In order to motivate civil servants to mentoring activities, their monetary incentives are provided in the form of allowances.
Fourth. Since December last year, the akimat of Almaty has introduced a new system of remuneration according to a point factor scale, which provides for an increase in the salaries of administrative civil servants with reference to the results of work. In order to motivate employees to work efficiently at the legislative level, a system of assessing civil servants and their remuneration is linked. Thus, the results of the evaluation of public servants will be the basis for making decisions on the payment of bonuses. The assessment itself today depends on the degree of achievement of the indicators specified in the individual work plans drawn up with employees and the corresponding methodology for assessing administrative civil servants.
Fifth. Special attention is given to the professional development of civil servants.
In order to formulate an increase the role of training, a norm is fixed, according to which administrative civil servants undergo advanced training at least once every three years. The programs of advanced training seminars are practice-oriented and are developed for target groups of civil servants. In addition, special programs were developed aimed at developing the required competencies of employees (initiative, communication, analyticity, strategic thinking, quality orientation, etc.). Civil servants undergo retraining and improve their skills at the Academy of Public Administration under the President and its branches.
An important factor for our country is the formation of a modern, professional and state apparatus and we will make every effort to further modernize the public service.
Deputy Head of the Department of the Agency of the Republic of Kazakhstan for Civil Service Affairs and Anti-Corruption in Almaty — Gennady Daniyarov