Bosnia and Herzegovina

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• Bosnia and Herzegovina
• Civil Service Agency

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INTRODUCTION

• PRE-REFORM SITUATION
• Socialistic era
• The war
• Post-war environment
• REFORM INITIATION
• Changes in Civil Service Conditio sine qua non
• Alliance in power
• Drafting and adopting process

Civil Service Agency
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THE LAW

• GENERAL OVERVIEW
• General principles
• CS Positions
• Rights, Duties and Conflict of Interest
• Recruitment, Evaluation and Promotion
• Remuneration, Allowances and Working Conditions
• Termination of Service
• Disciplinary Responsibilities
• Management of Civil Service

Civil Service Agency
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EU SUPPORT UNIT

• MAIN TASKS
• Creation of the CSA Rulebook/Systematization Act
• Development of the Personnel Central Registry
• Setting bases for recruitment process (organizing
  recruitment of the CSA staff)
• Development of the basic training documents/plans
• Setting bases for dispute resolution actions

Civil Service Agency
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THE AGENCY DEPARTMENT FOR RECRUITMENT

• DEVELOPMENT OF VARIOUS DOCUMENTS
• Public Exam Curriculum
• Decisions related to Public Exam
• Instructions on Internal and External Transfers,
  etc.
• RECRUITMENT PROCESSES
• Request for recruitment Publishing of
  Vacancy Receiving Applications Organizing
  Committees Submitting Proposals to
  Institution/Head of CSA

Civil Service Agency
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THE AGENCY DEPARTMENT FOR RIGHT PROTECTION

• DRAFTING BY-LAWS
• Decision on Categories Within CS Posts
• Rulebook on the Assessing Performance Procedures
• REVIEW PROCESS
• 75 civil servants included by now
• DISCIPLINARY PROCEEDINGS
• Low number of processes

Civil Service Agency
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THE AGENCY DEPARTMENT FOR EDUCATION

• Almost 100 courses, seminars, trainings for
  more than 1000 participants
• Analyses Assessment Finding opportunities
• Organization
• Internal Capacities
• External Domestic Resources
• International Grants

Civil Service Agency
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THE AGENCY INFORMATION DEPARTMENT

• IT MAINTENANCE
• CENTRAL REGISTRY
• WEB SITE
• OTHER INFO ACTIVITIES

Civil Service Agency
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FIRST RESULTS/IMPRESIONS

• Professional, accountable and merit-based
• Internal/External cooperation well developed
• Role of the main coordinator in HRM
• Findings of an expert revision
• (work of the Agency for CS is evaluated as very
  good and significant)

Civil Service Agency
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REFORM OBSTACLES

• The legacy of former systems
• Constitutional organization
• Corruption
• Involvement of political parties
• Lack of accountability and efficiency
• Lack of know-how/interest
• Poor motivation

Civil Service Agency
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FURTHER STEPS

• Reform Continuation
• Establishment of Rule of Law
• Proactive Citizenry/NGO/Media
• Further Development of CSA
• Development of HRM in Institutions
• Internal/External Communication and Cooperation
• Appropriate Motivation

Civil Service Agency