1. What is Public Administration Reform? The resource for achieving more efficient, more effective and more accountable state administration The resource of continued and sustainable socio-economic development The precondition of integration of BiH in the EU

2. Why Public Administration Reform? Because of professional attitude of civil servants towards citizens...quality services of the state administration and simple administrative procedures...economic spending of the tax payers’ money...enabling of the public administration to implement the acquis communautaire

3. Strategic principles of Public Administration Reform Systematic and all comprising approach to the Reform Strong political determination Accountability of all the levels of government Consulting with the civil sector Measuring of the progress of the Reform

4. Phases of the implementation of the Reform First phase: end 2007 (reform of the horizontal structures) Second phase: end 2007 – end 2010 (establishment and strengthening of the horizontal, improvement of the sector functions) Third phase: beginning 2011 – end 2014 (raising standards of the public administration to the level of the European administrative space)

5. What the Reform comprises? Policy-making and coordination capacity Public finances Human resources Administrative procedure Institutional communication Information technologies

6. In the reformed public administration State administration is speedy, professional and efficient Civil servants are qualified Procedures are simple and verifiable E-government is functioning

7. European administrative standards are easy to adopt Law drafting are preceded by the analysis of the condition Regulations are harmonised on all the levels In the reformed public administration

8. PUBLIC ADMINISTRATION REFORM IN B&H PUBLIC ADMINISTRATION REFORM IN B&H HUMAN RESOURCES MANAGEMENT (HRM) OBJECTIVE: To develop professional, politically impartial, nationally balanced, ethical, stable and active public administration, which will be respected and able to offer efficient services to both governments and citizens. ORGANISATIONAL CHANGES AND INFORMATION MANAGEMENT TRAINING AND DEVELOP MENT OF STAFF PLANNING RECRUITMENT AND SELECTION OF STAFF FOLLOWING OF WORK EFFICIENCY SYSTEM OF REMUNERA TION AND DISCIPLINE SUPPORT TO THE STAFF, DIFFERENCES MANAGEMENT

9. ORGANISATIONAL CHANGES AND INFORMATION MANAGEMENT ORGANISATIONAL CHANGES AND INFORMATION MANAGEMENT Development of the capacities for HRM in respective institutions. Overview of the existing organisational solutions, changes and development of the HRM as strategic function. Strengthening the role of the central units of the CSA on all the levels as leaders in the area of the HRM in the public administration with strengthening of the human resources of the CSA Insurance of the continued cooperation between the CSAs through development of common policies and execution of the operative assignments Amendment of the laws/regulations which will support the changed role of the CSAs. Development of the training programme for HRM specialists and line managers, development of the training personnel and implementation of the training for specialists and line management HUMAN RESOURCES MANAGEMENT Development of technical specifications and implementation of the common software solution for a database of civil servants with the access from the institution

10. Introduction of the annual planning of the workforce in institutions in accordance with framework budget and strategic planning and continued application of HRM planning. Drafting communication and training strategy for all the staff, related to framework of competencies. Analysis of jobs in all the institutions with an objective of estimating the human resources at disposal. HUMAN RESOURCES PLANNING HUMAN RESOURCES PLANNING Development, establishment and adoption of the competency framework for all positions of all grades, with application of pilot project. Overview of the existing classification of positions/grades all over BiH, options for common structure of grades and analysis of the proposed options. Amendment and adoption of laws/regulations which would support the new classification. Development of common methodology for evaluation of jobs, which will be applied by all the CSAs Development and implementation of trainings on methodology for HRM experts from CSAs and institutions. HUMAN RESOURCES MANAGEMENT

11. Adoption of procedures for establishment of needs for employment on the basis of workforce plans. Introduction of “on – line” process of application through IT resources. EMPLOYMENT AND SELECTION OF STAFF (I) EMPLOYMENT AND SELECTION OF STAFF (I) 1. 1. Amendment of regulations which would support the change in conditions and format of application. 2. 2. Amendment of regulations in view of unnecessary documentation for application. 3. 3. Adoption of common methodology and changes of regulations, which would support the moreefficient process of application. Improvement of procedures for verification of the applications for employment and implementation of the training for CSA staff. 1. 1.Increase of flexibility in employment through defining of harmonised format for specification of jobs and required person. 2. 2.Development of common vacancy notice format for all CSAs, the manner of publishing it and information service. Defining the common requirements in the process of application and common form of application for all BiH HUMAN RESOURCES MANAGEMENT

12. Introduction of improved and alternative methods of evaluation of candidates with an objective of motivating wider circle of applicants for civil service. EMPLOYMENT AND SELECTION OF STAFF (II) EMPLOYMENT AND SELECTION OF STAFF (II) Development of alternative methods of evaluation of candidates during application, establishment of the most suitable methods and defining of methodology through testing of pilot projects on all the levels of administration. Adjustment of common policy and mutual recognition of expert exams for all the levels in BiH, development of mutual exam questions fund with an annual update Reducing the costs of the first exam for all the candidates. Engineering and implementation of the training for all the staff working on the evaluation of the applications. 1. 1. Amendments of the laws/regulations in accordance with the new methodology ofevaluation of candidates and implementation. 2. 2. Amendments of the laws/regulations which would support the changed competency of the CSAin the process of appointment of all the employees. HUMAN RESOURCES MANAGEMENT

13. Amendment of conditions of minimal previous work experience for admission of interns. 1. Implementation of common policy on redundancy of employees in all BiH with insurance of instructions for managers and employees. 2. Development of common action policy on mobility of employees between different levels of government and different institutions for the purpose of rise of the internal market in BiH. Application of simplified processes of internal employment on all the levels. Construction of database on employees interested in voluntary transfers. EMPLOYMENT AND SELECTION OF STAFF (III) EMPLOYMENT AND SELECTION OF STAFF (III) Defining of strategy for drawing young and members of “endangered groups” into civil service, promotion in alternative media and publishing of all the vacancies on all the levels in BiH and web pages of CSAs. 1. Amendment of regulations which would support the system of movement of the employees between different levels in BiH. 2. Amendment of regulations related to identification of positions for which university diploma is not required. 3. Amendment of regulations related to the practice of promotion. Development of programme of intern training for future managers, drafting of the handbook for training of the interns. HUMAN RESOURCES MANAGEMENT

14. FOLLOWING OF WORK EFFICIENCY FOLLOWING OF WORK EFFICIENCY Development of new result management system, testing through pilot projects on selected institutions and revision on the basis of experiences. Development of “summary procedures” and packages for assumption of duties of new employees and distribution of packages to all the institutions Amendment of laws/regulations related to new result management system and implementation of new system in all the institutions. Development of common standards and common maximum time period for probationary work in the public administration in BiH, including policies for termination of employment/extenuation of probationary period. Upgrade of packages with specific requirements for assumption of duties at the level of respective institutions. Efficiency and application evaluation of the new system of assumption of duties. 1. 1.Trening za menadžere o intervjuisanju i izvještavanju o procjeni učinka, izrada i distribucija priručnika. 2. 2.Obuka menadžera i pojedinaca za novi sistem upravljanja učinkom. 3. 3.Trening i uputstva za menadžere o poboljšanju slabog učinka za vrijeme probnog perioda. HUMAN RESOURCES MANAGEMENT

15. TRAINING AND DEVELOPMENT OF STAFF TRAINING AND DEVELOPMENT OF STAFF Analysis of the training needs of the existing staff and newly hired in the institutions in the probationary period. Needs assessment for individual training of the employees. 1. 1. Drafting of training strategy and joint activities programme of the CSA through establishment of three- year plan of training revised annually.. 2. Insurance of the finances for the training in the governments budgets (3%of the salaries budget). 1. Drafting of an annual training plan of the institutions based on special requirements for technical and expert training 2. Coordination of common development needs/activities by the CSAs within and between the government levels. Introduction of joint annual planning of activities between CSAs with an objective of exchange of good practises.. 1. Enabling of managers for “establishment of the training needs”. 2. Training and development of “internal trainers” enabled for implementation of training in all the civil service Establishment and putting into function the Institute for Public Administration as a key duty bearer of drafting training programme for the civil service. HUMAN RESOURCES MANAGEMENT

16. SYSTEM OF SALARIES AND DISCIPLINE SYSTEM OF SALARIES AND DISCIPLINE 1. 1. Analysis of the existing grades on the basis of analysis of jobs and job specifications/description s 2. 2. Preparation of amendments proposal in the form of report with conclusions. 3. 3. Forming of proposal for new salary/grades scheme, which would be acceptable for all the levels of government. 1. 1. Cost-benefit analysis of the proposed salary scheme and preparation of the proposal for governments. 2. 2. Discussion and according of proposals of the new salary system and scheme by the intergovernmental commission. Development of managerial approach to the matters of discipline instead of legalist, with capacity building of respective HRM managers. Drafting of annual overview of the cases discussed by the Board of Appeals with recommendations for HRM managers. HUMAN RESOURCES MANAGEMENT

17. IMPROVEMENT OF THE APPROACH TO REGULATIONS IMPROVEMENT OF THE APPROACH TO REGULATIONS Development of procedures of regular informing of employees in all the institutions related to policy changes in the area of HRM. Following of the degree of representation in the civil service and adjustment of the policies to the changes of circumstances. Adoption and amendment of laws/regulations in accordance with the requirements of the EU Acquis Communautaire on anti-discrimination and equal opportunities. Development of common policy on national representation in the civil service in all of BiH, on the basis of the conducted analysis and report. Getting employees acquainted with rights and obligations by the means of drafting a handbook on HRM policies for the staff in every institution updated annually. HUMAN RESOURCES MANAGEMENT