THE MINISTRY OF NATIONAL DEFENCE OF THE REPUBLIC OF LITHUANIA PERSONNEL DEPARTMENT Civil servants in the National Defence System Liana Naujalytė Civil personnel policy division February 8th, 2012 Vilnius

Civil Servant Is a person serving within the system of civil service and executing public administration activity, implementing the policy of a respective state management sector, etc.

Legal base  The Lithuanian Constitution  The Lithuanian Labor Code  The Civil Service Law  The Statutory Civil Servant Law

Levels and categories of civil servants There are three levels of civil servants positions:  Level A – required University education;  Level B – required higher non-university education;  Level C – required secondary school education and a professional qualification. There are 20 categories of civil servants job positions:  Lowest is 1;  Highest is 20.

Civil servants’ groups  CAREER - civil servants, in a position for an indefinite period of time with the right to a career in public service;  POLITICAL (PERSONAL) CONFIDENCE – civil servants, who are admitted to a position for the term of office of a state politician;  HEADS OF INSTITUTIONS – civil servants, who are leading institutions or agencies for a specified period of time;  STATUTORY - PUBLIC SERVANT, whose service is regulated by a statute approved by the law, related to the specific features of the service, and/or who has public administrative powers with respect to persons, who are not subordinate to him ;  ACTING – civil servants, who replace the servants, temporarily unable to perform duties (both career or political (personal) confidence servants).  EMPLOYEES, WHO WORK UNDER LABOR CONTRACTS - those whose employment relationship is governed by the Labour Code and other laws.

Recruitment to positions of Civil Servants Any person applying for the position in public service shall meet the following general requirements:  to hold the citizenship of the Republic of Lithuania;  to have proficiency in the Lithuanian language;  to be not less than 18 years of age and not more than 62 years and 6 months of age;  to have education necessary for the position of a public servant of that category.

Recruitment of a career civil servant shall be made  by competition;  without a competition.  A person recruited to the office of a career public servant by competition shall be examined in writing (a test) and orally (an interview). In the course of an interview, the qualifications of a person to perform the functions specified in the job description of the position of a public servant shall be assessed.

Permission to publish the competition to a civil servant’s position Announcement of the Competition  Fill in an electronic request for an invitation to the Competition for the Civil Servant position of the form of Civil Service Management Information System.  Civil Service Department within 7 calendar days has to launch a tender by completing electronic application form and publishing it on official paper “Valstybės žinios” and in Civil Service Department's website

Documents submission  All applications shall be accepted during 14 calendar days from the announcement of the competition on official paper „Valstybės žinios“.  Applicants must comply with the Civil Service Law requirements and meet general and specific requirements, described in job description and proof it by providing required documents.

The Competition Commission  The Competition Commission has to be formed for at least 3 working days before the competition date.  Commission shall consist of 5 to 7 members.  Commission members can not be close applicants relatives or persons associated with the claimants by marriage, there can not be any doubts about the impartiality of the Commission members.

Implementation of the Competition  The Competition must be held within 30 calendar days following the deadline date.  Contest of the head office, the vice-chancellors of ministries, agencies and heads of structural units and its Deputies usually carried out on Fridays.  The competition for other civil servants carried out on Mondays and Wednesdays.  The competition starts with a written examination.  Continues with Oral examination.

Implementation of the Competition  During the oral exam, each member of the commission shall submit the same questions for all applicants, in order to verify the applicant's ability to perform a civil servant duties;  During the oral test shall be tested the candidate’s ability to use a foreign languages, ​​ required for carrying out functions;  During the oral test the digital audio recording must be produced.  The successful applicant is appointed to a position not earlier than during 3 working days and no later than 14 calendar days after the contest. This term can be extended by bilateral agreement.

The Training of Civil servants  Civil servants are entitled and must improve their qualification.  While evaluating the civil servants the needs of training should be established.  Every year MoD shall draft the annual plans of training of civil servants, which shall be submitted to the Civil Service department.  Civil servants shall be trained in the training centres approved by the Civil service department.

Types of Training for Civil Servants Civil servants shall be provided with the following types of training:  initial training, the acquisition of knowledge and the development of skills of civil servants admitted to a position of a career civil servant.. Career civil servants shall complete general initial training programmes within a year after their admission to an office;  improvement of qualifications (in-service training), continuous studies, the improvement of special professional knowledge and the strengthening of administrative skills and capability of the civil servant. Civil servants, upon assuming positions of grades 18-20, shall complete the approved training programmes for public servants of grades within two years after their appointment to this office.

The Training of Civil servants Clear vision of training of the civil servants in the System of National Defence enables to retain qualified, talented and highly motivated employees, who are able to carry out the main tasks effectively and to achieve strategic goals successfully.

The Training of Civil servants The system of the education of the civil servants includes:  assessment of the training needs (analysis of the activity, personnel analysis, identification of the training needs);  planning of the training and education (depends on the goals and needs of training, preplaned effectiveness and financial racionality; the first attention must be paid to the annual evaluation of the activity of the civil servants);  organization and prosecution of the training (assessing the needs of training are directed to the improvement of the management skills, administrative capacity building, knowledges of the EU law, strategic planning, teamwork, negotiations, computer literacy and foreign language skills improvement; mainly – the civil servants training must be linked to the career planning);  evaluation of the training and education (in order to evaluate the benefits of education it is neccesary to determine whether goals of training/education were achieved, whether the professional skills of employee have been improved).

The Training of Civil servants  MoND Personnel Department is responsible for civil servants ’ selection to different international training programs and courses. The main attention is paid to needs of qualification improvement and career perspectives.  It is prepared and ready to be adopted a Classifier of Military Training to Civil Servants of the National Defence System. This Classifier is the introduction of different international training courses in EU and NATO countries for the civil servants of all levels.

The Training of Civil servants Since 2010 Ministry o f National Defence along with Ministry of Interior Affairs and European Social Fund Agency implements the project “ Professional Development of the Human Resources in the National Defence System ”. The Project is funded by the EU Social Fund. Project activities:  English language training – 165 servants study;  French language training – 65 servants study;  Training of Human resource management issues – 22 servants trained.

Evaluation of annual activity Evaluation of annual activity of the civil servants ’ (career civil servants, heads of institutions (except political (personal) confidence) and acting servants)- must be implemented at the end of the year. Evaluation of the work must be implemented every year, if civil servant serves as employee for at least 6 months within an institution or office, where his work will be evaluated. The purpose of the evaluation – to evaluate qualification skills and abilities to perform the appointed duties.

Evaluation of annual activity Direct superior evaluates civil servant’s activity:  very well;  well;  satisfactory;  unsatisfactory. In the case, when evaluation is well – the procedure of evaluation is finished.

Evaluation of annual activity In other cases evaluation commission continues the procedure of civil servant’s annual evaluation: If the activity was evaluated very well – evaluation commission proposes : 1. to provide a higher qualification class; 2. to transfer a career civil servant to the higher position at the same institution; 3. to transfer a career civil servant to the higher position at the same institution and to provide a higher qualification class; 4. to retain the highest first qualification class and grant the bonus of the official salary value.

Evaluation of annual activity  If the activity was evaluated satisfactory – evaluation commission proposes 1. to provide to civil servant coherently lower qualification class or to cancel his third qualification class and improve his qualification; 2. to improve civil servant ’ s qualification.  If the work was evaluated unsatisfactory – evaluation commission proposes: 1. to cancel qualification class and to improve his qualification; if civil servant hasn ’ t qualification class – to improve his qualification; 2. to transfer a career civil servant to a lower position at the same institution.

Evaluation of annual activity The civil servant should be dismissed from service:  If the evaluation of the official activity of a civil servant is unsatisfactory two times in turn.  If the evaluation of the official activity of acting servant was evaluated unsatisfactory.

Remuneration Remuneration of a civil servant is comprised of: 1) the basic salary; 2) bonuses; 3) additional pays. The basic salary shall be determined in accordance with the grade of a position and be the same for all the positions in the same grade. 2. The amount of the basic salary shall be determined by applying the coefficient of the basic salary. The unit of the coefficient of the basic salary shall be equal to the amount of the minimum monthly salary approved by the Government. The amount of the basic salary shall be calculated by multiplying the appropriate coefficient of the basic salary by the amount of MMS.

Dismissal of Civil Servants from Office A public servant shall be dismissed from an office in the following cases:  he resigns;  he loses the citizenship of the Republic of Lithuania;  a public servant of political (personal) confidence loses the confidence of the state politician or collegial state authority, which has admitted him to office;  it becomes clear that while entering the public service he submitted forged documents, or that while entering the public service he concealed or presented false data, which made him not eligible for the office of a public servant;  the position of a public servant is being cancelled;  the evaluation commission has evaluated the performance of a public servant as unsatisfactory 2 times in turn and recommends to dismiss him from the service;  a civil servant, who held this position before, is returned to this position by a court decision, or it becomes clear that in admitting a public servant to office the requirements laid down in this Law were violated and these violations cannot be eliminated.

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