Page 288 - Proceeding 2015

FAMP MANOLE Cristina
CCASP HUMAN RESOURCES POLICIES AND STRATEGIES IN THE LIGHT OF ROMANIAN PUBLIC
ADMINISTRATION

TABLE - 1
NAME OF SPECIFIC OBJECTIVES; PRIORITY ACTIONS RESULTS
Specific objective I:
Increasing professionalism and stability in the public domain,
as a result of adapting recruitment, selection and evaluation
procedures to the requirements of performance
management
- Establish and implement a system of standardization of - Defining and identification of strategic and specific
skills in strategic domains of activities in administration domains;
(e.g. public policies, human resources, financial - Defining and implementing of frameworks on strategic
management and internal audit, project management, and specific domains;
etc.), for various types of functions and specific - Updating relevant occupational standards.
domains, where appropriate (e.g. specific functions
which are part of some ministries etc.)
- Assessment of current recruitment systems for the - Analysis of the current situation (from the point of view
introductions of amendments to facilitate the existence of enforcing current rules);
of a greater degree of correlation between the needs of - Updating legislation through the integration of positive
the institutions and the abilities, knowledge and aspects and example of good practice (amending and
competences of persons interested in a career in completing Law no. 188/1999 regarding the status of
administration, along with the implementation of a civil servants) identified as a result of implementing
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evaluation system for the staff based on criteria aimed YPS and BSGR programs, and also of the
to competence, performance and conduct. analytical pilot system of career development in the
public industry (rules, manuals, guides, etc.).
- Increased transparency on recruitment, promotion and - Increased degree of transparency about the activities
performance of functions of staffing, promotion and performance of functions
Specific objective II:
Review of motivational human resource policies in public
administration (AP), inclusive of career opportunities and
salaries driven by performance PROCEEDINGS OF THE 11 TH ADMINISTRATION AND PUBLIC MANAGEMENT INTERNATIONAL CONFERENCE ”Strategic Management for Local Communities” 30 th – 31 st October 2015 Bucharest
- Facilitate the implementation of Framework Law no. - Law on salaries of staff paid from public funds,
284/2010 on the unitary pay process paid from public developed in 2015;
funds - By December 2020, the implementation of stages of a
unitary pay system and considerable decrease (by
December 2020) of wage gaps generated by
demotivation of civil servants.
- Establish of a coherent system of recruitment and - Specific requirements for recruitment by competitions
development of personnel performance evaluation of the personnel who manages community funds, and
methodology of structural funds and investments, also an unified pay system, unique and stimulating for
based on performance criteria stipulated by national law the same category of staff (established in December
2014);
- Develop a mechanism for periodic assessment of
performance at the individual level, based on
performance indicators established for each position
(beginning with January 2015);
- Provide financial incentives based on individual
performance;
- Evaluation of the YPS and BSGR programs and - Legislation updated with the “+” aspects and examples
integrating the “+” aspects through a new approach of of good practice (from June 2015 to December2020)
career development in AP.
- Development of an occupational pension scheme for - Developed occupational pension scheme for staff from
staff in AP the administration industry (date of completion is
December 2018)
Specific Objective III:
The integrated approach to development of competences in
the public administration (AP)

11 Young Professional Scheme
12 Romanian Government Special Scholarship

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