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The article reveals the legal positions of the Constitutional Court of Ukraine regarding everyone’s right to information. Attention is focused on information that is collected by state authorities, local self-government bodies, institutions and organizations, and which is not a state or other secret protected by the Law of Ukraine «On Information» and which every person has the right to familiarize himself with. Separate attention is focused on confidential information (information with limited access). One of the types of confidential information is medical information, which, on the one hand, in special cases provided for by the Fundamentals of the Health Care Legislation of Ukraine, can be disclosed to family members or a legal representative of the patient, and on the other hand, in accordance with the decision of the European Court of Human Rights person in the case of «M.K. against Ukraine» confirmation by a doctor of a patient’s illness to a member of his family, even if he learned about it from the patient himself, is an interference by the state in a person’s right to private life, and in the case of infectious diseases, it is qualified as not carried out «in accordance with the law». Attention is focused on the fact that such situations arise more and more when military personnel undergo medical examinations and that there are prohibitive norms of a special law that forbid the disclosure of medical information regarding a certain list of diseases of a military personnel to his employer (military unit), commander, family members of the military personnel. Regarding the confidentiality of information and about a person who holds a position related to the performance of the functions of the state, local self-government bodies, and about members of his family, the legal positions of the Constitutional Court of Ukraine are established: absolutely in each specific case it is determined whether information about a person belongs to confidential; there are guarantees of protection of the rights of the above-mentioned persons, and additional legal burdens, and therefore the state is called upon to ensure a balance of public and private interest. The article also draws attention to the fact that even under martial law conditions, control (direct; indirect) by institutions of public power is prohibited both in terms of content and dissemination of information, even if the state pursues such a goal as protecting the information space from what is considered harmful by the state information that is not necessary for society. The practice of the Constitutional Court of Ukraine on this issue is established. Attention is focused on the fact that censorship cannot be used in Ukraine to protect the information field of the state even in war conditions - it is prohibited in part 3 of Art. 15 of the Constitution of Ukraine. [ABSTRACT FROM AUTHOR]

Background: The association between chronotype and leisure-time physical activity (LTPA) remains unclear. We investigated the difference in regular LTPA and for a sufficient duration between those with evening-type (ET) and morning-type chronotypes (MT). Methods: We conducted a cross-sectional analysis using the data of the Aichi Workers' Cohort Study. It included 3,221 men (mean [standard deviation] age: 45.0 [11.6] years) and 1,294 women (39.8 [11.2] years). Chronotypes were determined with the reduced version of the Morningness-Eveningness Questionnaire. We calculated the metabolic equivalents (METs) consumed per week based on the four types of LTPA: strolling, brisk walking, light- and moderate-intensity PA, and vigorous-intensity PA. Regular LTPA and for a sufficient duration was defined as doing once or more per week and for 30 min or longer per session, respectively. Logistic regression analysis was conducted separately by sex to calculate odds ratios of ET for regular LTPA and for a sufficient duration, adjusted for age and other factors, for each type of LTPA. Results: ET men consumed fewer total METs per week than MT men (p <.001), although this pattern is not found in women. Compared to MT men, ET men were less likely to be engaged in regular LTPA in all types of LTPA (prevalence and adjusted odds ratio [95% confidence interval]: strolling: 39.1% vs. 28.7%, 0.685 [0.524–0.895]; brisk walking: 23.9% vs. 14.4%, 0.639 [0.454–0.899]; light- and moderate-intensity PA: 15.4% vs. 8.4%, 0.613 [0.404–0.929]; vigorous-intensity PA: 21.4% vs. 16.8%, 0.715 [0.518–0.989]). They were less likely to spend a sufficient duration in brisk walking (25.9% vs. 16.5%, 0.635 [0.461–0.875]), light- and moderate-intensity PA (37.1% vs. 26.8%, 0.684 [0.521–0.899]), and vigorous-intensity PA (35.3% vs. 35.8%, 0.741 [0.568–0.968]). Compared with MT women, ET women were less likely to be engaged in strolling (30.5% vs. 22.2%, 0.629 [0.398–0.995]), and less likely to spend a sufficient duration in light- and moderate-intensity PA (27.3% vs. 15.3%, 0.561 [0.335–0.937]). Conclusions: ET was inversely associated with LTPA in men and partly in women. [ABSTRACT FROM AUTHOR]

The article is devoted to the study of the peculiarities of termination of civil service in Ukraine and in some European countries. Within the framework of the article the legal grounds for termination of civil service and the procedures for the termination of administrative-service relations is analyzed. The author tries to make a partial comparative analysis of the mechanisms of termination of civil service in Ukraine and some European countries. The author put an emphasis on the need to clearly define the status of a civil servant upon termination of civil service and the expediency of implementing an effective mechanism for his legal protection upon termination of official relations on initiative of the subject of appointment, on the one hand, and of increasing the personal responsibility of civil servants for fulfilling their obligations upon termination of civil service on of their own accord, on the other hand. Understanding the concept of termination of civil service and legal grounds of such termination according to Ukrainian legislation and to legislation of foreign countries, in particular Lithuania, Czech Republic, Germany and Poland were analyzed. An intermediate conclusion that the establishing an exhaustive list of legal grounds for termination of civil service is a positive factor which is inherent in the legislation of most European countries, that prevents an abuse and arbitrary behavior by the subject of appointment and minimizes the influence of political factors on the civil service corps and guarantees its stability and perpetuity, was made. Based on the results of the analysis, the features of the realization of procedures of the termination of civil service, the notice periods for termination of civil service, both from the subject of appointment and from the civil servant, were highlighted. The author put an emphasis on the peculiarities of the termination of civil service under the martial law of Ukraine. It was concluded that the legislation of Ukraine on the termination of service relations fully complies with European standards and contributes to the effective functioning of the civil service institute in the country. That is why the opinion regarding the availability of effective and high-quality functioning of the civil service in the conditions of the European integration processes of our country, evidence of which is the existing mechanisms for protecting the rights and freedoms of civil servants before, during and after the termination of service relations and the ensuring public interests through maximum use of their potential, was expressed by the author. [ABSTRACT FROM AUTHOR]

We propose, through the present study, to present, in an essentialized form, the particularities of the regime of disciplinary liability of civil servants. The approach is centred on the following main ideas: substantiating the relationship between liability and responsibility; the headquarters of the matter; the purpose of the regulation; defining elements; novelties brought by the Administrative Code; deviations in administrative practice; possible solutions for the future. In a first section I addressed the relationship between responsibility and liability, embracing the idea that these two concepts are not synonymous, in the sense that responsibility is the one that precedes liability and removes it, when it is maintained, the subject of law transferring to its own value system the prescriptions established by the state. From this perspective, we express ourselves in the sense that public officials and, in general, all holders of public positions and dignities, must receive responsibility. The core of the research is the defining elements of the disciplinary liability of civil servants from the perspective of the Administrative Code, which largely preserves the principles established by the old regulation, but also comes with innovations to strengthen its role. At the basis of their creation was the need to prevent the excesses that can be manifested and, in this way, to represent a protection tool for the stability in office and, ultimately, the career of civil servants. One of these innovations is the establishment, by the legislator, of the disciplinary sanctions that can be applied to civil servants for each type of disciplinary offence committed. We also highlighted some shortcomings of the regulation and came up with concrete proposals to amend it in the future, considering that the approval by law of the Government Emergency Ordinance No 57/2019. It is mainly about regulatory parallels or deficiencies in the way some concepts are defined. In the latter sense, the regulation on disciplinary liability from Part VI of the Code must be reconciled with that from Part VII on administrative liability, but also with the provisions of Article 5 ii) from the first part of the Code, which defines administrative liability. Last but not least, we also noticed some deviations that happen in practice in the way the disciplinary commission's function, expressing ourselves, in a metaphorical but realistic way, that through a discretionary interpretation and application of the norms, the collegial structures existing in the European civil service system are transformed from disciplinary commissions into civil servant disciplinary commissions. In this way, a distortion of their role and the purpose of the activity they perform is achieved. [ABSTRACT FROM AUTHOR]

Abstract Background The association between chronotype and leisure-time physical activity (LTPA) remains unclear. We investigated the difference in regular LTPA and for a sufficient duration between those with evening-type (ET) and morning-type chronotypes (MT). Methods We conducted a cross-sectional analysis using the data of the Aichi Workers’ Cohort Study. It included 3,221 men (mean [standard deviation] age: 45.0 [11.6] years) and 1,294 women (39.8 [11.2] years). Chronotypes were determined with the reduced version of the Morningness-Eveningness Questionnaire. We calculated the metabolic equivalents (METs) consumed per week based on the four types of LTPA: strolling, brisk walking, light- and moderate-intensity PA, and vigorous-intensity PA. Regular LTPA and for a sufficient duration was defined as doing once or more per week and for 30 min or longer per session, respectively. Logistic regression analysis was conducted separately by sex to calculate odds ratios of ET for regular LTPA and for a sufficient duration, adjusted for age and other factors, for each type of LTPA. Results ET men consumed fewer total METs per week than MT men (p

The purpose of the research is to analyze the legal regulation of labor relations in the civil service system, to identify the features that characterize civil service as a special type of professional labor activity, and to study the experience of the Republic of Azerbaijan and some foreign countries in this field. In the course of the research, theoretical-conceptual perspectives and legal acts regarding the legal regulation of labor relations in civil service are reviewed, civil service is characterized as a special type of professional labor activity, and civil service is analyzed as one of the opportunities of exercising citizens' constitutional right to work. The results of the research indicate that the foundation of the professional activities of civil servants is labor legal relations. The labor-legal character of the activities of civil servants directly stems from the content of civil service. Labor legal relations exist within the civil service system, and the labor-legal subjectivity of civil servants is inevitable. It is considered impossible to implement civil service without labor legal relations. The foundation of civil service relations is labor legal relations. Civil service acts as a component of labor legal relations. [ABSTRACT FROM AUTHOR]

The paper presents an analysis of the evolution of the improvement of the civil servants in the mayoralties of Romania in the period before the COVID 19 pandemic compared to the pandemic and post COVID 19 period, focusing on the need to digitize public institutions, a strong need for the challenges posed by the pandemic to both public institutions and private organisations, and last but not least to citizens as consumers of public services. The study presented in the paper aims to analyze how the professional training process was conducted in the 3 mentioned periods, to identify the advantages, respectively, the disadvantages of carrying out professional training programs among civil servants and identify the most efficient and preferred way for civil servants to carry out professional training.

The Indonesian state has Civil Servants who have functions as public servants, glue and unify the nation as well as policy implementers as state civil servants. Violations of work discipline often create discomfort in the work environment, interfere with productivity and damage relationships between colleagues. For example, what happened in Batam City was that two civil servants who skipped work were dismissed for violating the code of ethics. Therefore, this study aims to analyze and provide recommendations for efforts to improve the application of civil servant discipline, especially at the Batam City Education Office. This research was obtained through in-depth interviews with the Head of the Batam City Education Office and civil servant staff as well as analyzing documents related to civil servant discipline regulations, journals, research results and books. Based on the results of the study, the application of civil servant discipline at the Batam City Education Office is still not optimal. Things that have not been optimal in the social field related to human relations on the productivity of civil servants, the psychological field is the awareness and willingness of individuals to contribute positively in their work environment, while the related juridical field has not been optimal in implementing legal certainty in implementing civil servant discipline due to the lack of firmness from the Head of the Batam City Education Office in cracking down on civil servants who are not disciplined at work. [ABSTRACT FROM AUTHOR]

Good governance principles are very important in the public sector because they aim to ensure that government institutions work effectively, efficiently, and responsively to the needs and aspirations of the community. Implementing good governance in the public sector not only helps increase efficiency and accountability, but also strengthens democracy and encourages public participation in the decision-making process. This research tries to discuss the extent to which the good governance principles are reflected and implemented in the recruitment and selection of candidates for civil servants. Taking the context of the recruitment and selection process in one of the districts in Indonesia, this research uses a qualitative methodology by collecting data in the form of semistructured interviews with 25 participants from the recruitment and selection committee and the candidates of civil servants. This research found that overall, the good governance principles are relatively reflected and implemented properly in the in the recruitment and selection of candidates for civil servants although there are some indications of a mismatch between the qualifications of prospective employees and the real needs of the government institution the candidates will work for. This research also found indications of a low level of transparency in the implementation of recruitment and selection, giving rise to opportunities for favoritism and nepotism. [ABSTRACT FROM AUTHOR]

The Bogor City Regional Government intends to provide legal certainty in the relationship between the community and organizers of public services through Bogor City Regulation No. 78 of 2012 concerning the Implementation of Public Services within the Bogor City Government. The methods used in this study are a normative juridical approach that emphasizes literature research, namely examining legal materials obtained from literature research only, and do not require the preparation or formulation of hypotheses. Results Optimal public services can be created if the implementing apparatus receives sufficient competency development as mandated by Article 203 Paragraphs (3) and (4) Government Regulation No. 17 of 2020 concerning Amendments to Government Regulation No. 11 of 2017 concerning Management of Civil Servants. Based on the rights of civil servants as explained above and the results of previous research, there are contradictions in the implementation of civil servant competency development which make it not optimal, which should be suspected. Conclusion of human resource development that pays attention to the competency aspect produces elements of a quality, consistent, effective working relationship, the achievement of organizational goals, and the organization continues to exist in a competitive business environment and is also associated with the theory of public service which is a series of activities in order to meet service needs by laws and regulations for every citizen and resident of goods, services, and/or administrative services provided by public service providers. [ABSTRACT FROM AUTHOR]

Copyright of University of Sharjah Journal of Law Sciences (JLS) is the property of University of Sharjah - Scientific Publishing Unit and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The paper presents an analysis of the evolution of the improvement of the civil servants in the mayoralties of Romania in the period before the COVID 19 pandemic compared to the pandemic and post COVID 19 period, focusing on the need to digitize public institutions, a strong need for the challenges posed by the pandemic to both public institutions and private organisations, and last but not least to citizens as consumers of public services. The study presented in the paper aims to analyze how the professional training process was conducted in the 3 mentioned periods, to identify the advantages, respectively, the disadvantages of carrying out professional training programs among civil servants and identify the most efficient and preferred way for civil servants to carry out professional training. [ABSTRACT FROM AUTHOR]

Abstract As the implementers of government policies, junior civil servants bear the responsibility of providing services to the public. Whether they can put themselves in the people’s shoes and show more active service consciousness directly reflects the government’s management ability and the realization of service-oriented government goals. Although proactive service behavior has been studied, it has not been brought into the field of government administration. Hence, from the perspective of servant leadership, this study attempts to introduce proactive service behavior (PSB) into the field of government administration, and discusses the promotion strategies of junior civil servants’ PSB in China. Through the statistical analysis of 416 junior civil servants collected in the two stages, this study verifies that servant leadership has a significant positive impact on public service motivation and PSB of junior civil servants. Public service motivation (PSM) can partially mediate the promotion effect of servant leadership on junior civil servants’ PSB. Role identity can positively moderate the relationship between servant leadership and junior civil servants’ PSM, and then affect their PSB. Therefore, this study suggests that leading cadres should integrate servant leadership into daily life, take the lead in providing quality services to their subordinates, and then inspire more proactive service to the masses.

The subject of the study is the norms of the legislation of the Russian Federation on the state civil service of the Russian Federation. These norms provide additional guarantees for state civil servants of the Russian Federation for lump-sum subsidy aimed at acquiring accommodation. The purpose of the study is to consider the legal significance of a lump-sum subsidy for buying accommodation, to identify the conditions for the right to this subsidy, to determine whether it is mandatory or optional for the constituent entities of the Russian Federation to exercise their powers to provide employees of the subject of the Russian Federation with a lump-sum subsidy for the accommodation, to propose amendments to the legislation. The methodology of the study are such scientific methods as formal legal, structural functional approaches, comparison, research and analysis of studies and regulations. The study uses scientific research in the field of social security law and economic sciences. As a result of the study, the paper substantiates that a lump-sum subsidy for accommodation is provided in order to ensure the social security of civil servants of the Russian Federation. The right to this payment should be assigned only to those civil servants of the Russian Federation who need it and who, without the state support, are not able to change their financial situation and acquire accommodation. The paper proves the need for codifying the conditions for the right to this lump-sum subsidy. Using the analysis of federal and regional legislation that defines the powers of public law entities in the sphere under consideration, the paper proves the obligatory adoption of legal acts aimed at exercising the right of a civil servant of the Russian Federation to a lump-sum subsidy for the accommodation, regardless of the finances of the relevant budget. In order to have a unified legal regulation of the relations under consideration, the study substantiates the need to combine basic and additional state guarantees for civil servants of the Russian Federation, and presents specific proposals for changing federal legislation.

Performance indicators are established to assess the degree to which civil servants have achieved their individual objectives. The setting of individual objectives and performance indicators must be linked to the tasks and objectives of the institution in which the civil servant works.In the framework of the individual performance assessment process for civil servants, the training requirements for civil servants are established.The objectives set out in paragraph (1) shall be determined in accordance with the duties set out in the job description, by reference to the public position held, its professional grade, the theoretical and practical knowledge and skills required to perform the public position held by the civil servant, and shall correspond to the objectives of the department in which the civil servant works.The performance indicators referred to in paragraph 1 shall be set out in paragraph (1) shall be established for each individual objective, in accordance with the level of the public office holder's duties, by reference to the requirements relating to the quantity and quality of the work performed. In all cases, the individual objectives and performance indicators shall be made known to the public servant at the beginning of the period evaluated. In this article, we propose to discuss relevant issues concerning the analysis of the annual individual performance assessment report of civil servants, by analysing the two methodologies for assessing the annual performance of civil servants, as described above, with reference to the judicial practice in this field. [ABSTRACT FROM AUTHOR]

The unfortunate events of recent years, due to the non-fulfillment or irresponsible fulfillment of service duties, have brought to the fore the discussions regarding administrative responsibility and liability. The paper below analyzes these two notions in a general way, then from a legal point of view and from the point of view of administrative law. Based on them, we formulate some conclusions and propose solutions, which we consider effective at this moment. [ABSTRACT FROM AUTHOR]

Copyright of Türkiye Adalet Akademisi Dergisi is the property of Justice Academy of Turkey and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Public Administration & Civil Service / Memlekettìk Basķaru Ža̋ne Memlekettìk Ķyzmet is the property of Academy of Public Administration under the President of the Republic of Kazakhstan / Akademiya Gosun and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

As the implementers of government policies, junior civil servants bear the responsibility of providing services to the public. Whether they can put themselves in the people's shoes and show more active service consciousness directly reflects the government's management ability and the realization of service-oriented government goals. Although proactive service behavior has been studied, it has not been brought into the field of government administration. Hence, from the perspective of servant leadership, this study attempts to introduce proactive service behavior (PSB) into the field of government administration, and discusses the promotion strategies of junior civil servants' PSB in China. Through the statistical analysis of 416 junior civil servants collected in the two stages, this study verifies that servant leadership has a significant positive impact on public service motivation and PSB of junior civil servants. Public service motivation (PSM) can partially mediate the promotion effect of servant leadership on junior civil servants' PSB. Role identity can positively moderate the relationship between servant leadership and junior civil servants' PSM, and then affect their PSB. Therefore, this study suggests that leading cadres should integrate servant leadership into daily life, take the lead in providing quality services to their subordinates, and then inspire more proactive service to the masses. [ABSTRACT FROM AUTHOR]

This research aims to explore how technology, data analysis, regulations, and laws can work together in the context of Indonesian Civil Servant talent management. Thus, this research will not only provide in-depth insight into the application of technology in talent management, but also identify challenges and opportunities that must be addressed in the regulatory context relating to the use of Civil Servant personal data. Talent Management within the Indonesian State Civil Servant is a key element in improving the efficiency and quality of public services. The importance of talent management in the context of Civil Servant bureaucracy is increasingly understood, especially in handling increasingly complex societal demands. The quality and competence of Civil Servant has a direct impact on the effectiveness of implementing government tasks. The research method used is qualitative with a literature study approach. The insight of this research shows the potential to provide valuable guidance for stakeholders in government bureaucracy to develop an integrated and effective approach to Civil Servant talent management approach by SMART Civil Servant and BerAKHLAK core value, which can improve public services and maintain integrity in the bureaucratic environment toward a world-class bureaucracy. [ABSTRACT FROM AUTHOR]

Copyright of Secretary (16742354) is the property of Secretary Editorial Office and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study attempts to reveal how civil servant employee voice conduct should be raised by their supervisor in order to make the relocation process of Indonesia's capital from Jakarta to Ibu Kota Nusantara (IKN)- the new name of Indonesia new capital successful. Using a qualitative approach, interpretative phenomenological analysis with an in-depth semi-structured interview is used in this study to explore in detail how participants are making sense of their personal perception regarding their movement to the IKN. The findings of this study found several important factors that are taken into consideration by civil servants in facing the relocation process to IKN, namely the support of family and partners, availability of infrastructure (accessibility to quality education, public services, transportation, and health facilities), accessibility of information, open socialization. and sustainable, as well as the role of leaders in bringing about change.

This research aims to find out; (1) the level of legal awareness of Parepare municipal civil servants; (2) the level of quality of public service for Civil Servants of Parepare municipality; and (3) the significance of the influence of the level of legal awareness on the quality of public services for civil servants in Parepare City. This research is a survey. The population consists of two groups, namely, (1) all civil government officials working at the Parepare City secretariat who are registered in 2022, which has 134 people. A total sample of 35 people was taken using stratified random sampling, and a total sample of 35 people was taken using accidental sampling. Data were collected through questionnaires, observation, documentation, and interviews, and were analyzed using descriptive statistics and simple regression. The research results show that; (1) the level of legal awareness of civil servants at the regional secretariat office of Parepare City in providing public services seen from the aspects of legal knowledge, understanding of the law, legal attitudes, and patterns of legal behavior, is included in the low category; (2) the level of quality of public services in the field of civil servant administration at the regional secretariat office of Parepare City is seen from the aspects of friendliness, simplicity, clarity and certainty, openness (transparency), efficiency, economy, equitable justice, and timeliness of service, including in medium category; (3) there is a significant influence of the quality level of legal awareness on the quality of public services in the field of administration of civil servants at the regional secretariat office of Parepare City. [ABSTRACT FROM AUTHOR]

In many countries, public sector employees are eligible to hold political offices during their employment as civil servants. This often triggers conflict-of-interest concerns that elected public employees might sway policies to their professional benefit. In this article, we build on representation scholarship in political science and public administration to assess such substantive effects of public employees' political representation using detailed Norwegian administrative register and survey data (2003–19). Our main results indicate that public employees differ little from other members within their party in terms of ideology and policy preferences. They do, however, appear to move their party slightly toward the left of the political spectrum, consistent with preference spillover effects induced by heightened public sector representation. Finally, using an instrumental variable approach exploiting close elections, we find that political representation of public employees is associated with at best modest public spending, employment, and wage effects at the local level. [ABSTRACT FROM AUTHOR]

Work-life balance means establishing balance in working, personal, and family life, which constitute the combination of life for a working individual. Balance is a state of well-being, and individuals who can achieve this state of well-being can make positive contributions to their personal life, family life, and working life because balance is an essential factor in health, happiness, and general quality of life. However, today, technological developments, changes in working life, and transformations in individuals' lifestyles make it difficult for the working individual to establish this balance. In parallel with this, the working and private lives of individuals who struggle to maintain work-life balance are negatively affected. In this context, it is a necessity for working individuals to maintain a work-life balance for their well-being, and it is also essential that these individuals are supported by legal regulations and policies developed by the state to ensure their work-life balance. Work-life balance, which has a critical place in today's working life, has been investigated in this study from the perspective of permission policies in Turkey. As a result of the study, it has been determined that the policies aimed at providing work-life balance are unequal regarding permission periods recognized as legal rights between workers and civil servants. In addition, policies for work-life balance are aimed explicitly at providing family-life balance. However, weekly and annual permission periods are genderless and include all employees. [ABSTRACT FROM AUTHOR]

Urgency of the research. Civil service is the core of management activity in any country. The political-legal, socioeconomic, spiritual and cultural progress of the country, ultimately the level of its subjectivity in the international arena, directly depends on the quality of the performance of professional duties by civil servants. The article updates the provision of effective and responsible training of civil servants in modern conditions. Target setting. The effectiveness of the state-building process, the implementation of socio-economic changes, and state management depends on the professional abilities and culture of civil servants as real leaders in the performance of their main duties and the implementation of state functions. Therefore, professional development should be a flexible and operational tool for civil servants to acquire the latest practical skills and competencies, that are needed at a certain point in time to solve specific tasks in their professional activities. Actual scientific researches and issues analysis. The issue of ensuring effective training of civil servants and civil service reforms is the subject of scientific research by such domestic scientists as: N. Alyushina, T. Vasylevska, M. Golovan, G. Yermolayeva, N. Lasna, V. Kozakov, N. Korchak, O. Melnikov, O. ParkhomenkoKutsevil, B. Panchenko, M. Rudakevich, I. Chaplai, etc. The research objective. To determine the professional abilities and competencies of public servants in order to ensure effective and responsible public service in modern conditions. The statement of basic materials. The formation of professional ethics and integrity of civil servants is analyzed as an important prerequisite for ensuring effective and responsible civil service. Emphasis is placed on the rapidity and dynamism of today's realities, which requires civil servants to improve their professional qualities constantly. It is emphasized that the information society and society of knowledge, in comparison with the traditional society, requires a new quality of public service and, accordingly, professional civil servants who are modern in their worldview and professional skills. It is in need to promote the implementation of civil service reforms in the context of the transition to society of knowledge, scientific support for civil service modernization based on international experience is outlined. The importance of using innovative methods of training civil servants, including selfeducation, electronic counseling and training, cooperation with professionals, coaching, etc., has been proven. Conclusions. The importance of using innovative methods of training civil servants, including self-education, electronic counseling and training, cooperation with professionals, coaching, etc., has been proven. It is noted that a modern civil servant is not only a professional manager, but also a moral example for citizens, as he is associated with the state in public consciousness. That is why the formation of professional ethics and integrity of civil servants becomes one of the primary tasks. In general, the current state of the process of professional training of civil servants is determined by the needs of the reform of the civil service in Ukraine, its opportunities to reorganize its activities quickly in accordance with new social needs. [ABSTRACT FROM AUTHOR]

The main legal act regulating the rights of citizens to health protection is Article 20 of the Constitution of the Russian Federation, which states that every citizen of the Russian Federation has the right to free medical care for various health disorders and disability. At the same time, free medical care aimed at preserving the life and health of citizens is provided by medical workers working in municipal, private and other medical institutions. Medical workers have the status of civil servants in accordance with the legislation of the Russian Federation on state civil service. A civil servant is liable under federal law for actions or omissions leading to violation of the rights and legitimate interests of citizens. In this study we consider cases when medical workers who are civil servants commit crimes against the life and health of a citizen in the performance of their duties. We note that despite the large number of offenses committed by medical personnel, there are still no official statistics on these offenses, and therefore it is very difficult to determine the total number of offenses committed by medical personnel. In this study, we conclude that the offenses committed by medical staff are crimes of public danger and medical workers violate their professional obligations in the performance of their professional duties.

ÖZ: Bu çalışmada, Osmanlı İmparatorluğu’nda memurluk vazifesini üstlenmiş devlet adamlarının biyografilerini içeren Sicill-i Ahvâl Defterlerinden tespit edilen Sürmene doğumlu devlet adamlarının hayat hikayeleri ele alınmıştır. Bu bağlamda, Sürmene kâza merkezi ile kâzanın idari yapısı içerisinde bulunan köylerde doğmuş yirmi beş memur tespit edilmiştir. Çalışmada bu memurların doğum yılları ve yerleri, şöhretleri, isimleri, lakapları, unvanları, eğitim durumları, vazifelendirildikleri görevler, aldıkları maaşlar, başarılarından dolayı almış oldukları ödül ile usulsüz girişimler neticesinde haklarında verilen cezalara dair bilgiler aktarılmıştır. Ayrıca babalarının isim, şöhret, unvan ve icra etmiş oldukları son görevlerine dair bilgilere yer verilmiştir. Kayıtlarda geçen bu tür bilgiler imkanlar dahilinde değerlendirmeye tabi tutulmuştur. Bu çerçevede yürütülen çalışmada, Sürmene doğumlu memurların sosyal kökenleri, eğitim durumları, istihdam sahaları, başarı ile yasadışı girişimleri ortaya çıkarılmaya çalışılmıştır. Bu doğrultuda Osmanlı Arşivinde yer alan Dâhiliye Nezareti Sicill-i Ahvâl Defterleri, Memur Sicil Zarfları ve Şûrâ-yı Devlet Sicillerinden istifade edilmiştir. Ayrıca araştırmada inceleme eserlerden de yararlanılarak bu alanda literatüre katkı sağlanması hedeflenmiştir. ABSTRACT: This study addressed the life stories of Sürmene-born statesmen identified in Sicilli Ahvâl Defterleri (Ottoman Employment Record Books) containing the biographies of state officials who occupied the civil servant position in the Ottoman Empire. In this respect, 25 civil servants who were born in downtown Sürmene and villages located within the administrative domain of Sürmene town were identified. The study presented information about these civil servants’ birth dates, birthplaces, reputations, names, nicknames, titles, and education levels as well as duties assigned to them, salaries earned by them, rewards granted to them due to their achievements, and penalties imposed on them because of their wrongful initiatives. Besides, information about their fathers’ names, reputations, and titles as well as the last duties conducted by their fathers was given. Such sort of information included in the records was evaluated within the context of available means. The study performed in this framework endeavored to unveil Sürmene-born civil servants’ social origins, education levels, areas of employment, achievements, and illegal initiatives. To this end, the Employment Record Books of the Ottoman Ministry of Interior, Civil Servant Record Envelopes, and Şûrâ-yı Devlet Sicilleri (Ottoman State Council Records) in Ottoman archives were utilized. The research targeted to contribute to the relevant literature in the field also by making use of review studies.

This article explores the strategies to enhance the capabilities of civil servants in Samarinda City, emphasizing their importance in governance and national development. The research utilizes a mixed method approach, including data from the regional personnel agency and interviews with key informants. The findings suggest that education and training, along with increased budget allocation, are crucial for improving the abilities of civil servants. The article highlights the need for appropriate budget allocation based on the skill needs of each work unit and emphasizes the importance of a positive attitude among government officials. The text also discusses the challenges faced in improving civil servant capabilities and provides recommendations for addressing these obstacles, such as increasing the budget for education and training and improving in-house training programs. [Extracted from the article]

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This paper deals with the topic of a non-active status of civil servant due to organisational reasons. The author specifically focuses on legal grounds that may lead to a civil servant being temporarily placed in a non-active status. The author analyses available defence instruments for civil servants against temporarily leaving the service. During the non-active status, the civil servant does not execute their service, the period of the non-active status is generally limited to six months. If the non-active status exceeds the six-month period it shall be decided to terminate the civil service employment. Additionally, the author provides an overview of the rights and duties of both the civil servant and the appointing authority during the period of non-active status. [ABSTRACT FROM AUTHOR]

The legal regulation of the liability of civil servants for damage caused by them to the civil service contained in Act No. 234/2014 Sb., on the Civil Service, as amended, directly refers to Act No. 262/2006 Sb., the Labour Code, as amended. However, there has been a disagreement among the professional community as to the extent to which certain legislation should be applied. The article therefore focuses on the mapping of the current legislation and its application in practice, while pointing out certain shortcomings and gaps. [ABSTRACT FROM AUTHOR]

The aim of this article is to draw attention to the non-compliance of Czech enactment and possibilities of collective bargaining in civil service in the light of non-legally binding interpretation of responsible state institution (Department of civil service) with the requirements of the Conventions n. 98 and 154 of International Labour Organization, which the Czech Republic ratified and hence are legally binding, and with decisions of the Freedom of Association Committee relevant for these Conventions. After several years, the area of law is regrettably still unclear and considerably disputable as regards its interpretation. [ABSTRACT FROM AUTHOR]

This paper deals with the issue of individuals who are employees of the state (the Czech Republic), but are not civil servants under the Civil Service Act. The author points out the shortcomings that the legislature has committed in the past in defining this group of employees, who, although working in "state administrative offices", do not work in service relationships but in employment relationships (regulated primarily by the Labour Code). The article leads to the interpretation of the examined unclear provision and also contains some topics de lege ferenda. [ABSTRACT FROM AUTHOR]

With the enactment of the State Responsibility Law 26,944 (LRE) and the new Civil and Commercial Code of the Argentine Nation (2014), there is a challenge for regulatory integration in the case of provincial states that do not have their own law that sets the limits and conditions in which it must respond for the damages caused to individuals. The main objective of this article is to analyze the background on the matter, the applicable constitutional and legal norms, as well as the jurisprudential evolution and propose possible solutions for the provinces that do not yet have their own liability law. This descriptive and qualitative work, based on the normative relevance of the federal legal order and the provincial legal systems, analyzes the possible solutions to such a conflict. As the main conclusion, and despite the inapplicability declared by both the civil norm and the LRE, a complementary interpretation of the common provisions of law to cases of damages caused by the State appears as the best solution to the case. [ABSTRACT FROM AUTHOR]

The development of a modern public administration is conditioned by a series of economic constraints on the public sector, by the need to increase the quality and efficiency of public services. Thus, in this context, an effort is necessary to change the organization, to adapt and respond to the needs of citizens, through the new public management, which includes the orientation towards the formation of a culture of performance of the sector. public, characterized by efficiency, effectiveness and the quality of public services. Therefore, there is a clear need to assess the performance of civil service personnel, which is supposed to deliver quality public services. [ABSTRACT FROM AUTHOR]

This study addressed the life stories of Sürmene-born statesmen identified in Sicilli Ahvâl Defterleri (Ottoman Employment Record Books) containing the biographies of state officials who occupied the civil servant position in the Ottoman Empire. In this respect, 25 civil servants who were born in downtown Sürmene and villages located within the administrative domain of Sürmene town were identified. The study presented information about these civil servants' birth dates, birthplaces, reputations, names, nicknames, titles, and education levels as well as duties assigned to them, salaries earned by them, rewards granted to them due to their achievements, and penalties imposed on them because of their wrongful initiatives. Besides, information about their fathers' names, reputations, and titles as well as the last duties conducted by their fathers was given. Such sort of information included in the records was evaluated within the context of available means. The study performed in this framework endeavored to unveil Sürmene-born civil servants' social origins, education levels, areas of employment, achievements, and illegal initiatives. To this end, the Employment Record Books of the Ottoman Ministry of Interior, Civil Servant Record Envelopes, and Şûrâ-yı Devlet Sicilleri (Ottoman State Council Records) in Ottoman archives were utilized. The research targeted to contribute to the relevant literature in the field also by making use of review studies. [ABSTRACT FROM AUTHOR]

Currently, in specialized studies, the idea of responsibility and legal liability of the state to the citizen is increasingly addressed as an inherent condition of the rule of law. By essence, this implies the responsibility of public authorities for the way in which state power is exercised. Despite its importance and actuality, the given problem is little studied at the scientific level, especially in our country. Over time, the responsibility, initially non-existent, of the state for the mistakes of its agents, became primary, and their responsibility became secondary. It is clearly preferable to hold the state responsible more and more, because it offers a much faster and safer guarantee of recovery of the damage, and the liability for errors is a patrimonial one. At the same time, the state is responsible for the training of people, its agents who represent it, so that, through this training, the existence of any deficiencies in their training must be avoided. [ABSTRACT FROM AUTHOR]

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Copyright of Revista do Serviço Público (Civil Service Review) is the property of Revista do Servico Publico and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aimed to determine the effect of career rotation on the career development of civil servant of the educational staff in Serang city, Banten province, Indonesia. We used a quantitative approach and survey method with correlational techniques through multiple linear regression analysis. The method used in this study is case study. The data taken in this study is regarding career development and rotation of civil servant of the educational staff. The entire data is primary data, namely data from research respondents. The data was collected using a questionnaire in the form of an instrument. In this study, the results of regression linearity where the Fcount value was 0.825 and the probability significance value was 0.747 so that rotation positively affects the career development of civil servant of the educational staff in Serang City, Banten Province, Indonesia. It means that if the rotation is carried out on target, it will be followed by the career development of civil servant of the educational staff in Serang city, Banten province, Indonesia.

One indication of the low quality of civil servants is the existence of disciplinary violations within the West Kotawaringin Regency Government. Constraints faced by a Civil Servant in the application of Civil Servant discipline are the lack of strict sanctions given by the authorized official and the erosion of Civil Servant discipline. The purpose of this study is to analyze the application of civil servant discipline based on Government Regulation No. 53 of 2010 concerning Civil Servant Discipline and analyze the factors that encourage and hinder the discipline of Civil Servants in the West Kotawaringin Regency Government with reference to the theory proposed by Nitisemito, namely Purpose and Ability, Leading Example, Prosperity, Threat and Assertiveness. This research method is qualitative. Data was collected through interviews, observation and documentation, the selection of informants was carried out by purposive sampling, namely the selection of informants with the consideration that the informants really knew or were directly involved with the research focus. The data analysis technique used is data reduction, data presentation and conclusion drawing. The solution to the disciplinary problem is the existence of sanctions or strict action if a Civil Servant is proven to have committed a disciplinary violation which aims to provide a deterrent effect and shock therapy so that other Civil Servants do not imitate or commit more serious violations.

Copyright of Pro Publico Bono - Magyar Közigazgatas is the property of National University of Public Service and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)