DOCSLIB.ORG

Comparative Study of Public / Civil Service

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Comparative Study of Public / Civil Service FOREWORD The Public or Civil Service Commission is an important organ of modern state. In most of the countries, it has been established as a constitutional body. It is constituted by a constitutional provision, law or an executive order with prime responsibilities of selecting suitable candidates for various civil service posts and providing necessary advice to the government in various aspects of civil service management like recruitment, appointment, promotion and departmental actions. The Commissions provide a workplace that is free from discrimination. Further the Commissions recognise and utilise the diversity, highest ethical standards, and are responsive to the governments in providing frank, honest, comprehensive, accurate and timely advices. They also deliver services fairly, effectively, impartially to the public and promote equity in employment in professional manner based on merit. The first Meeting of the Chiefs of Public/Civil Service Commissions of SAARC Member States was held in New Delhi from 20 – 22 November 2010, wherein, it was felt that there could be an exchange of views and ideas on matters relating to the recruitment, selection and promotion of civil servants and the exchange of best practices. It was also observed by the delegates of that a wide range of dissimilarities were prevailing in the functions assigned to the Commissions in the region. It was desired to have strong and dynamic Public/ Civil Services that have attributes of accountability, transparency, and trust and respect of the people. In this context, the SAARC Secretariat was entrusted the responsibility to undertake a comparative research study on similarities/dissimilarities of the Public/Civil Service Commissions of SAARC Member States. The SAARC Secretariat assigned this study to the SAARC Human Resource Development Center (SHRDC), Islamabad, Pakistan. In the 2nd Meeting of Chiefs of Public/Civil Service Commissions of SAARC Member States, hosted by Federal Public Service Commission, Pakistan held on December 4-6, 2012, the Director, SHRDC, presented the salient features and questionnaire for the objectives of the study: • Compare similarities and dissimilarities of the Public/ Civil Service Commissions of the SAARC Member States • Identify the strengths, weaknesses and challenges faced by the Commissions • Review the Commissions best practices prevailing in the region and • Share best international practices to indigenize what may suite the Commissions of the SAARC Member States. The meeting approved the questionnaire after incorporating the suggestions/ inputs of the delegates. The SHRDC has prepared a draft report for circulation among the respective Public/Civil Service Commissions through SAARC Secretariat. As the second meeting had decided to discuss the report during the third meeting of the Chiefs of Public/Civil Service Commissions of SAARC Member States which is scheduled to be held in Colombo, Sri Lanka from 10-12 January 2014. i The report reveals similarities and dissimilarities, strengths, weaknesses, grey areas and challenges and identifies best practices prevailing in the Public/Civil Service Commissions of SAARC Member States. The recruitment system of some of the developed countries has also been highlighted in order to review the best international practices for the latter's adaptation, as may suite the Commissions. I am confident that in light of the study recommendations, the Public/Civil Services Commissions would be able to reach a road map that could be beneficial in the region, to promote merit-based and impartial mechanisms to select public/civil Servants. I hope that the third meeting of the Chiefs of Public / Civil Service Commissions of SAARC Member States would take appropriate decisions to implement the recommendations of the study. The early comments and inputs, if any, from the respective Commissions would enable the SHRDC to incorporate them and finalize for presenting the final report before the 3rd Meeting in Colombo, Sri Lanka. H.E. Mr. Ahmed Saleem Secretary General SAARC Secretariat Kathmandu-Nepal ii ACKNOWLEDGEMENT I am highly indebted to Mr. Ahmed Saleem, Secretary General, SAARC Secretariat, for assigning this research study to SHRDC and acknowledge his keen interest and support during the course of this assignment. I am thankful to all the delegates of the 2nd meeting of the Chiefs of the Public/ Civil Service Commissions of Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan and Sri Lanka, held on December 4-6, 2012 in Islamabad, Pakistan for their encouragement and input in finalizing the study questionnaire. I wish to express my deepest appreciation to the Chairpersons, Members/ Commissioners, Secretaries, Additional Secretaries, Director Generals and allied officers/officials of the Public/Civil Service Commissions of the SAARC Member States for their support and cooperation in completing the questionnaire and providing relevant information/documents. It was not possible for SHRDC to carry out this assignment without their valuable assistance. I am grateful to the Ministries of External/Foreign Affairs of the SAARC Member States for their facilitation and cooperation during the course of this study. I acknowledge the services of Mr. Dhan Bahadur Oli, Director (IPA-Admn.) SAARC Secretariat for lending a helping hand during this crucial period. I have a high regard for Mian Muhammad Sarwar, Director General and Mr. Nasir Pervaiz, Assistant Director, FPSC Islamabad for giving detailed briefing/ presentation in understanding the functions and other related matters of the Commission. I extend my thanks to M/S PURE Foundation for their help and support for data entry and analysis of the study results. Finally, I would like to appreciate and acknowledge the efforts of the Research Team in report writing and the staff members of SHRDC for their cooperation, help and providing conducive working environment. They have worked hard even beyond the office hours in completing this research study. Dr. Riffat Aysha Anis Director SAARC HRD Centre Islamabad-Pakistan iii ACRONYMS ARC Administrative Reforms Commission ARS Administrative Reforms Secretariat BCS Bangladesh Civil Service BCSR Bhutan Civil Service Regulations BPSC Bangladesh Public Service Commission CDC Community Development Council CS Central Secretariat CSA Civil Service Academy CSA Civil Service Act CSB Central Selection Board CSC Civil Service Commission CSC Civil Service College CSMD Civil Service Management Directorate CSP Civil Service of Pakistan CSS Central Superior Services CSSB Civil Service Selection Board CTP Common Training Programme DFAT Department of Foreign Affairs and Trade DPC Departmental Promotion Committee EID Employee Identity EPF Employees Provident Fund FPO Final Passing Out FPSC Federal Public Service Commission FSAC Fast Stream Assessment Centre GTP Graduate Trainee Program HRMIS Human Resource Management Information System IAS Indian Administrative Service IARCSC Independent Administrative Reform and Civil Service Commission ICT Information and Communication Technology IPS Indian Police Service IVR Interactive Voice Response System KVACC Kathmandu Valley Application Collection Centre MAP Management Associate Programme MCQ Multiple Choice Question MCS Malaysian Civil Service NAB National Accountability Bureau NCGR National Commission for Government Reforms NRB National Reconstruction Bureau OBC Other Backward Classes OMR Optical Mark Reader PAR Public Administrative Reform PAS Pakistan Administrative Service PSA Public Service Act PSC Public Service Commission PSD Public Service Division RCSC Royal Civil Service Commission RD Regional Directorate SAARC South Asian Association for Regional Cooperation SAS Singapore Administrative Service SC Scheduled Castes SCS Singapore Civil Service SCS Singapore Civil Service SHRDC SAARC Human Resource Development Centre ST Scheduled Tribes STP Specialized Training Programme UK United Kingdom UPSC Union Public Service Commission ZO Zonal Office CONTENTS Foreword i Acknowledgment iii Acronyms iv Executive Summary 1 Chapter-1 Introduction 1. Introduction 12 1.1. The South Asian Association for Regional Cooperation (SAARC) 12 1.2. Public/Civil Service Commission 12 2. Background of the Study 12 3. History of Public/Civil Service Commissions 13 4. Objectives of the Study 14 5. Methodology 14 6. Outcomes of the Study 15 Chapter-2 Major Civil Service Reforms in SAARC Member States 1. Objective of Civil Service Reforms 17 2. Civil Service Reforms in Afghanistan 17 2.1. Major Achievements during the Last Decade 17 2.2. Benefits of Reform for the Government 18 2.3. Benefits of Reform for Civil Service Organizations 18 2.4. Benefits of Reforms for Individuals 18 3. Civil Service Reforms in India 18 3.1. The First Administrative Reforms Commission (ARC) 18 3.2. Recruitment Reforms 20 3.3. Reforms in Training Aspect of Civil Services 21 3.4. Grading Reform 22 3.5. Performance Appraisal 22 3.6. Management of the Civil Services 23 3.7. Implementation of the Recommendations 23 4. Civil Services Reforms in Nepal 24 4.1. Buch Commission 2009 24 4.2. Administration Reorganization Planning Commission, 2013 24 4.3. Veda Nanda Jha Commission, 2025 24 4.4. Dr. Bhesh Bahadur Thapa Commission, 2032 24 4.5. High Level Administrative Reform Commission, 2048 24 5. Civil Services Reforms in Pakistan 24 5.1. Major Reforms Since 1947 Before General Musharraf Era 24 5.2. Administrative Reforms Initiatives in General Musharraf Era 27 5.3. Impact of Civil Service Reforms on Civil Service Delivery
Load more

Recommended publications
  • Nigeria's Constitution of 1999
    PDF generated: 26 Aug 2021, 16:42 constituteproject.org Nigeria's Constitution of 1999 This complete constitution has been generated from excerpts of texts from the repository of the Comparative Constitutions Project, and distributed on constituteproject.org. constituteproject.org PDF generated: 26 Aug 2021, 16:42 Table of contents Preamble . 5 Chapter I: General Provisions . 5 Part I: Federal Republic of Nigeria . 5 Part II: Powers of the Federal Republic of Nigeria . 6 Chapter II: Fundamental Objectives and Directive Principles of State Policy . 13 Chapter III: Citizenship . 17 Chapter IV: Fundamental Rights . 20 Chapter V: The Legislature . 28 Part I: National Assembly . 28 A. Composition and Staff of National Assembly . 28 B. Procedure for Summoning and Dissolution of National Assembly . 29 C. Qualifications for Membership of National Assembly and Right of Attendance . 32 D. Elections to National Assembly . 35 E. Powers and Control over Public Funds . 36 Part II: House of Assembly of a State . 40 A. Composition and Staff of House of Assembly . 40 B. Procedure for Summoning and Dissolution of House of Assembly . 41 C. Qualification for Membership of House of Assembly and Right of Attendance . 43 D. Elections to a House of Assembly . 45 E. Powers and Control over Public Funds . 47 Chapter VI: The Executive . 50 Part I: Federal Executive . 50 A. The President of the Federation . 50 B. Establishment of Certain Federal Executive Bodies . 58 C. Public Revenue . 61 D. The Public Service of the Federation . 63 Part II: State Executive . 65 A. Governor of a State . 65 B. Establishment of Certain State Executive Bodies .
    [Show full text]
  • Smith Alumnae Quarterly
    ALUMNAEALUMNAE Special Issueue QUARTERLYQUARTERLY TriumphantTrT iumphah ntn WomenWomen for the World campaigncac mppaiigngn fortififorortifi eses Smith’sSSmmitith’h s mimmission:sssion: too educateeducac te wwomenommene whowhwho wiwillll cchangehahanngge theththe worldworlrld This issue celebrates a stronstrongerger Smith, where ambitious women like Aubrey MMenarndtenarndt ’’0808 find their pathpathss Primed for Leadership SPRING 2017 VOLUME 103 NUMBER 3 c1_Smith_SP17_r1.indd c1 2/28/17 1:23 PM Women for the WoA New Generationrld of Leaders c2-50_Smith_SP17.indd c2 2/24/17 1:08 PM “WOMEN, WHEN THEY WORK TOGETHER, have incredible power.” Journalist Trudy Rubin ’65 made that statement at the 2012 launch of Smith’s Women for the World campaign. Her words were prophecy. From 2009 through 2016, thousands of Smith women joined hands to raise a stunning $486 million. This issue celebrates their work. Thanks to them, promising women from around the globe will continue to come to Smith to fi nd their voices and their opportunities. They will carry their education out into a world that needs their leadership. SMITH ALUMNAE QUARTERLY Special Issue / Spring 2017 Amber Scott ’07 NICK BURCHELL c2-50_Smith_SP17.indd 1 2/24/17 1:08 PM In This Issue • WOMEN HELPING WOMEN • A STRONGER CAMPUS 4 20 We Set Records, Thanks to You ‘Whole New Areas of Strength’ In President’s Perspective, Smith College President The Museum of Art boasts a new gallery, two new Kathleen McCartney writes that the Women for the curatorships and some transformational acquisitions. World campaign has strengthened Smith’s bottom line: empowering exceptional women. 26 8 Diving Into the Issues How We Did It Smith’s four leadership centers promote student engagement in real-world challenges.
    [Show full text]
  • Sharpening the Sword of State Building Executive Capacities in the Public Services of the Asia-Pacific
    SHARPENING THE SWORD OF STATE BUILDING EXECUTIVE CAPACITIES IN THE PUBLIC SERVICES OF THE ASIA-PACIFIC SHARPENING THE SWORD OF STATE BUILDING EXECUTIVE CAPACITIES IN THE PUBLIC SERVICES OF THE ASIA-PACIFIC Edited by Andrew Podger and John Wanna Published by ANU Press The Australian National University Acton ACT 2601, Australia Email: [email protected] This title is also available online at press.anu.edu.au National Library of Australia Cataloguing-in-Publication entry Title: Sharpening the sword of state : building executive capacities in the public services of the Asia-Pacific / editors: Andrew Podger, John Wanna. ISBN: 9781760460723 (paperback) 9781760460730 (ebook) Series: ANZSOG series. Subjects: Public officers--Training of--Pacific Area. Civil service--Pacific Area--Personnel management. Public administration--Pacific Area. Pacific Area--Officials and employees. Pacific Area--Politics and government. Other Creators/Contributors: Podger, A. S. (Andrew Stuart), editor. Wanna, John, editor. Dewey Number: 352.669 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted in any form or by any means, electronic, mechanical, photocopying or otherwise, without the prior permission of the publisher. Cover design and layout by ANU Press. Cover photograph adapted from: ‘staples’ by jar [], flic.kr/p/97PjUh. This edition © 2016 ANU Press Contents Figures . vii Tables . ix Abbreviations . xi Contributors . xvii 1 . Public sector executive development in the Asia‑Pacific: Different contexts but similar challenges . 1 Andrew Podger 2 . Developing leadership and building executive capacity in the Australian public services for better governance . 19 Peter Allen and John Wanna 3 . Civil service executive development in China: An overview .
    [Show full text]
  • The Need for Policy Stability in Education a Critique Of
    THE NEED FOR POLICY STABILITY IN EDUCATION A CRITIQUE OF EDUCATION POLICY FORMATION: RESEARCH AND ANALYSIS (ENGLAND) In its 2015 analysis of education policy in the UK, as compared to other An Institute of Government report in 2017 described an jurisdictions, the OECD singled out the UK system as being particularly education environment of ‘costly policy change and churn: subject to churn. In the UK, ‘rather than build on the foundations laid by New organisations replace old ones; one policy is ended previous administrations, the temptation is always to scrap existing while a remarkably similar one is launched’ (Norris and Adam initiatives and start afresh’ (OECD 2015, 152). 2017, 3). Version 3.0 18.2.20 (see end for version control) V 2.0 17th December 2019 Wall, Warriner, Luck – December 2019 1 The need for policy stability in education: content 1. EXTENT OF POLICY CHANGE IN EDUCATION 2. EXAMPLES OF POLICY CHANGE AND CHURN 3. PROBLEMS CREATED BY CONSTANT CHANGE 4. INSTITUTIONAL ENABLERS OF CHANGE 5. FACTORS DRIVING SO MUCH CHANGE AND CHURN 6. LESSONS FROM OVERSEAS 7. CONCLUSIONS AND RECOMMENDATIONS Wall, Warriner, Luck – December 2019 2 EXTENT OF POLICY CHANGE IN EDUCATION Slides • Summary: policy change and churn is the dysfunctional characteristic of Education in England • There have been over 80 Government Acts relating to Education since 1979 • Education Acts have run at three to five times other departments • The House of Lords highlighted the greater issue with “secondary legislation” in 2009 • Statutory Instruments have run at an average of 88 per year since 1988 • Statutory Instruments determine policy in the most critical areas of Education • Education Acts are constantly reworked so there is no continuity • The extent of existing policy makes it incomprehensible Wall, Warriner, Luck – December 2019 3 There have been over 80 Acts relating to education since 1979 • Education in England is characterised by high levels of ‘policy churn’ and this is driven through government legislation.
    [Show full text]
  • Download the 12 Days of Canvas
    SPECIAL CHRISTMAS EDITION 2018 BY THE12 DAYS OF CANVAS THE 12 DAYS OF CANVAS As 2018 draws to an end and the spirit of Christmas is upon us, at Saxton Bampfylde we have collated our own special series: ’The 12 Days of CANVAS’. This is a celebration of leadership from those we have had the honour of interviewing in 2018 for our insights publication, CANVAS. The open and honest thoughts individual was emphasised through reflected in these selected pieces many of our discussions, particularly highlight the depth of insight, as we enter a world of automation reflection, dedication and hopefulness and Artificial Intelligence. With this that exists amongst the leadership emphasis on human behaviour, all of of those sectors we work with. The our leaders highlighted the need to themes have been varied as would work more closely together, express be expected from conversations diversity of thought, and collaborate spanning so many sectors. However, through partnership working. what has shown is how much synergy exists across public, private We first started CANVAS in 2016 and not-for-profit life in the UK and and since then have produced 20 beyond. Change is a constant; that editions. Our readership has reached is overwhelmingly acknowledged. thousands of executives and board Political, economic, technological, leaders in the UK and globally. We and social change is everywhere. hope these selected interviews from This ever-changing environment has the past 12 months inspire, provoke given rise to a widespread focus on thought, start conversations and spur innovation. action. We hope you enjoy ‘The 12 days of CANVAS’ and welcome any Our conversations with leaders comments and thoughts you may made it clear that this is evident and have on the themes raised.
    [Show full text]
  • HMG Scholarships Cluster Review March 2015
    HMG Scholarships Cluster Review March 2015 The review was conducted by: Amanda Spielman, Chair of Ofqual. 1 Contents Executive Summary 3 Recommendations 6 Context, Purpose and Scope 9 Rationale 12 Implementation 16 Scheme Descriptions 21 Scheme Allocation 27 Scheme Oversight 31 Scheme Phases 33 Scheme Finances 38 Annexes 45 A – Terms of Reference 46 B – 2013 Triennial Review of CSC - Recommendations 48 C – 2013 Triennial Review of MACC - 50 Recommendations D – 2014 Internal Review of the Chevening 52 Programme - Recommendations E – Commonwealth Scholarship Scheme Overview 54 F – Marshall Scholarship Scheme Overview 55 G – Chevening Scholarship Programme Overview 56 H – Newton Fund Overview 57 I – Chevening Administration Cost Efficiencies – 59 note prepared by ACU J – Scholarship Country Coverage 62 K – Stakeholders Consulted 67 2 Scholarships Cluster Review Executive Summary Context This cluster review follows the individual triennial reviews of the two scholarship non- departmental public bodies(NDPB), the Commonwealth Scholarship Commission (CSC) and the Marshall Aid Commemoration Commission (MACC), as well as an internal review by the FCO of the Chevening scholarship scheme. Its aim was to find whether there is scope for further efficiencies and synergies, and if so what structure, administration or delivery might realise those improvements. Scholarship schemes build soft power, in the short and long term; they promote international development; they enhance the reputation of UK universities; they recognise and promote the highest standards of intellectual achievement; they build international academic communities; they recognise and promote the highest standards of intellectual achievement; and they project British excellence abroad, promoting the UK internationally as a place to visit, study and do business.
    [Show full text]
  • Media Invitation Not for Publication
    MEDIA INVITATION NOT FOR PUBLICATION 2 March 2016 Youths take action to effect positive change to the environment More than 800 youths will come forward to honour our Founding Father’s legacy of a clean and green Singapore in March. Making a stand for environmental protection, these youths debunk the myth that young Singaporeans lack idealism. They will be joined by Mr Baey Yam Keng, Parliamentary Secretary of the Ministry of Community, Culture and Youth. 2 As an environmental steward and advocate, Outward Bound Singapore (OBS) will facilitate this cause-worthy effort through two programmes on Pulau Ubin and Coney Island: (i) OBS Project IsLand-A-Hand (PIAH) – 5 March 3 After its first successful run in November 2015, the OBS PIAH will enable youth volunteers who are committed to improving the natural environment, protecting wildlife and preserving biodiversity to embark on various environmental initiatives. 4 Following activities such as mangrove and coastal clean-ups, reforestation and species survey, youths will also come together through a SGfuture engagement session to contribute ideas on how they can take action to promote greater environmental consciousness, responsibility and stewardship. 5 The details of the programme are: Date : Saturday, 5 March 2016 Time : 10.30am – 4.30pm 2 Registration Venue : Punggol Jetty End of Punggol Road Please refer to Annex A for the location map Event Venue : Coney Island / Pulau Ubin 6 Should you wish to cover this event, please confirm your attendance with our media liaison officers by Thursday, 3 March 2016. (ii) OBS Nature Appreciation Programme (NAP) – 15 March 7 OBS will also be opening its campus to the public for the first time, for a series of school holiday Nature Appreciation Programme to encourage youths to appreciate the rich biodiversity in their environment.
    [Show full text]
  • Final Analysis Sub. H.B
    Final Analysis William Cramer Legislative Service Commission Sub. H.B. 187 126th General Assembly (As Passed by the General Assembly) Reps. Buehrer, Uecker, Hagan, Gilb, Martin, D. Evans, Aslanides, Seaver, Schaffer, Daniels, Combs, Wagner, Blasdel, Blessing, Bubp, Calvert, Collier, Core, Dolan, Faber, Flowers, Gibbs, Hood, Law, Peterson, Raga, Raussen, Reidelbach, Reinhard, Schneider, Seitz, Setzer, Wagoner, Webster, D. White, J. White, Wolpert Sens. Wachtmann, Cates, Stivers, Niehaus Effective date: March 30, 2007; Sections 1, 2, 3, 4, 5, and 6 effective July 1, 2007 ACT SUMMARY · Implements recommendations of the Civil Service Review Commission and makes other changes to the civil service laws, including changes to the statutory provisions concerning workforce reductions, employee discipline, employee categories, classification, compensation and benefits, hiring and promotions, and appeals and due process. TABLE OF CONTENTS Background .......................................................................................................................3 Overview of the act ..........................................................................................................3 Workforce reduction........................................................................................................3 Layoffs...........................................................................................................................3 Displacement privileges ..............................................................................................3
    [Show full text]
  • Lee Kuan Yew Our Founding Prime Minister 1923 – 2015
    A commemorative publication by Challenge magazine Remembering Lee Kuan Yew Our Founding Prime Minister 1923 – 2015 His ideas and impact on the Singapore Public Service P • 1 FOREWORD FOUNDING OurPRIME MINISTER... of his legendary attention to detail, his exacting performance standards and the clarity of purpose he applied to every problem. They also found the side of him that was a caring boss. But underpinning all these was Mr Lee’s unwavering dedication to keeping Singapore successful. For Mr Lee, if something was worth doing for Singapore and Singaporeans, it was worth doing it very well. We saw this, for example, in his dedication to the cause of the trade unions, so that Mr Lee Kuan Yew at the 2014 National Day Parade. Source: Suhaimi Abdullah/Getty Images workers can have a share in the fruits of the nation’s progress; his promotion of home ownership so that every Singaporean has a stake in the country; his Our founding Prime Minister, Mr Lee Kuan Yew, personal attention to the greening of Singapore died on March 23, 2015, at the age of 91. which he saw as a means of gifting to every Singaporean, no matter his station in life, a very To say that Mr Lee served Singapore and Singaporeans conducive urban environment. The list is endless. for almost all of his adult life would be understating his extraordinary contributions. Mr Lee and his Mr Lee’s passing is a poignant moment in Singapore’s Old Guard colleagues played indispensable roles in history, a moment for all of us to pause and reflect transforming Singapore from a Third World country on his contributions to Singapore.
    [Show full text]
  • Annual Report for Fiscal Year 2007-08
    THE CITY AND COUNTY OF SAN FRANCISCO Civil Service Commission Annual Report Annual Report Fiscal Year 2006–07 Fiscal Year 2007–08 1 THE CITY AND COUNTY OF SAN FRANCIscO 2 Civil Service Commission Civil Service Commission Commission Staff Donald A. Casper Anita Sanchez PRESIDENT (ELEctED JUNE 2, 2008) EXECUTIVE OFFICER Morgan R. Gorrono Sandra Eng VICE PRESIDENT AssIstANT EXECUTIVE OFFICER Alicia D. Becerril Luz Morganti COmmISSIONER SENIOR PERSONNEL ANALYst Mary Y. Jung Elizabeth Aldana COmmISSIONER ADMINISTRATIVE AssISTANT Yu-Yee Wu Sheridan Lizzette Henríquez COmmISSIONER RULES, PERSONNEL & OFFICE COORDINATOR Gloria Sheppard AppEALS COORDINATOR Annual Report Fiscal Year 2007–08 3 THE CITY AND COUNTY OF SAN FRANCIscO 4 Civil Service Commission Table of Contents Mission and Vision ................................................................................................................................................................................................................7 Highlights of Fiscal Year 2007-08 ..................................................................................................................................................................................8 The Commission Members ...........................................................................................................................................................................................10 Membership ...............................................................................................................................................................................................................10
    [Show full text]
  • JC-0529 Chair, Intergovernmental Relations Comrnittee Texas State Senate Re: Whether a County Civil-Service Commission P-0
    ) OFFICE OF THE ATTORNEY GENERAL . STATE OF TEXAS JOHN CORNYN July 9,2002 The Honorable Frank Madla Opinion No. JC-0529 Chair, Intergovernmental Relations Comrnittee Texas State Senate Re: Whether a county civil-service commission P-0. Box 12068 or a sheriffs department civil-service commission Austin, Texas 78711 may adopt a rule that permits an award of back pay to an employee after the commission modifies a disciplinary action taken against that employee (RQ-0504-JC) Dear Senator Madla: Section 158.009 of the Local Government Code requires a county civil-service commission formed under chapter 158, subchapter A to adopt rules regarding, among other things, county employees ’ “substantive rights, . benefits, and working conditions.” TEX. Lot. GOV’T CODE ANN. 8 158.009(a)(S) (V emon 1999). Section 158.035 similarly requires a sheriffs department civil- service commission formed under chapter 15 8, subchapter B to adopt rules regarding, among other things, employees ’ “substantive rights, . benefits, and working conditions.” Id. fj 158.035(a)(X). You ask whether a civil-service commission formed under either chapter 158, subchapter A or subchapter B has sufficient authority to adopt a rule that “permits awarding back pay to an employee after the Commission modifies a disciplinary action taken against” the employee, “where such modification results in either a full or partial restoration of that employee’s position.“’ We conclude that a civil-service commission’s statutory rule-making authority includes authority to adopt such a rule under either subchapter A or B. Chapter 158 of the Local Government Code is divided into two subchapters, A and B.
    [Show full text]
  • Open PDF File, 267.02 KB, for Godere, Jeffrey V. City of Chicopee 2/13/20
    COMMONWEALTH OF MASSACHUSETTS CIVIL SERVICE COMMISSION One Ashburton Place, Room 503 Boston, MA 02108 JEFFREY GODERE, Appellant v. D1-18-217 CITY OF CHICOPEE, Respondent Appearance for Appellant: Andrew J. Gambaccini, Esq. Reardon, Joyce & Akerson, P.C. 4 Lancaster Terrace Worcester, MA 01609 Appearance for Respondent: Thomas J. Rooke, Esq. City of Chicopee Law Department 17 Springfield Street Chicopee, MA 01013 Commissioner: Christopher C. Bowman DECISION On November 8, 2018, the Appellant, Jeffrey Godere (Sgt. Godere), pursuant to the provisions of G.L. c. 31, § 43, filed an appeal with the Civil Service Commission (Commission) contesting the decision of the Respondent, the City of Chicopee (City) to terminate his employment as a police sergeant. I held a pre-hearing conference at the Springfield State Building in Springfield, MA on November 28, 2018. I held a full hearing at the same location on February 27, 2019 and March 13, 2019.1 On March 14, 2019, a conference call was held to take additional testimony. At the request of Sgt. Godere, the proceedings were declared public. Three 1 The Standard Adjudicatory Rules of Practice and Procedure; 801 CMR §§ 1.00 et. seq.; apply to adjudications before the Commission, with G.L. c. 31, or any Commission rules, taking precedence. 1 (3) CDs were made of the hearing, including the conference call.2 Both parties submitted proposed decisions to the Commission. FINDINGS OF FACT: Based upon the documents entered into evidence (Respondent Exhibits 1-21 and Appellant Exhibits 1-15), stipulated facts, the testimony of: Called by the City: . William Jebb, Chicopee Police Chief; .
    [Show full text]