Showing items related by title, author, creator and subject.

• Lao PDR - Civil Service Pay and Compensation Review : Attracting and Motivating Civil Servants

  World Bank (World Bank, 2012-03-19)

  Lao PDR is at a point on its development
 trajectory where strategic attention to administrative
 performance is crucial. An efficient and high-performing
 civil service, with the compensation and human resource
 management systems to attract and motivate qualified
 personnel, will be essential to Lao PDR's development
 efforts. The ministerial-level Public Administration and
 Civil Service Authority (PACSA) is currently spearheading
 the drafting of a comprehensive new civil service management
 strategy that will be implemented over the period 2010-2020,
 with a number of important reforms to strengthen the civil
 service anticipated to take place within the next five
 years. Key objectives include improvements in human resource
 policies and planning, salary reform, and enhanced
 performance management. In order to present as comprehensive
 a picture as possible of the Lao civil service pay and
 compensation system, and its strengths and challenges, this
 report comprises four chapters. The first characterizes the
 Lao civil service in perspective. The second examines how
 civil servants are compensated. The third assesses whether
 they are compensated adequately. The fourth summarizes civil
 servants own characterization of their incentives in both
 compensation- and non-compensation-related terms. A brief
 conclusion points to a set of principles for civil service
 reform and outlines three sequenced steps toward achieving a
 more rational civil service pay and grading system.
• Is Class I Top Tier? Can the Civil Service be a Key to Progress in Bangladesh?

  World Bank (Washington, DC, 2006-12)

  The purpose of this study is to help the government of Bangladesh establish a more effective and efficient civil service to move the country toward its goals for social and economic development. The report begins by examining the scope of previous civil service reform initiatives in Bangladesh and the reasons why their track record has been so poor. This investigation focuses on civil service management practices, such as recruitment, training, performance evaluation, promotion, and career management. The rules and practices guiding these elements of personnel management most directly affect civil servants behavior and their approach to their tasks. Although Bangladesh s civil service comprises nearly a million officials, this study is deliberately restricted to a small group - the Class I officers, who make up only 10 percent of the civil service. This group is at the tip of the civil service pyramid; it has the potential to function as the spearhead of reform. The study makes two major recommendations: Give additional emphasis to merit in managing the civil service; and focus on the fundamentals of civil service reform, where tinkering at the edges has been unproductive, by building a stronger legal framework, more independent oversight, and better tools for managing performance.
• Civil Society and Peacebuilding : Potential, Limitations and Critical Factors

  World Bank (Washington, DC, 2012-06-11)

  This report develops and discusses a new analytical framework to understand the functions of civil society in peace building. In theory and practice, there is a wide variety of ways to categorize civil society contributions to development and peacebuilding. Donors tend to employ actor-oriented perspectives, focusing on supporting activities of different types of civil society organizations in a given situation. This report proposes to move toward a functional perspective, centered on the roles that different actors can play in conflict situations. The analysis shows that civil society can make numerous positive contributions and have unique potential to support peacebuilding and conflict mitigation. It can do so independently as actor in its own right, or in relation to peacebuilding processes and programs led by Governments or the international community. Despite many successful initiatives on the ground, however, civil society should not be considered a panacea. The existence of civil society per se cannot be equated with the existence of peacebuilding actors. Similarly, civil society strengthening and support does not automatically contribute to peacebuilding. While civil society organizations are frequently actors for peace, they equally have the potential to become actors of violence. So far, outcomes and impacts of different civil society peace interventions have not been sufficiently evaluated. Civil society and donors need to more strategically identify the objectives and demonstrate the relevance of the particular approaches they propose to engage in different phases of conflict/peacebuilding. Without greater clarity regarding objectives and intended impacts, and, without addressing existing institutional constraints and distortions, activities run the risk of being well-intentioned, but unlikely to achieve sustainable results.