Support to Government FBiH and Civil Service Agency FBiH in effective PAR Implementation
Background
The project is based upon general consensus amongst both national and international partners as to the need for a ‘merit-based’ approach to the management and development of civil servants, leading to more user-oriented and performance driven culture and attitudes amongst civil servants combined with upgrading competences, practices and procedures at all levels.
The CSA is designed to achieve effective implementation of the CSL and the wider short / medium-term Public Administration Reform (PAR) priorities and strategy as determined by the FBiH Government. After achieving significant progress during the first project of support to the Agency as well as in the Project of Support to BiH PAR (Policy/strategy development and HRM – appraisal and selection), in this phase UNDP will place major emphasis upon modernising the Human Resources Management function through the introduction of modern HRM concepts, procedures and practices across FBiH Government structures, including Human Resources Information Software (HRIS), aiming at improving work efficiency, transparency and professionalism of the Civil Service.
In addition, the objective of the Project is to boost and assist the FBiH Government participation in the PAR process, both technically and organisation wise, making them an effective partner in the overall BiH PAR and even a leader in some of its segments.
Objectives
With this project, UNDP aims to support the Government of FBiH and the FBiH CSA in strengthening their approach to PAR and to increase the scope and value of its reform objectives through the following activities:
• Incorporating appropriate findings and recommendations from the EC system reviews into the PAR plans;
• Giving more urgent and effective attention to the Human Resources Management issues:
• Designing an awareness campaign aimed at popularization of importance of HRM in public administration:
• Introducing proper HR management practice thorough the establishment of HR units;
• Installation of a Human Resources Information Software (HRIS) to operate in the network of entity level institutions and the CSA.
Achievements and Expected Results
• Design and conduct a wide-range awareness raising campaign aimed at creating a positive perception among stakeholders of the planned reforms in FBiH institutions including production of necessary HRM materials (i.e. Compendium of HR legislation);
• Establishment of modern HR function via creation of separate HR units (in bigger institutions) or designation of a civil servant to be in charge of HR matters (in institutions of up to 50 people);
• Introduction of Human Resource Information Software (HRIS) to act as a managerial tool and to be the central element of the reformed HRM practices and procedures in all FBiH institutions (i.e. personnel database, recruitment, appraisal, training, career management, man-power planning, and salary structure);
• Conduct of job analysis exercise aimed at redrafting and/or updating of current job descriptions and job specifications.
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