Commission Report (2002): Czech Republic

The executive

Personnel policy is to be depoliticised by the creation of a General Directorate for the Civil Service which is to be responsible for the application of unified human resources management throughout the administration, in co-ordination with senior officials in the Ministries and other bodies.

The allocation of human resources throughout the administration is to be rationalised through a process of ``systematisation'' which aims to determine the number of civil servant posts and the funds earmarked for salaries in the Ministries and other bodies.

Professional standards are to be improved in a number of ways. There will be increased use of competitive exams for recruitment and filling of vacancies. Existing state employees will also be required, during a transition phase, to pass an exam in order to be appointed as civil servants under the Act. Also, there is provision for more systematic assessment of civil servants` performance as well as clearer criteria for promotion.

The Institute of State Administration is to co-ordinate and provide an upgraded system of training for new recruits and throughout the career of officials, as well as targeting specific subjects such as European Union Affairs and languages.

The system of remuneration is clarified and standardized. The remuneration system under the Civil Service Act is designed to overall improve the salaries of civil servants.

Thus the scope of the Act appears ambitious and comprehensive. Nonetheless, for the Act to have a significant impact it will need to be implemented in a constructive and co-operative spirit, on the basis of a wide political consensus.

The Commission has consistently stressed that a stable public administration based on a clear legal framework and characterised by professionalism and independence from undue influences is essential if the Czech Republic is to fully benefit from membership of the European Union. However, the transition period for full implementation of the Act extends to the end of 2006 and it may take a considerable amount of time before the benefits of the Act will start to be felt. Therefore, an acceleration of the timetable for implementation would be desirable.

The officials of regional and municipal authorities will be governed by the Act on Officials of the Territorial Self-Governing Units adopted in June. This Act also aims to set up a framework for professionalisation. The Act focuses on more transparent procedures and more stringent criteria for recruitment, strengthening continuous training of officials and increasing standards of service to the public. In compensation, some longer holidays and additional severance pay are provided for.

In 2002 the decentralisation process continued. In January 2002 the regions were granted a fixed portion of tax revenue thus increasing their own resources and getting more decision making autonomy. Furthermore, the limits on the capacity of the regions to run debts, introduced in November 2001, have been abolished. By mid 2002 a further raft of legislation was adopted concerning the transfer of competencies as well as property and staff from the District Offices, which are due to be abolished as of January 2003, to the municipalities and regions. It has not been decided yet, which part of the resources of the regional budgets would be increased to accompany the transfer of the remaining competencies.

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