20.500.12556/DKUM-61243 DELOVNA USPEŠNOST JAVNIH USLUŽBENCEV V DRŽAVNIH ORGANIH IN UPRAVAH LOKALNIH SKUPNOSTI S CILJEM ZAGOTOVITVE FLEKSIBILNEGA IN STIMULATIVNEGA PLAČNEGA SISTEMA Job performance of the civil servants in the state agencies and in the local community management with the purpose of assurance of the flexible and stimulating pay system. V Sloveniji je uveljavljen enotni plačni sistem javnega sektorja, s katerim so enotno urejene plače vseh zaposlenih v javnem sektorju, torej javnih usluţbencev in funkcionarjev. Plačni sistem javnega sektorja temelji na Zakonu o sistemu plač v javnem sektorju (ZSPJS) in na njegovi podlagi sprejetih predpisih ter kolektivnih pogodbah. ZSPJS določa skupne temelje sistema plač v javnem sektorju, pri čemer le - te določa tudi za uveljavitev stimulativnosti plač. Kot enega izmed ciljev zasleduje ZSPJS tudi cilj vzpostavitve fleksibilnega plačnega sistema, ki bo višino plač bolj povezoval z učinkovitostjo in rezultati dela. Na podlagi navedenega je predmet moje magistrske naloge proučitev delovne uspešnosti javnih usluţbencev v drţavnih organih in upravah lokalnih skupnosti s ciljem zagotovitve fleksibilnega in stimulativnega plačnega sistema. Fleksibilnost in stimulativnost plačnega sistema javnega sektorja se v ZSPJS zagotavlja s pomočjo različnih mehanizmov, ki omogočajo nagrajevanje nadpovprečne delovne uspešnosti javnih usluţbencev preko napredovanja javnih usluţbencev, preko izplačila dela plače za delovno uspešnost, preko določitve dodatnih dni dopusta na podlagi delovne uspešnosti, kakor tudi preko drugih nedenarnih nagrad javnim usluţbencem, ki bi naj javne usluţbence spodbujali k večji učinkovitosti in delovni uspešnosti. V nalogi tako podajam odgovor na vprašanje, ali je plača javnega usluţbenca v veljavnem plačnem sistemu skozi variabilni del plače ustrezno povezana z rezultati dela oz. z delovno uspešnostjo javnega usluţbenca. Zaradi tesne povezanosti nagrajevanja delovne uspešnosti javnih usluţbencev z avtonomijo in svobodo managerjev v javnem sektorju, v nalogi proučujem moţnosti managerjev glede ustreznega nagrajevanja delovne uspešnosti javnih usluţbencev. Za potrebe primerjave v magistrski nalogi predstavljam tudi ureditev nagrajevanja delovne uspešnosti javnih usluţbencev skozi variabilni del plače v Republiki Hrvaški in v Zvezni republiki Nemčije, kjer zakonodaja ravno tako kot pri nas predvideva moţnost nagrajevanja nadpovprečne delovne uspešnosti javnih usluţbencev. There is a unified pay system of the public sector enforced in Slovenia which enables the unified salaries for all the employees working in the public sector – civil servants and officials. The pay system of the public sector is based on the law that defines the salaries in the public sector (ZSPJS) and also includes the accepted rules and collective agreements. This ZSPJS – law also determines the common base of the public sector pay system which also defines the enforcement of the stimulating of salaries. This law also follows one of the goals which would reestablish the flexible pay system that would consider in a greater part the job performance and the working results of the employees with the amount of their pay. On the basis of this theory, the subject of my master paper is to study the job performance of the civil servants in the state agencies and in local community management, its goal is to ensure the flexible and stimulative pay system. Flexibility and stimulativity of the public sector pay system is in the law (ZSPJS) insured with the help of different machanisms which enable the rewarding of the overaverage job performance of the civil servants through the promotion of the civil servants, through payment of one part of the salary which is based on work effectivness, through gaining some additional days of leave and also through other not money-like rewards which would encourage the civil servants to be more effective at their work. In my paper I am trying to answer the question whether the pay of the civil servant in the valid pay system in its variable part is connected enough with the results and the job performance of the civil servants. Because of the close connection of civil servants work efficiency rewarding and the autonomy and freedom of the managers in the public sector I study the possibilities of the managers about the suitable rewarding of the civil servants work efficiency rewarding. For the purpose of comparison I present the regulation of the civil servants work efficiency rewarding in its variable part in the states of Croatia and Germany where their legislation also foresees the possibility of rewarding the overaverage job performance of the civil servants. javni uslužbenec javni sektor plača plačni sistem delovna uspešnost variabilni del plače nagrajevanje management javnega sektorja civil servant public sector pay pay system job performance variable pay rewarding the management of public sector. true true false [V. Munda] Slovenski jezik Angleški jezik Magistrsko delo 2016-07-28 13:04:07 2016-10-21 12:48:07 2022-06-26 03:05:40 2019-07-11 12:14:08 2016 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.101.6(043.3) 5200171 URN:SI:UM:DK:YNPLF7OA MAG_Munda_Valerija_2016.pdf MAG_Munda_Valerija_2016.pdf 1 F4537575794D1B54DF53825D0244BF51 fd4a072fff00defebf3c59e482305333bca12cc32176fa5e3168e75e49b18995 99937c04-7c0d-11eb-bb7a-00155d0001ca https://dk.um.si/Dokument.php?lang=slv&id=105875 Pravna fakulteta 0 0 0