POSTOPEK ZAPOSLITVE URADNIKA

Vudler, Darja

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Title:	POSTOPEK ZAPOSLITVE URADNIKA
Authors:	ID Vudler, Darja (Author) ID Senčur Peček, Darja (Mentor) More about this mentor...
Files:	UNI_Vudler_Darja_2009.pdf (496,72 KB) MD5: 6B6C4862716DC9991B3B686D44BC6FD6 PID: 20.500.12556/dkum/373fd6cf-094b-4340-b747-f63d1f62e501
Language:	Slovenian
Work type:	Undergraduate thesis
Organization:	PF - Faculty of Law
Abstract:	Postopek zaposlitve uradnika je urejen v Zakonu o javnih uslužbencih in Uredbi o postopku za zasedbo delovnega mesta v organih državne uprave in v pravosodnih organih, ki v svojih določbah organom omogočata vse možnosti za uresničitev glavnega namena postopka, to je izbira kandidata, ki je strokovno najbolj usposobljen. V praksi se je izkazalo, da je pravni okvir najbolj skop prav pri določbah preverjanja strokovne usposobljenosti, saj določa le metode s katerimi se le-ta preverja, med katerimi se lahko poljubno izbira, ne določa pa kaj naj bi se preverjalo. Med organi državne uprave prihaja zato do razlik pri načinih preverjanja strokovne usposobljenosti. Pri zaposlovanju kadrov je potrebo upoštevati, da so zaposlitve v okviru kadrovskih načrtov in delovna mesta sistemizirana v sistemizaciji delovnih mest. Država želi doseči cilj zmanjšanja zaposlitev v javni upravi z omejevanjem zaposlitev s tem, da določa postopke, ki jih je potrebno izvesti preden se prične postopek javnega natečaja. Ti postopki niso urejeni z zakonskimi predpisi, ampak so določeni v skupnem kadrovskem načrtu državnih organov, kateri ponovno določa, da je potrebno zaposlitve najprej zapolniti s premestitvami, nato z internimi natečaji in šele nato s postopkom javnega natečaja. S takšnim načinom dosežemo, da se najprej v popolnosti izkoristijo notranji kadri in šele na koncu pričnemo s kadrovanjem z zunanjimi viri. Gre za ureditev, ki se je v praksi izkazala za učinkovito, saj se zaposlitve zaradi uvedbe tega ukrepa manjšajo iz meseca v mesec.
Keywords:	zaposlitev, državna uprava, uradnik, strokovna usposobljenost, kadrovski načrt, sistemizacija delovnih mest, omejevanje zaposlitve.
Place of publishing:	Maribor
Publisher:	[D. Vudler]
Year of publishing:	2009
PID:	20.500.12556/DKUM-12703
UDC:	349.2(043.2)
COBISS.SI-ID:	4014635
NUK URN:	URN:SI:UM:DK:C1JSA9HE
Publication date in DKUM:	22.12.2009
Views:	3951
Downloads:	595
Metadata:
Categories:	PF
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Secondary language

Language:	English
Title:	THE PROCESS OF EMPLOYMENT CIVIL SERVANTS
Abstract:	The process of employment of civil service is defined by the Civil Servants Act and by the Decree on the procedure for staffing of the position of employment in the bodies of the national administration and in the judicial authorities, that in their decrees enable the authorities all the possibilities for the realization of the principal purpose of the proceedings, that is the selection of the candidate, that is professionally qualified. The practice showed that the legislative framework is most defective at the decrees of the professional qualification verification as it defines only the methods for its verification, among which it is possible to choose arbitrarily, but it does not define, what should be verified. That is the reason why there are differences among the authorities of the national administration at the methods of the professional qualification verification. When employing the staff it has to be considered, that the employments within the framework of the staffing plans and the workplaces are systemised in the systemization of workplaces. The state wants to reach the aim of the employment reduction in the public administration with the employment restraining in that way, that it defines the procedures that need to be realised before the procedure of the open competition is started. These procedures are not defined by legislative regulations, but are defined in the total staffing plan of the government authorities, which defines, that the employments first need to be filled with transfers, then with internal competition and only then with the open competition procedure. In that way we achieve that internal employees are fully utilized and only at the end staffing with external sources is used. This is the layout which was proved efficient in practice as the employments are reduced because of the introduction of this measure.
Keywords:	employment, state administration, government employee, professional qualification, staffing plan, systemization of workplaces, employment restraining.

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