EU4PFM efforts to modernize the budget process are focused on implementing international best practices
Electronic platforms for personnel records, recruiting and talent management were introduced, which reduced the time required to administer HR procedures and increased the transparency of HR decision-making.
Training programs for civil servants were created and updated, e-courses and webinars were introduced, and regular trainings were organized, which ensured the staff’s professional development and motivation.
The recruitment procedure has been improved: the competition period has been shortened, transparent evaluation criteria have been developed, and online application tools have been introduced. This has helped attract more qualified professionals to the public sector.
Regular reporting on personnel appointments, promotions, and remuneration, as well as mechanisms for controlling and monitoring HR indicators, have been introduced, which helps to strengthen public trust in government agencies.
A database of promising employees was formed with their competencies identified, and mentoring and career development programs were introduced, which helped retain the best staff and encourage them to grow professionally.
Policies and measures have been developed and implemented to ensure equal opportunities for all employees, including those with disabilities. This resulted in more diverse and balanced teams.
We developed and implemented new salary calculation schemes that take into account the performance and competence of employees. This has made remuneration more fair and competitive.
Electronic platforms for personnel records, recruiting and talent management were introduced, which reduced the time required to administer HR procedures and increased the transparency of HR decision-making.
Training programs for civil servants were created and updated, e-courses and webinars were introduced, and regular trainings were organized, which ensured the staff’s professional development and motivation.
The recruitment procedure has been improved: the competition period has been shortened, transparent evaluation criteria have been developed, and online application tools have been introduced. This has helped attract more qualified professionals to the public sector.
Regular reporting on personnel appointments, promotions, and remuneration, as well as mechanisms for controlling and monitoring HR indicators, have been introduced, which helps to strengthen public trust in government agencies.
A database of promising employees was formed with their competencies identified, and mentoring and career development programs were introduced, which helped retain the best staff and encourage them to grow professionally.
Policies and measures have been developed and implemented to ensure equal opportunities for all employees, including those with disabilities. This resulted in more diverse and balanced teams.
We developed and implemented new salary calculation schemes that take into account the performance and competence of employees. This has made remuneration more fair and competitive.
Transparent performance evaluation criteria, systems of financial and non-financial incentives, and leadership programs were introduced. This has increased staff engagement and accountability for key performance indicators.
Platforms for experience exchange, regular meetings and internal newsletters were organized. This helped to improve interaction between departments and promote a unified corporate culture.
Mechanisms have been created to track the dynamics of changes in HR processes, analyze key indicators, and take corrective measures, which allows us to respond quickly to challenges and improve the efficiency of the civil service.