Abstract

This capstone_masters_project addresses the significant challenge of improving the Law on Civil Service (LCS) in Kosovo. It provides an analysis of the current state of the civil service and level of implementation of the LCS. The project analysis was based on surveys, published reports, and professional assessments. Job descriptions, classification of job positions, and performance evaluation, as important components of merit system are elaborated and highlighted. The LCS sets the rules for overall management, organization, rights, obligations, career progression and professional development of civil servants. With the 2010 enactment of the LCS there was a dramatic reduction of over 60 % of the total number of civil servants from the Government payroll list. This reduction was a direct result of the recategorization of civil service which excludes education, medical and uniformed personnel. Even though the number of civil servants has reduced, there remains roughly the same number of job titles on the payroll list ... This is one of a number of irregularities not appearing to comply with the LCS. This capstone_masters_project has five major recommendations: 1. There should be wide spread political support and courage for implementation of meritocracy in civil service. 2. There must be an accurate classification of job positions and therefore ensure a proper and accurate allocated budget. 3. It is essential to have a comprehensive review in job descriptions and reduction of job position titles. 4. Civil service career promotion and motivation should be based on revised evaluations and a clear merit based system. 5. Promoting through merit system.

Publication Date

2-29-2012

Document Type

Master's Project

Student Type

Graduate

Department, Program, or Center

Professional Studies (CMS)

Advisor

Bowen, Brian

Advisor/Committee Member

Tahiri, Edita

Comments

Note: imported from RIT’s Digital Media Library running on DSpace to RIT Scholar Works in December 2013.

Campus

American University in Kosovo

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