1 / 16

REPUBLIC OF CROATIA Ministry of Public Administration

REPUBLIC OF CROATIA Ministry of Public Administration. Capacity Needs Assessment (CNA) in Croatia. Ivana Kolić, March 2013 ikolic@uprava.hr. 1. How does your institution identify and analyze institutional capacity needs?. From 2006 Ministry of Public Administration

graham
Download Presentation

REPUBLIC OF CROATIA Ministry of Public Administration

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. REPUBLIC OF CROATIA Ministry of Public Administration Capacity Needs Assessment (CNA) in Croatia Ivana Kolić, March 2013 ikolic@uprava.hr

  2. 1. How does your institution identify and analyze institutional capacity needs?

  3. From 2006 Ministry of PublicAdministration • conducts CNA for the entire civil service in cooperation with HR organizational units in state bodies • makes annual CNA reports

  4. The last CNA for civil service was conducted in 2011 for 2012 • In 2012 Ministry of Public Administration made a survey of Croatian civil service training needs for the purpose of ReSPA’s 2013 CNA • The survey was conducted on a random sample of 550 civil servants from central state administration bodies in Croatia

  5. The purpose of the survey is to define programmes that should be priority for ReSPA implementation, considering that they are not in the offer of National School of Public Administration • ReSPA is „added value“ to the National School of Public Administration

  6. Specific training measures regarded asveryimportant by the respondents but not covered/covered on a basic level (horizontal training programme) by the National School of Public Administration are: • Strategic planning and management • HR management and development • Business ethics • Exchange of experiences in the application of regulations • Cooperation of institutions

  7. 2. What approaches and methods are used and why?

  8. CNA is conducted through officially appointed training coordinators in state bodies, whose duty is to forward MPA forms/questioners (CNA1) and explain the CNA procedure to the managerial civil servants in the state body

  9. Managerial civil servants are obligated to: Conduct an interview with each employee Fill out a Personal Development Plan for each employee Fill out a form (CNA1) combining CNA of the entire organizational unit

  10. Personal development plan includes information’s about programme to which the employee will be sent to attend: The programme title The purpose of attending this particular program Time of attendance Duration of this program Usefulness for the civil servant The type of training

  11. Training coordinator combines all CNA-1 forms collected from managerial civil servants in the CNA-3 form and sends it back to the Ministry of Public Administration by the end of the may for the next year Ministry of Public Administrationcombines all CNA-3 forms collected from state bodies (training coordinators) and makes Annual CNA Report, containing CNA results

  12. 3. In this process, what are the biggest challenges your institution is facing?

  13. 1. Insufficient human resources in institutions conducting CNA Ministry of Public Administrationconducts CNA for cca 62.000 civil service employees National School of Public Administrationconducts CNA for cca 176.000 public service and local and regional self-government employees

  14. According to the Action Plan for the implementation of the Civil Service Human Resources Development Strategy 2010-2013, Strategic goal “Permanent civil service training delivery”, by the end of 2013 Ministry of Public Administration should develop and introduce TNA IT programme (e-forms), which should simplify the process

  15. 2.CNA results implementation in the performance management

  16. Thank you for your attention

More Related