internal audit of the system and envisions radical reform in remuneration. Nevertheless, it is not clear if radical reforms will actually take place, although a new Law on Civil service (which at the time of writing of this report is in the inter- ministerial review process) counts with some of new elements in remuneration, such as return of the performance management and its linkage to remuneration (personal allowance). Table 2: Main characteristics of Civil Service in Slovakia (Legal basis and HR policy) Characteri 1990 stic 1stApril features 2002
Legal basis for the civil service
Labour Law, partial amendm ents
1st April 2002 – 1st 1st June 2006- 1st November 2009 1st January 2004 January 2004-1st June 2006 Civil Service Law 2001 (came into effect in April 2002)
Overall HR policy/str ategy
1st Novemb er 2009up to date Civil Service Law 2009
Non-existant
Coordination
Decentralized decisions
Civil Service Office Decentralized decisions Politically Important personel related decisions are made on independent Civil the level of „heads of service“, which are only Service office until partially regulated. Heads of service are responsible 2006. Its operation for human resources, although they are politically was terminated nominated and thus can fulfill political interests. prior to effective working. Lack of strong leadership and political support. Systematization of civil service posts and relevant financial resources.
Role of the Head Human Resources Coordinati on
Political post
Non-political post
Political post
Non-existant
So-called (annually a number of civil services posts is declared with a corresponding volume of finances)
Non-existant
Source: Staroňová (2013)
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