Mr. Asgarov makes a presentation 'Short Introduction to the Civil Service of the Republic of Azerbaijan"

1. “Civil Service Professionalisation in the European
Eastern Neighborhood ”
4-5 November 2014
Short introduction to the Civil Service
of the Republic of Azerbaijan

2. Law on Civil Service
adopted on 21 July 2000
According to the Law Civil
Servants are the employees of
legislative, executive and
judicial bodies

3. The Civil Service Commission under the President of
the Republic of Azerbaijan was established on the
19th January 2005.
• is a central executive power body
• is directly subordinated and reports to the President
of the Republic of Azerbaijan
3
The Commission

4. The CSC is responsible for:
• organization of the enforcement of standard legal acts adopted in
the area of civil service;
• taking part in formulation and implementation of the policy in the
field of the civil service and HR;
• recruitment on a competitive basis;
• control over observance of the ethics conduct rules by civil servants;
• professional development and attestation of civil servants;
• social protection and other issues relating to the civil service.

5. The number of civil servants in Azerbaijan is 29710
Administrative positions of the 1st-3rd classifications
Administrative positions of the 4th-7th classifications
Auxiliary positions of the 1st-4th classifications
4%
76%
20%

6. Administrative positions
Administrative positions are positions of heads of offices and
departments of state bodies, their deputies, as well as positions
of consultants recruited to the civil service.
These positions are divided into 7 classifications according to the
categories of state bodies (from supreme and 1-5).
Auxiliary positions
These positions are positions of civil servants carrying out the
technical works in state bodies (clerk, typist, courier, archivist, lift
operator, driver and other employees).

7. Position Type of position
Type of
recruitment
categories existing in the state
bodies
S 1-st 2-nd 3-rd 4-th 5-th
Supreme
Administrative
Promotion and
interview
X
1-st ClAdP X X
2-nd ClAdP X X X
3-rd ClAdP X X X X
4-th ClAdP X X X
5-th ClAdP
competition
X X X
6-th ClAdP X X X X
7-th ClAdP X X X X
1-st ClAuP
Auxiliary
No special
procedures of
recruitment
X
2-nd ClAuP X
3-rd ClAuP X X
4-th ClAuP X X

8. Recruitment
Recruitment for the administrative position of
the 5 th-7 th classifications could be done
through:
• competition
• internal interview

9. Competition
Competition is used for employment to the positions in:
• central executive bodies and their local departments
• courts
It is announced by the CSC and consists of 2 parts:
• testing
• interview
It is the most popular recruitment process in the Azerbaijan civil
service system. More than 80% of all vacancies are held by the
competitions.

10. Interviewing process is the same for the internal interview, general
interview, interview and competition.
Interviews are held by the interviewing panel, as usual, consisting of
3 members:
• a representative of the CSC
• a representative of the employing body
• a neutral/an outsource expert
All the members of the panel are equal and free in evaluating, and
all interviewers have been trained to develop interviewing skills.

11. Civil Service Reforms
In Azerbaijan

12. Institutional reforms
In 2014 the structure of the Commission was
improved and the number of staff members
were increased about 50%
Specialized Training Center under the Civil
Service Commission was established

13. Improvement of Legislation
• The draft of the “Civil Service Code” is ready
• 12 laws, 49 decrees and several other norms will
lose their legal forces by adopting this Code
• Ethic conduct rules are regulated by this law
• Improvement of competition-based and transparent
recruitment mechanism

14. Recruitment
According to The Civil Service Code high administrative positions (3st-
4th classifications) occupied through internal and general interview
which these interviews are announced by the CSC.
in the 3st-4th classifications are the positions of:
• heads and deputy heads of departments of the central executive
bodies
• civil servants from the state bodies of the 1st and 2nd categories

15. Internal and General Interview
Advantages of such type of recruitment are:
• it gives equal chance to the employees
• it takes less time and resources
• as a result we have the best candidate promoted by the fair, transparent
and effective methods
• It gives opportunity to make transfers and rotations of civil servants, and
• re-recruitment of the ex-employees who left civil service and wants to
come back.

16. Innovations in interview process
New regulations:
Participation of neutral experts has been provided in the part of
interview group. Representatives of NGOs, mass media and
international organizations can participate as an observer, also
representatives of NGOs can participate as a member of
interview group at interviews.
Interview programs are given to candidates at the same time
with announcement of interview.
Interview process is recorded with camera and archived, results
of interview are placed in the website of the Commission on the
day of interview.

17. Ethical Conduct of Civil Servants
 The institute of ethics commissioner is being established
 Oversight of ethical conduct rules is carried out by the head of the state body
and the Civil Service Commission
 Elaborated an effective mechanism for investigation of complaints on
violation of the ethical behavior conduct
 Civil Service Commission appoints his employee as an ethic commissioner to
each state body
 Audition on Ethical violation is carried out by special commissions in collegial
manner. This commission is formulated by the Civil Service Commission
 CSC prepares an annual report on the functioning of ethical issues and it is
presented to the President of the Republic of Azerbaijan.

18. Performance appraisal of the civil servants
“Rules on performance appraisal of civil servants” were approved on the
21 st of February 2014 and started being realized in the state bodies
Aim of the service performance appraisal of civil servant is:
• to assess performance of his/her duties during the year;
• fulfillment of requirement on holding position;
• to define future development of the employee.

19. In the result of appraisal civil servant
can be:
– to take actions stipulated by the legislation for
his/her promotion,
– to be included to a reserve staff list for holding
managerial position.
– motivational cash awards
– involving to trainers for improvement of service
performance and skills of civil servant;
– appointment to lower positions.

20. Training of Civil Servants
• Training Center under the Civil Service Commission was
established
• Training Center conduct trainings in the fields of application of
the civil service legislation, ethical conduct, prevention of
conflict of interest, combating corruption, etc
• The mechanism of defining out the training needs is creating
• Main attention is focused on the organization of short term trainings
• Young recruits to the civil service and civil servants commend
annual courses on ethical behavior
• All civil servants who hold manager positons are involved to special
manager trainings

21. Legislation control
• The mechanism of controlling of legislative implementation in
state bodies is creating
• CSC prepares an annual report on the activity of controlling
• The report is published in the official state newspaper.

22. Reserve staff
The mechanism of effective management of reserve staff is creating
Disciplinary procedures
The bases of implementation of disciplinary procedures in
accordance with the committed offence is being created currently
Rotation
Main principles of rotation is creating

23. Thank you for your attention!
Vuqar Askarov
Civil Service Commission under the President of the Republic of
Azerbaijan, Head of Legal Department.
v.askerov@csc.gov.az