This document discusses promoting ethical values and accountability in public services. It identifies several factors that can facilitate ethical deficits and lack of accountability, including lack of professionalism, low remuneration, political influence, and weak oversight institutions. It argues that comprehensive reforms are needed to address these issues, including improving legal frameworks, enhancing training, establishing transparent human resources policies, and creating specialized anti-corruption units. The goal is to earn public trust and have a public service dedicated to democratic ideals and professional conduct.
Presentation by Prof. Dora Kostakopoulou (Warwick University) on the occasion of the EESC hearing on 'A more inclusive citizenship open to immigrants' - Brussels, 4 September 2013
Inclusive process, rigourous methodology and policy uptake are the key issues raised in this power point presentation by Paul van Hoof, senior advisor on local governance with IDASA, at the Cairo workshop on assessing governance in sectors, June 2009.
From May 2008 ICGFM Conference, Business in Partnership Against Corruption, How Can Multilateral Development Banks Partner with Governments, Private Sectors and Civil Societies to Improve Transparency and Accountability in Procurement
, Asha Ayoung, Lead Procurement Specialist, World Bank
Presentation by Prof. Dora Kostakopoulou (Warwick University) on the occasion of the EESC hearing on 'A more inclusive citizenship open to immigrants' - Brussels, 4 September 2013
Inclusive process, rigourous methodology and policy uptake are the key issues raised in this power point presentation by Paul van Hoof, senior advisor on local governance with IDASA, at the Cairo workshop on assessing governance in sectors, June 2009.
From May 2008 ICGFM Conference, Business in Partnership Against Corruption, How Can Multilateral Development Banks Partner with Governments, Private Sectors and Civil Societies to Improve Transparency and Accountability in Procurement
, Asha Ayoung, Lead Procurement Specialist, World Bank
These PowerPoint presentations are intended for use by crime prevention practitioners who bring their experience and expertise to each topic. The presentations are not intended for public use or by individuals with no training or expertise in crime prevention. Each presentation is intended to educate, increase awareness, and teach prevention strategies. Presenters must discern whether their audiences require a more basic or advanced level of information.
NCPC welcomes your input and would like your assistance in tracking the use of these topical presentations. Please email NCPC at trainings@ncpc.org with information about when and how the presentations were used. If you like, we will also place you in a database to receive updates of the PowerPoint presentations and additional training information. We encourage you to visit www.ncpc.org to find additional information on these topics. We also invite you to send in your own trainer notes, handouts, pictures, and anecdotes to share with others on www.ncpc.org.
Community Oriented Policing, United States, 2015INSPEC2T Project
Presentation by Dr. Maria (Maki) Haberfeld, John Jay College of Criminal Justice at the INSPEC2T Project's 1st Stakeholders Advisory Group and External Experts Group Workshop in Vienna, 3 November 2015
Discretion Dilemma of Street-Level Bureaucracy in Implementation of the Stree...AJHSSR Journal
Street-level bureaucracy is a front-line organization in public policy implementation and
service delivery. As a front-line organization in the implementation of public duties, then it is extremely vital in
a complex and chaotic situation. Meanwhile, it cannot be separated from the existing bureaucratic system in a
country, where in Indonesia it is still ruled and leaders oriented in the implementation of its duties.The main
objective of this study is to explain the dilemma of discretion street-level bureaucracy in the implementation of
the policy of empowerment of street in the city of Makassar. Based on the analysis techniques pairing patterns,
Institute for Community Empowerment (ICE) as the street-level bureaucrat-based network has not been able to
empower street vendors, because it does not havemembers’ability and skills of community empowerment or
street vendors in the Makassar City. They became members of the ICE because they are public figures in a
village. Therefore, it needs to change the rules of ICE membership arrangement and recruit some cadres of
community empowerment in this institution.
A Study of Street-Level Bureaucracy: A look at current applications of Michael Lipsky's Street-Level Bureaucratic Theory; defining the bureaucracy, the street-level bureaucratic paradox, the development of routines and heuristics, the innate complexity of bureaucratic work, and coping mechanisms employed
The services of local government legislators and customary court judges are often associated with
self-abnegation. However, most of these officials use their positions as money making ventures and material and
financial considerations have been the principal catalyst in the quest for such offices. It is because of these
recurrent occurrences in developing countries in general and Cameroon in particular that the study revisits the
situation in West Cameroon. It contends that most of these officials used their offices in amassing wealth as the
quest for increases in allowances and privileges became the common characteristic. Where these perceived
gains were not forthcoming, legislators and judges resorted to corrupt practices and their decisions/judgements
were often based on material and financial considerations. When some of them found it difficult to raise money
from services offered to their constituents, they simply abandoned their duties for personal businesses or juicy
opportunities elsewhere. The study concludes that legislation which warrants only selfless and dedicated
individuals to seek for these positions is needed. Again, it holds that local communities should be empowered to
sanction recalcitrant officials with little or no interference from central authorities. In this way, the engaging of
unpatriotic citizens in the management local government affairs will be checked.
While it is a common fact that the police are an important part of the community, just as important is the health of the relationship between police and community. Current affairs show how strained the relationship between the police and community has become. The focus of this upcoming community presentation will include an exploration of why there is such tension between the community, youth and the police. What are all sides saying on what steps both sides can take to repair the relationship between communities, youth and the police?
Dr haluk f gursel, verifying the accountability of public servantsHaluk Ferden Gursel
Private Citizens, eager for accountability, are asking for a transparency in the changes in income and assets/fortunes of politicians and high level civil servants, accumulated while they are at the service of community.
Public opinion does not tolerate the illicit enrichment and conflict of interest, while on duty. For example, to obtain assurances of lack of fraud and corruption by politically exposed persons (PEP) is on the rise everywhere. A PEP is defined as someone who, through their prominent position or influence, is more susceptible to being involved in bribery or corruption. In addition, any close business associate or family member of such a person will also be deemed as being a risk, and therefore could also be added to the PEP list.
These PowerPoint presentations are intended for use by crime prevention practitioners who bring their experience and expertise to each topic. The presentations are not intended for public use or by individuals with no training or expertise in crime prevention. Each presentation is intended to educate, increase awareness, and teach prevention strategies. Presenters must discern whether their audiences require a more basic or advanced level of information.
NCPC welcomes your input and would like your assistance in tracking the use of these topical presentations. Please email NCPC at trainings@ncpc.org with information about when and how the presentations were used. If you like, we will also place you in a database to receive updates of the PowerPoint presentations and additional training information. We encourage you to visit www.ncpc.org to find additional information on these topics. We also invite you to send in your own trainer notes, handouts, pictures, and anecdotes to share with others on www.ncpc.org.
Community Oriented Policing, United States, 2015INSPEC2T Project
Presentation by Dr. Maria (Maki) Haberfeld, John Jay College of Criminal Justice at the INSPEC2T Project's 1st Stakeholders Advisory Group and External Experts Group Workshop in Vienna, 3 November 2015
Discretion Dilemma of Street-Level Bureaucracy in Implementation of the Stree...AJHSSR Journal
Street-level bureaucracy is a front-line organization in public policy implementation and
service delivery. As a front-line organization in the implementation of public duties, then it is extremely vital in
a complex and chaotic situation. Meanwhile, it cannot be separated from the existing bureaucratic system in a
country, where in Indonesia it is still ruled and leaders oriented in the implementation of its duties.The main
objective of this study is to explain the dilemma of discretion street-level bureaucracy in the implementation of
the policy of empowerment of street in the city of Makassar. Based on the analysis techniques pairing patterns,
Institute for Community Empowerment (ICE) as the street-level bureaucrat-based network has not been able to
empower street vendors, because it does not havemembers’ability and skills of community empowerment or
street vendors in the Makassar City. They became members of the ICE because they are public figures in a
village. Therefore, it needs to change the rules of ICE membership arrangement and recruit some cadres of
community empowerment in this institution.
A Study of Street-Level Bureaucracy: A look at current applications of Michael Lipsky's Street-Level Bureaucratic Theory; defining the bureaucracy, the street-level bureaucratic paradox, the development of routines and heuristics, the innate complexity of bureaucratic work, and coping mechanisms employed
The services of local government legislators and customary court judges are often associated with
self-abnegation. However, most of these officials use their positions as money making ventures and material and
financial considerations have been the principal catalyst in the quest for such offices. It is because of these
recurrent occurrences in developing countries in general and Cameroon in particular that the study revisits the
situation in West Cameroon. It contends that most of these officials used their offices in amassing wealth as the
quest for increases in allowances and privileges became the common characteristic. Where these perceived
gains were not forthcoming, legislators and judges resorted to corrupt practices and their decisions/judgements
were often based on material and financial considerations. When some of them found it difficult to raise money
from services offered to their constituents, they simply abandoned their duties for personal businesses or juicy
opportunities elsewhere. The study concludes that legislation which warrants only selfless and dedicated
individuals to seek for these positions is needed. Again, it holds that local communities should be empowered to
sanction recalcitrant officials with little or no interference from central authorities. In this way, the engaging of
unpatriotic citizens in the management local government affairs will be checked.
While it is a common fact that the police are an important part of the community, just as important is the health of the relationship between police and community. Current affairs show how strained the relationship between the police and community has become. The focus of this upcoming community presentation will include an exploration of why there is such tension between the community, youth and the police. What are all sides saying on what steps both sides can take to repair the relationship between communities, youth and the police?
Dr haluk f gursel, verifying the accountability of public servantsHaluk Ferden Gursel
Private Citizens, eager for accountability, are asking for a transparency in the changes in income and assets/fortunes of politicians and high level civil servants, accumulated while they are at the service of community.
Public opinion does not tolerate the illicit enrichment and conflict of interest, while on duty. For example, to obtain assurances of lack of fraud and corruption by politically exposed persons (PEP) is on the rise everywhere. A PEP is defined as someone who, through their prominent position or influence, is more susceptible to being involved in bribery or corruption. In addition, any close business associate or family member of such a person will also be deemed as being a risk, and therefore could also be added to the PEP list.
There are many different probation and officers typologies discussed.docxcroftsshanon
There are many different probation and officers typologies discussed below. 1)Based on the text and course notes below, what qualifications and/or education should be required for the job?
2)If you were a probation or parole officer, do you think you would fit any of these typologies? Explain your response.
Course notes:
Both adult and juvenile corrections have escalated during the last few decades. POs have assumed increased responsibilities and supervisory tasks in dealing with an increasingly diverse and dangerous clientele. In 2001 there were over 630,000
correctional personnel
working in corrections, with about 60 percent of these working in probation and parole services. The functions of probation and parole services are to supervise offenders, insure offender compliance with program goals and provisions, conduct routine alcohol/drug checks, provide networking services for employment assistance, direct offender-clients to proper treatment, counseling, and other forms of assistance, protect the community by detecting a client's program infractions and reporting them to judges or parole boards, assisting offenders in becoming integrated into their communities, and engaging in any useful rehabilitative enterprise that will improve offender-client skills.
The organization and administration of probation and parole services is most often within the scope of
departments of corrections
in most states. Services vary among the states, although there are common elements to all probation and parole services and programs. The complexity of
organizational structure
is highly dependent upon the nature of clientele supervised and their special needs. The
rehabilitative aim
of corrections has not been particularly successful. For this and other reasons, probation and parole departments have drawn extensive criticism from an increasingly discontent public. Criticisms have focused upon the
lack of PO skills and training
and the
ineffectiveness of job performance
.
Professionalization
through organizations such as the
American Correctional Association
, the
American Jail Association
, and the
American Probation and Parole Association
have attempted to raise
standards
relating to the
selection
,
recruitment
, and
training
of POs throughout the nation.
In 2005, POs averaged $23,000 in
entry-level positions
, while top PO positions reached $93,400. Few jurisdictions required bachelor'sdegreesfor PO work, however, a majority of POs had some college education or had completed college. Increased
education
is the primary means for improving one's professionalization. Observers suggest that there is a high correlation between higher education achieved and work effectiveness among POs. Because of an increasingly ethnically and racially diverse clientele, POs have received additional training in
cultural diversity
. Some POs are recruited for dealing with
special-offender populations
where English is a second language.
Assess ...
CRJ 570 Social Justice Project Guidelines The Social.docxfaithxdunce63732
CRJ 570
Social Justice Project Guidelines
The Social Justice Project Paper will involve trend analysis, fact-finding policy analysis for
practitioner evidence-based decision-making, and a triangulation of criminal justice, social
justice, and responsible stewardship. The paper must be a minimum of 3,800 words in
length, but must not exceed 4,500 words.
The paper requires a minimum of 5 different non-worldwide web internet references. The
paper must be typewritten, double-spaced, standard margins, and follow the APA style and
format. The paper will be submitted through Turnitin.com. No previously submitted papers,
articles, reports or projects, in whole or part, to any university or college will be accepted. It
is expected that this will be your original work. No more than 15% of your entire document
can be quoted. The Social Justice Project Paper is 25% of your overall grade for this course.
The criminal justice system is the action mechanism for enforcing social ideologies and
policies related to acceptable and unacceptable behaviors. Moreover, the socially acceptable
sanctions and penalties are applied to law violators through the criminal justice system.
Certain sanctions carry periods of incarceration which can result in structural impediments
to re-entry as noted by convict criminologists. To place the re-entry issue into perspective,
according to the Bureau of Justice Statistics (BJS), more than 700,000 state and federal
prisoners returned to their communities in 2010. Furthermore, 95 percent of state inmates
will be released into their communities at some point in time according to BJS. Today,
recidivism rates remain high though states invest more than $50 billion annually in
corrections. According to one 2011 Pew Center on States report, despite significant
increases in state funding of prisons, from a national perspective more than four in ten
offenders return to state prison within three years of their release. Recidivism is measured
by criminal violations or violations of conditions of parole or probation that resulted in the
re-arrest, reconviction, or return to prison with or without a new sentence during a three-
year period following the prisoner's release at an average annual cost of $24,000 per
offender. Recidivism can represent new victims, higher tax expenditures associated with law
enforcement, prosecutorial, and judicial processes and re-incarceration, unsupported
families, public assistance, and other negative social ramifications. A 2007 forecasting
report by the Public Safety Performance Project of the Pew Charitable Trusts, stated “If
current trajectories continue, state and federal prisons will grow by 13 percent by 2013,
adding an additional 192,000 prisoners at a cost of $27.5 billion.”
Society is responsible for the laws and the sanctions, and society as a whole benefits from
the laws and sanctions when applied. Therefore, does social justice.
CHAPTER 4The HR Role in Policy, Budget, Performance Management, and .docxchristinemaritza
CHAPTER 4The HR Role in Policy, Budget, Performance Management, and Program Evaluation
The conceptual model in Chapter 3 explains how an organization can remain relevant by responding appropriately to environmental change and uncertainty in ways that reflect strategic thinking about human resources. However, here, as elsewhere, analytical integration comes at the price of operational clarity. Chapter 4 links this conceptual model to the real world by describing the sequential processes by which ideas become programs. These are policy making, budgeting, performance management, and program evaluation.
Issues become part of a public agenda through the policy process. This process is chaotic and unpredictable, for it involves the serendipitous convergence or “coupling” of agendas, alternative solutions, and politics, all leading to government action.1 During this process, problems become public policy issues; these issues are framed by competing political agendas; legislatures authorize and chief executives approve policy solutions as law and fund them through a budgeting process. These policy and budget processes are the headwaters of public personnel management because they all lead eventually to paying people to do things.
Human resource planning (HRP) is that aspect of public HRM that mediates between the political environment and managerial implementation of public programs through core HRM activities such as workforce planning, job analysis, job classification, job evaluation, and compensation. In brief, HRP matches agency managers’ “wish lists” with political realities generated by projected revenues and political philosophies and goals within a much broader context of factors like the supply and demand for labor. For the line manager, the process begins with a request from the budget office: “What kind and how many positions do you need in order to meet program objectives?” In many cases, this request is preceded by some kind of strategic planning process that helps establish priorities and goals. It ends with legislative authorization of programs and appropriation of funds required to implement them.
Program implementation leads to performance management and program evaluation. Many interests—political, administrative, and clients are but a few—influence how an agency’s performance is measured, and how those measurements affect program evaluation. While decisions about a program’s continued funding are based on both political and administrative criteria, data-driven decisions are only possible if the agency has a management information system that can provide valid and timely information about program performance. Because pay and benefits typically comprise about 70 percent of an agency’s budget, an HR manager who can provide valued information about the costs and benefits of alternative methods of public service delivery can be a valued member of the leadership team responsible for making these decisions.
By the end of this chapter, y ...
Trust and Public Policy: How Better Governance Can Help Rebuild Public Trust ...OECD Governance
Highlights brochure from the OECD publication "Trust and Public Policy: How Better Governance Can Help Rebuild Public Trust", which examines the influence of trust in policy making and explores the steps governments can take to strengthen public trust. oe.cd/trust-and-public-policy
Public Policy Formulation and Management by Avit TheophilAvith Theophil
Making public policy is an important act. It flows from a sacred public trust bestowed on a select few individuals. Public policy decisions affect thousands, even millions of people. However, it seems that many, if not most, public officials lack the critical thinking skills to exercise good public policy decision making.
With the help of this powerpoint presentation, at the Workshop on Governance Assessment Methods and Applications of Governance Data in Policy-Making (June 2009), Ken Mease argued that governance assessments can be 1) a reporting tool that can track and communicate progress towards goals and/or outcomes; 2) a policy tool that can guide evidence-based planning and action to address issues identified as important by citizens and in existing political commitments, and finally 3) a tool that can strengthen democracy by engaging stakeholders through informed discussions.
BCJ 4701, Criminal Justice Organization and Administra.docxpoulterbarbara
BCJ 4701, Criminal Justice Organization and Administration 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
4. Determine practical solutions to issues experienced by criminal justice agencies.
4.1 Prepare a code of ethics for a criminal justice agency.
4.2 Examine the importance of a code of ethics in a criminal justice agency.
4.3 Establish compliance training policies for a code of ethics in a criminal justice agency.
Course/Unit
Learning Outcomes
Learning Activity
4.1
Chapter 9
Unit V Scholarly Activity
4.2
Unit Lesson
Chapter 9
Unit V Scholarly Activity
4.3
Unit Lesson
Chapter 9
Unit V Scholarly Activity
Reading Assignment
Chapter 9: Police Administration, pp. 283-309
Unit Lesson
Police Administration
No organization, including law enforcement, can complete its mission without the use of management to
accomplish its daily tasks, which may consist of preventing criminal activity, apprehending criminals,
controlling traffic, or simply maintaining order. Regardless of the undertaking, an agency must conduct its
work by ensuring there is a coordinated effort between all the actors.
UNIT V STUDY GUIDE
Police Administration
BCJ 4701, Criminal Justice Organization and Administration 2
UNIT x STUDY GUIDE
Title
In recognizing the responsibilities of an agency,
one would be wise to understand law enforcement
history to have a better idea of what progress has
been accomplished. Long before the establishment
of structured law enforcement organizations, there
was a need for citizens to be protected that
originated with the establishment of men
preserving peace by standing guard at a town’s
border, controlling lawless activity, and even
announcing the time of day and weather.
These activities were primarily reactive in nature,
and because there was no salary involved, these
individuals were subject to corruption and not
respected in the community. Even after the
adoption of police agencies in the United States in
Boston, Philadelphia, and New York, the limited
use, low pay, and political meddling did little to
enhance the police officer’s public image. Since the
inception of law enforcement, several steps have been implemented to increase professionalism. These
improvements include recruiting and hiring minority and female officers while providing sensitivity training and
leading agencies away from traditional policing to a more community-oriented concept.
Community-Oriented Policing
The community policing core concepts strive to increase community partnerships so that problem-solving can
be accomplished by utilizing the strengths of the police and the community together, rather than individually
working on the same issues. This proactive concept must be accepted and utilized at all levels for there to be
a permanent solution on community problems. Officers, community leaders, and citizens have expe.
BCJ 4701, Criminal Justice Organization and Administra.docxShiraPrater50
BCJ 4701, Criminal Justice Organization and Administration 1
Course Learning Outcomes for Unit V
Upon completion of this unit, students should be able to:
4. Determine practical solutions to issues experienced by criminal justice agencies.
4.1 Prepare a code of ethics for a criminal justice agency.
4.2 Examine the importance of a code of ethics in a criminal justice agency.
4.3 Establish compliance training policies for a code of ethics in a criminal justice agency.
Course/Unit
Learning Outcomes
Learning Activity
4.1
Chapter 9
Unit V Scholarly Activity
4.2
Unit Lesson
Chapter 9
Unit V Scholarly Activity
4.3
Unit Lesson
Chapter 9
Unit V Scholarly Activity
Reading Assignment
Chapter 9: Police Administration, pp. 283-309
Unit Lesson
Police Administration
No organization, including law enforcement, can complete its mission without the use of management to
accomplish its daily tasks, which may consist of preventing criminal activity, apprehending criminals,
controlling traffic, or simply maintaining order. Regardless of the undertaking, an agency must conduct its
work by ensuring there is a coordinated effort between all the actors.
UNIT V STUDY GUIDE
Police Administration
BCJ 4701, Criminal Justice Organization and Administration 2
UNIT x STUDY GUIDE
Title
In recognizing the responsibilities of an agency,
one would be wise to understand law enforcement
history to have a better idea of what progress has
been accomplished. Long before the establishment
of structured law enforcement organizations, there
was a need for citizens to be protected that
originated with the establishment of men
preserving peace by standing guard at a town’s
border, controlling lawless activity, and even
announcing the time of day and weather.
These activities were primarily reactive in nature,
and because there was no salary involved, these
individuals were subject to corruption and not
respected in the community. Even after the
adoption of police agencies in the United States in
Boston, Philadelphia, and New York, the limited
use, low pay, and political meddling did little to
enhance the police officer’s public image. Since the
inception of law enforcement, several steps have been implemented to increase professionalism. These
improvements include recruiting and hiring minority and female officers while providing sensitivity training and
leading agencies away from traditional policing to a more community-oriented concept.
Community-Oriented Policing
The community policing core concepts strive to increase community partnerships so that problem-solving can
be accomplished by utilizing the strengths of the police and the community together, rather than individually
working on the same issues. This proactive concept must be accepted and utilized at all levels for there to be
a permanent solution on community problems. Officers, community leaders, and citizens have expe ...
ECDP recently took part in OPM's personalisation debate, centring around the importance of frontline workers in social care. This speech represents our argument against the motion.
Dr. Demmke conducts a paper on the main trends and challenges of civil service reforms in the Member States of the European Union, based on teh comparative studies conducted on behalf of the European Union Network on Public Administration by 2014
Similar to Public administration: public sector values... (20)
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
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Public administration: public sector values...
1. SIGMA
Support for Improvement in Governance
and Management
A joint initiative of the OECD and the European
Union, principally financed by the EU
PROMOTING ETHICAL VALUES AND ACCOUNTABILITY
IN THE PUBLIC SERVICES
Seminar
“Reforming the Civil Service in Georgia”
Tbilisi, Georgia
10-11 November 2009
Paper prepared by Eduard Güroff
EULEX Special Prosecutor, Head of Financial Crime Unit
This document has been produced with the financial assistance of the European Union. The views
expressed herein are those of the author and can in no way be taken to reflect the official opinion of the
European Union, and they do not necessarily reflect the views of the OECD and its member countries or of
the beneficiary countries participating in the Sigma Programme.
2. Introduction
Globalization, financial and fiscal crisis, technological advances, the will to overcome old
structures together with the spreading democratization are the main challenges since about
more than a dozen of years.
As a result, the public service (PS) faces new tasks, new service profiles and techniques and is
under pressure to transform itself to respond to these changes.
Equally the awareness is growing that an enhanced PS delivery is the hallmark of responsive
governance and that the quality of PS is related to ethical values and accountability of public
institutions that deliver those services.
First, I dare define the different terms I am speaking about.
Public Services
For this reason and speech, each kind and instance of administration and judiciary (judges and
prosecution) are included.
Ethics in PS
Concepts of ethics describe a typical conception of a desired behavior, thinking or doing
something. As to PS, it connotes all vital principles and acceptable norms of behavior that public
officials are obliged to strictly adhere to in the process of dealing with citizenry.
The keywords integrity, fairness, impartiality, responsiveness and others belong to those values
of which embodiment one thinks to be important to spell out proper conduct and appropriate
action.
Furthermore, it comprises professionalism, effectiveness and efficiency, neutrality, honesty,
cost-consciousness and others that become somewhat like the barometers for an ethical culture
in the PS.
Accountability in PS
Due to the relationship of PS to the citizenry it can be said that accountability circumscribes (and
means) the obligation to demonstrate and take responsibility for performance.
When justifying and explaining its actions the PS must show transparency:
PS should be required to disclose important information, incl. decision-making open to
public scrutiny,
Clarity of responsibility who acted, what was the decision, why (?)
Responsiveness to needs and expectations, setting priorities,
Whereas the performance activities should be kept in balance with the capacity
(authorities and skills [and resources]) of each party to deliver.
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3. General Aspects
Every country has its laws and sub-legal regulations for the members of the PS to follow as well
as for citizens. These norms cannot describe each possible single aspect of life that may come to
the fore in the future or that has occurred in the past. The member of PS – often without proper
education or experience – has to cope with a lot of blanket norms, provisions as to discretionary
decisions or to a certain scope of judgment evaluations.
So if a decision does not match the expectation as per requested by the applicant, the
procedure and/ or decision and its legality are contested.
We see a wide-spread ubiquitous use of the terms corruption or misconduct whereas this more
or less inflated reproach becomes a customary label for all problems the so-called societies in
transition face.
Contrary to the discreet practice of corruption, in which a huge number of citizen participate,
that is not even perceived as such, the terms “corruption” or “misconduct” play the role to
define the source of all evil in public discourse. Thus, its meaning blurs and solely serves as an
eroded explanation for alleged or factual social inconsistencies, inequality and unjust
redistribution of national wealth.
Linked hereto it shows a remarkable decline of confidence in PS structures.
To tackle that problem outlined we need to have a multifarious approach regarding different
groups affected and to have a look at:
The law-makers and the laws including the political parties and their role esp. during
and before elections;
The administration with all regulations, instructions, by-laws etc. and the thereupon
based decision;
The judiciary with its rulings and judgment;
And last not least the citizens and the media;
whereas all groups can be considered victims and culprits.
I assume that for each part of PS and its tasks appropriate laws have been put in force.
Of course, this should be normality, since good and well-rounded laws are a first hindrance for
intentional malpractice. At the same time, such laws are indispensable for creating grounds and
spirit of ethical values.
Referring to the above-mentioned difficulties or irregularities it should be clear that each law
should not be fraught with unnecessary norms as to blanket provisions, possibilities for
execution of discretionary power or measurement issues. If there is a not well-balanced
structure especially the less experienced and educated PS member will suffer difficulties or they
are unwilling and/ or incapable to deal with legal matters properly.
This means equally that beside the implementation of norms narrowly or extensively to be
interpreted you need to have parallel along going education (advanced training) to avoid
reproaches for mistakes or wrong-doing.
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4. Factors that Facilitate and Support Ethical Deficit and Lack of Accountability
That is (the first time) we have to look intensively at ethical deficits and lacks of accountability.
Concepts of ethics and accountability connote a kind of behavior of integrity and responsibility
that members of PS must strictly adhere to in delivering their services to the populace, but too
many ingredients are missing when you look at the reality.
At that time I would like to stress that the following representation describes general
considerations concerning ethical deficits etc. not specifying a certain country’s background
even though these remarks are based on the experience I made in different countries esp. in
South-east Europe. The answers to the problems touched on are given partly implicit and partly
in a separate paragraph where I will try to explain how to improve the situation and whereupon
one can start revising ethical value related services.
Lack of professionalism
In certain regions worldwide you will face such a lack of professionalism based on different
aspects as insufficient education and/ or experience.
Not unusually it starts with selective recruitments that are orientated towards anything else but
education or experience. The result is poor quality of services delivered and a huge number of
non-competitive and non-aspiring staff only waiting for payday. E.g. PS staffs have been
assigned because of their political connections, family ties or affiliation to ethnic groups and
other non job-related motives. Even if there are clear rules for an appointment these rules do
not work well since there is no or no real control mechanism or chance to appeal. So, many
applicants have to accept shady dealings (e.g. a part of the salary has to be given to the
“patron”), but on the other side a lot of them do not have degrees (High School, Admin Colleges,
Universities) as prescribed in the advertisement. Furthermore, there are no possibilities to
advance, either there are too many employees or no vacancies or no career plan. These points
normally are more or less combined with a bad or totally absent staff evaluation system (staff
appraisal regulation with unclear or meaningless criteria) and the absence of merit based
promotion.
You can imagine that such facts will produce discontent and during a disciplinary or criminal
investigation you will hear that the staff member felt compelled to resort to corrupt measures in
order to get even.
As a last result to that point you see a huge decline of integrity and honesty and at least serious
conflicts of interest.
Remuneration
Besides bad working conditions (e.g. in comparison to private companies) you have to deal with
the salary issue, since the salary often is not really competitive with that offered by private
institutions for the same qualification.
A poor, partly miserable salary, sometimes even paid in irregular periods, is one of the most
crucial elements that assists or encourages the loss of integrity or the commitment to serve PS.
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5. As a result again you will face serious conflicts of interest, steadily growing of corruption and
similar kinds of misconduct or wrong-doing like fraud, misappropriation etc. and at least welleducated and experienced staff will leave the PS to join the private market’s business.
Malpractice
The common policy, to focus on finance and economy related matters and not to take seriously
the issues regarding the exigent changes of PS leads to (a salary related) further problem based
on disciplinary misbehavior and criminal actions.
Missing rewards or incentives or the above-mentioned salaries generate distinct kinds of
malpractice up to real crimes.
Strict rules are violated or circumvented by different means and actions, partly with far-reaching
consequences when you look at procurement issues or – as to the judiciary – distribution of land
(e.g. former socially owned real estates). If you consider the damages created by fraudulent
tender, one should ask whether a better remuneration will be the better solution, assessing that
fraudulent offer will include the surplus for the bidding company and the “personal gain” of the
procurement officer who feels underpaid by his management or the respective law. Bribes,
kickbacks, fraud, misappropriation are the common ways to increase the family income or to get
advantage e.g. payment in kind.
The result is the same as mentioned before: conflict of interest but now together with a more or
less self-inflicted damage of national wealth in favor of some high profit-oriented companies
and reckless staff that exploit the scarce control mechanism.
Politics and PS
Another serious impediment for PS ethics can be seen in the gradual deterioration of ethical
values by means of political influence on even daily decisions of the PS. The keyword is loyalty to
a party or a certain politician’s will supersede the commitment according to the PS position.
It does not matter whether you have a one-party system or a multi-party system the result, the
improper influence on administrative or judicial decision is quite similar. At the same time such
an undue influence undermines the correctness of decisions as well as the professionalism as
such and will create a sphere of distrust and mediocrity and a fear of disregard when it comes to
salary increase or other kind of advance.
As a result, one can state that terms like working morale, accountability, objectivity or
consistency and others are only words and not filled in with life by doing so.
Weak control institutions
Once a watchdog institution has been established one should think malpractice or another kind
of misconduct/ wrong-doing cannot happen. Far from it! Examples I learned during a long time
experience in South-east Europe show that even inspectorate offices do not comply with simple
standards like trustworthy co-operation albeit the control is of different modus operandi. They
did not have even the education and experience of the controlled staff. Anti-corruption agencies
listen to often to the sources of rumors or to the parliamentarian bodies or suffer shortage of
money and cannot work according to their duties imposed by laws etc. The general prosecution
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6. offices are partly not as independent as stated even in the constitution, suffer lack of money as
well and are exposed to political pressure up to the dismissal of the General Prosecutor.
First of all that political pressure and the more or less discreet kind of patronage account for the
failure of upholding ethical norms and accountability in that mentioned watchdog entities and
have been led to abuse of authority or illegal enrichment to other crimes like fraud or
embezzlement or simple misconduct when obeying the query for consent in administrative or
judicial matters or for leniency in criminal matters.
Furthermore these weak points are being intensified when looking at the workload and the
working conditions, the insufficient number of judges and prosecutors, the quite insufficient and
inefficient support structures in courts and prosecution and the lack of well-trained staff. The
above-mentioned salary issue supervenes again.
This is true for control institutions as well as for PS to be controlled.
Various Issues
Bribery of public officials is often used by international companies from export countries as fair
and legitimate methods for export promotion and to “facilitate” long-lasting bureaucratic
procedures. Such actions have encouraged unethical behavior and abetted even crimes (of
course, often it is a matter of reciprocity). Even though most countries world wide accept
resolutions to fight corruption it still works because governments or prosecution services in
industrialized countries ignore the bribery or play its role down. But the same happens in
countries in transition for different reasons like lack of experience, negligence, nepotism or
other kind of tacit approval/ acceptance.
To summarise:
There are numerous aspects and facts that lead to unethical behavior and lack of accountability.
Some of these issues are home-made by law-makers, managers and lower ranked staff; others
had been pushed ahead from outside or (re-) cultivated by groups consorted together. The
result is misconduct, corruption and other crime on the one side and on the other distrust and
discontent with the PS and in many cases a huge damage to regional or national wealth and
property.
What results do we seek?
The answer is:
A PS that earns and deserves the respect and trust not only of superiors but of the citizenry as
well, as an reliable institution that through its dedication to the public interest, its strong ethical
culture and proven professionalism serves as an disseminator for democratic ideas.
How to achieve such a goal?
The goal is to create or to improve ethical standards for PS.
Another subject heading is “Ethical standards should be reflected in the legal framework” (OECD
Recommendation).
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7. That means, first of all, a self-critical and extensive analysis has to indicate the weak points, the
lacks and gaps, in order to describe the needs in legislation to alleviate the understanding and
the correct handling of laws reduced of clumsy norms and too much leeway. The laws (directly
or indirectly) should state the fundamental values of PS and provide the framework for
guidance, investigation, disciplinary action and prosecution (see OECD Recommendation). These
laws should as well sufficiently cover technical developments and social trends.
Together with the condemnation of corruption, incidents of maladministration, misconduct and
other forms of unethical acts it is to recommend that specific training and communications
efforts would be a starting basis for improving the standards in PS.
Another most important point is fair and transparent human resources policies and practices to
enforce the idea of merit based promotion. One has to overcome two connected issues:
A long lasting period of dictatorship eroded a fair and democratic PS and demoralized its
members. Most probably similar to Eastern Germany a lot of civil officers, judges and
prosecutors had been assigned without sufficient knowledge. Even if they had passed economic,
finance or law examinations, their decision making or investigation were limited to political
parameter or if not quite different to the exigencies of nowadays legal requirements. Since
there seemingly was no need to employ an increasing number of PS staffs some of those
countries in transition still suffer from the lack of young academics in their PS institutions. This
unsound age structure together with the immense workload in brand new legal matters should
be rectified by engagement of young well-educated personnel to correct the minor acceptance
of administration or judiciary.
Furthermore, I want to mention another significant point that ostensibly supports the fight
against corruption and will enhance the ethical behavior of PS staffs and its reputation:
the establishment of corruption units inside the different sectors of PS or as more or less
unaffiliated entities. It does not matter whether these units consist of experienced prosecutors
or not – of course, they should – if they have competence and jurisdiction to combat corruption
or to really support the competent prosecution. The example I know shows that such units have
nearly no function and depend on the will of the Parliament or ministries to get clear tasks. For
me sometimes it looks like a cover-up for the inactivity of certain politic-based institutions. So,
give these units an interdisciplinary team, power, real independence and provide it with a
sufficient budget to effectively fight corruption and connected misconduct. It will pay off!
Please, let me summarize:
Looking at the issues of ethic deficits and lack of accountability and how to meet its
repercussions we see a lot of quite different aspects:
One of the most important issues I did not mention until now is the local tradition and a kind of
behavior that is narrowly connected to tradition and practiced for a long time. Such structures
have to be overcome or (slightly) integrated in the new democratic system.
Inflation of corruption/ misconduct allegations, merit based promotion, salaries in particular and
in relation to the average, trust/ mistrust in the administration/ courts/ prosecution,
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8. independence contra dependencies, credibility, education, experience, efficiency, fairness,
impartiality, understanding/ misunderstanding, appreciation, responsibility, acceptance and a
lot more keywords are used to circumscribe the reasons why the PS is influenced by corrupt or
in any misconduct engaged people and itself act corrupt.
Efforts to remedy the issue of above-mentioned deficits and to promote ethical behavior and
accountability in PS for me it seems worth to co-ordinate different actions aiming at a
corruption-free administration and judiciary:
To increase the salary of members of the PS (it should be competitive and reflect an
understanding of a fair wages)
To enhance the quality of the work (done by seminars and conferences and at the level
of Administration or Law Schools and by employment of young and well educated staff)
To supervise better the work and the work distribution (of course, the supervisor should
be experienced, educated and trained to do that job carefully and objectively)
To check the quality of supervisor’s work and their ethical behavior (by leadership and
example – do they demonstrate and promote ethical conduct?), reliability and
impartiality, control methods
To reduce the workload if necessary (objectives, accomplishments and constraints and
performance expectations should be linked and kept in just balance)
To ask for continuous advanced training as to specific matters like corruption or
corruption-related issues
o (again the issue of procurement comes to the fore)
o (not only to learn their craft, but to become expert in some chosen speciality, to
maintain highest level of knowledge and skills)
To issue clear and strict rules/ instructions how to deal with all work-related matters
(similar: code of conduct that should describe a generally accepted attitude and
performance for the different PS sectors)
To actively approach the media to get their support when fighting corruption and other
serious crimes or misconduct related to PS
To immediately suspend/ discharge anybody who is suspected of having committed a
crime or serious disciplinary offenses (That means to exercise and to execute disciplinary
measures strictly and without exception to show the will of justice)
To introduce provisions that criminal/ corrupt members of the judiciary cannot become
(free-lance) lawyers within a certain time after their discharge and/ or punishment
To improve the over-all situation as to responsibility, transparency, integrity and
fairness against each person seeking legal aid and at least
To improve the management of the PS without influence of politics and obscure
economic manner.
These remarks made as a practitioner fighting corruption and giving lessons to prevent such or
similar misconduct in PS may have been or can be extended, but to speak about this topic in
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9. such a short time is possible only when you try to highlight some points you believe to be very
important.
Finally, I would like to draw your attention to the OECD Recommendation from May 1998 and
the UN International Code of Conduct for Public Officials, 1996.
Thank you for your attention.
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