The Personnel Policy Division informs that beginning on January23, 2012, the personnel professional development process in the public administration has started, organized within the Academy of Public Administration under the President of the Republic of Moldova.
The schedule for personnel professional development courses for the first semester of 2012, financed from the budget (the state order) and financed from the Multi-Donor Trust Fund for CPA reform was sent to the public authorities. These schedules may be accessed at
For the purpose of efficient use of resources allocated for training courses, we ask you to delegate to training civil servants that meet the category of participants mentioned in the schedule, as well as the requests previously submitted by the authorities to the State Chancellery.
► The evaluation report on personnel procedure implementation in the central public authorities
The Personnel Policy Division has developed the Evaluation report on personnel procedure implementation in the central public authorities, as a result of monitoring and evaluation activity carried out in 24 central public authorities (ministries and central administrative authorities), - activity carried out in the period of August-December 2011.
The evaluation report contains information on the findings, conclusions and key reccomendations regarding the application of regulatory framework on 3 personnel procedures:
- The elaboration, coordination and approval of the job description;
- Filling the vacant civil service position;
- Organizing the probation period of juniour civil servant.
The monitoring period, as a rule, was the first semester of 2011.
Generally, the monitored central public authorities apply partial correctly the regulatory framework in the area. From those three monitored personnel procedures,the most significant deviations from the regulatory framework were recorded upon the application of procedure on filling vacant civil service positions.
The identified problems and difficulties in the monitoring and evaluation process shall be overcome through:
-continuation of training and providing of methodological assistance to HRU staff;
-more active implication of decision makers within the public authorities in HR management;
-adjustment, as appropriate, of the regulatory framework in the area;
-proposal on establishing sanctions for public authorities, which registered repeated violations in the same area.
The Personnel Policy Division will continue to pay monitoring visits in all central public authorities, as well as repeated monitoring visits in the CPA in which significant violations were recorded.
The evaluation report may be accessed at .
►The Law on the National Integrity Commission was passed
On December 19, 2011, the Parliament has passed, in the final reading, the Law no.180 on the National Integrity Commission. Together with it, the Law no.181 of December 19, 2011 on amending some legislative acts was passed (it envisages the amendment of 26 laws).
Through the mentioned legislative acts,it is watched the improvement of existing control mechanism of income and property, incompatibility and interest conflict, dispersed between more ad-hoc and permanent structures and bodies, and qualified by the civil society and the international organizations in the area as being inefficient one.
According to the listed laws, the National Integrity Commission shall be created in the Republic of Moldova (further– NIC)as an autonomous and independent public authority towards the other public authorities, towards the legal entities and individuals,empowered with the whole range of competences in the area of corruption prevention, ensuring of exercising functions and public dignity functions in the impartiality, integrity and transparency conditions. Among the main duties of the NIC are:
control of income and property declarations and declarations of personal interests;
ascertaining if between the income obtained during the exercising of function and the property acquired in the same period exist a notable difference that can not be justified, noticing in this case tax or prosecution bodies;
ascertaining of non-respecting the legal provisions on interest conflict and incompatibility;
notifying the courts in case if it is ascertained that one of persons subjected to the legal provisions onconflict of interest has issued/approved an administrative act, signed an legal act, took a decision or participated in a decision making, violating the legal provisions on conflict of interest, in order to ascertain the respective act invalid;
ascertaining contraventions and signing minutes on contraventions regarding the violation of rules on declaring property, income and personal interest.
NICwill be a collegial body, composed of 5 members, with equal rights, appointed by the Parliament, with the majority vote of elected deputies, for a 5-year mandate. The management of NIC will be exercised by a chair, assisted by a deputy chair, appointed by the Parliament from NIC members.The activity of NIC will be ensured by a working apparatus, composed of civil servants and contracted staff.
NIC will carry out the control the income and property, interest conflict and incompatibility from the office, including as a result of mass-media publications, or upon notifying interested legal entities or individuals. As a result of control, the NIC will issue acts on finding violations.
Both the Law no.180 of December 19, 2011 on the National Integrity Commission, and the Law no.181 of December 19, 2011 on amending some legislative acts shall enter into force on March 1, 2012. At the same time, beginning on February 1, 2012, the procedures on appointing the leadership of the NIC shall be started,thus from entering into force of the mentioned legislative acts to recruit the NIC staff and to start its activity.
Methodological assistance to the public authorities
The Personnel Policy Division continues the tradition to offer methodological and information assistance to the local and central public authorities regarding the personnel procedure application. In this context, two methodological materials were developed, published and distributed: the collection of terms „Civil service dictionary” and the methodological recommendations „Non-financial motivation of civil servants”.
„Civil service dictionary” is an indispensable source of information and explanation of the main terms in the area of civil service regulation. The Dictionary is developed in 3 languages, in an easy to read and use format in the daily activity of civil servant.
The methodical recommendations „Non-financial motivation of civil servants” has as the main objective providing of methodological and information assistance necessary to heads of different levels within the public authorities in the area of administered personnel motivation. This work contains the main notions on the motivation and its types, involved factors and their role, efficient techniques and instruments of non-financial motivation of personnel, best practices and case studies in the area.Among the main recipients of these Recommendations are HR staff, which has the role of promoter of the best practices in the area.In the process of development of the Methodical recommendations the specialized literature of local and foreign authors was used in the area of HR management, as well as good practices in the area from some EU countries.
Both methodical materials were published with the support of the Multi-Donor Trust Fund for assistance in the implementation of the Strategy for Central Public Administration Reform in the Republic of Moldova.
The electronic version of the methodical materials may be accessed at
The Personnel Policy Division within the State Chancellery
Tel.: (0 22) 250 137; e-mail: