Senior Executive Qualifications1. The SES Center is responsible for the SES development program. The purposes of SES center are to carry out studies, analyses, systems’ development, and proposals for strategies of quality workforce and senior executive system; to develop models and measures to attract quality workforce to civil service; to develop tools, implement and extend results of the management competency assessment, as well as to set up database and manage talents and senior executive inventories; to provide advice and suggestions related to the talent inventory system and the senior executive system for senior executives; to follow up, evaluate, and report the utilization of the talent inventory system and the senior executive system.2. The Recruitment and Selection Center is a responsible unit that supports the agencies to develop and set up policies, systems and models of personnel recruitment and selection for being civil servants; provide advice and suggestions regarding to the implementation of personnel recruitment and selection into the civil service for government agencies; to construct and to develop recruitment and testing tools, to serve as coordination center of personnel recruitment for government agencies and public enterprises; to carry out duties related to allocation of government scholarships; to set up standards, criteria, guidelines for accreditation of credentials for the purposes of instatement and appointment of persons, including SES.3. The Civil Service Training Institute has main responsibilities to carry out studies, analyses, and research relating to human resource development and training in the public sector, development of training courses and media, provision services of training media or technologies; carry out studies and research relating to policies, systems or guidelines for civil servants development, following up and evaluation of human resource development in the civil service; and organize development programs for civil servants. The role of the Civil Service Training Institute related to the senior executive service is to develop and prepare those who have potential to enter senior service positions by organizing training programs for senior executives and additional training programs for senior executive courses.4. The Bureau of Position Classification and Compensation Development has authority to carry out studies, research and development of remuneration system and fringe benefits; to carry out studies on policies, systems, or standards of the development of position classification in the civil service; analyze and relating to criteria, methods or practical guidelines of manpower planning and the position classification in the civil service and evaluation. The Bureau of Development of Position Classification and Compensation System is also responsible for identifying the SES placement, salary structure, and other benefits for senior executive positions. In addition, the OCSC has other internal units that drive the mission of managing SES, e.g., the Bureau of Manpower and Position Audit, the Bureau of Disciplinary Standard, the Anti-Corruption Operation Center, and the Ethics Promotion Center. These agencies are considered as central units for the OCSC which are responsible for promoting education, research, development of the system, as well as conducting rules and supervising public personnel management under the moral system and the good governance framework. SES management system includes the heads of government agencies and deputy heads of government agencies at ministerial and departmental levels, and other positions, e.g., the government agencies under the Office of the Prime Minister. However, the SES management system does not include the governing executives in the Ministry of the Interior and Diplomatic Service Executive in the Ministry of Foreign Affairs since these two ministries have their own SES management system that is separated from the system operated by the OCSC. Generally, job description of the senior executives is related to setting policies, strategies, and government’s administrative plans in accordance with the laws, government policies, and the country’s economic and social development plans. Moreover, they are expected to advise and provide opinions for the ministries, the cabinet, or relevant committees on various issues relating to government affairs in their duties and responsibilities.7 From these expectations, the OCSC has announced the competencies of public sector executives. Senior executive recruitment, selection and appointment processes are based on the competency model. The model divides competencies into 4 groups (12 competencies). 8148
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