7 Thailand - Civil Service Act B.E. 2551. (2008). Royal Thai Government Gazette (January 25, 2008).10 The Office of the Civil Service Commission. (2023). Senior Executive System. Available at https://www.ocsc.go.th/ses#gsc.tab=0150environment and the challenging of the public sector. But for SES band 2 or senior executives (position level 10) and SES band 3 or highest senior executives (position level 11), there is flexibility in considering qualification criteria before taking on a senior executive position. These positions are open for those who have never completed the training course. They are allowed to attend the training within one year from the date of appointment. According to section 52 and 56 of the Civil Service Act in 20089 stipulates that “civil service recruitment process and to appointment must be in accordance with the merit system and take into account the ethical behavior of such individuals.” SES as a part of civil service recruitment must comply with the merit system. The system consists of 4 main components: 1) the ability of candidates that must be qualified with the criteria of SES position; 2) the principle of equality that considers the principle of equal rights of persons with educational qualifications and work experiences; 3) the principle of security to guarantee career security for personnel at all levels in the organization; and 4) the principle of political neutrality that all of civil servants must remain their politically neutral behavior. Although the recruitment and appointment policy of SES is a policy that comes from both open and closed in the situation, it has been found that the nature of ascending to a senior executive position is still a ladder from a low level to a high level. It could be said that the recruitment and appointment policy for the SES focuses on a closed recruitment policy. The OCSC prescribes criteria, methods, and selection procedures for promoting civil servants to SES positions10 according to the OCSC Letter No. 0708.1/Wor22. dated September 30, 1997, with the essence requiring each ministry to appoint the SES selection committee. In this regard, the committee must determine criteria for evaluating persons who are suitable for the position to be appointed by considering knowledge, competence, behavior, and service history, including other appropriate qualifications. Then the committee will select and propose three suitable candidates and submit their name to the Permanent Secretary for consideration. If a person has been promoted to a position in level 10, his or her name will be submitted to the minister to present to the cabinet for consideration and approval. As for those who are promoted to be appointed to a position in level 11, the permanent secretary shall nominate the name to the minister for submission to the cabinet for further approval. In general, the selection committee would assess the candidates with the suitability of core administrative competencies, job-related competencies, and performance in terms of management goals, vision, and other behaviors and attributes necessary to perform the job. In the first round, only 3-5 people per position may be considered for further evaluation. After that, no more than 3 people are selected for the position to be appointed per position, along with specifying the reasons for suitability in each position. According to the letter of the OCSC 1003/Wor9 dated 26 August 2005, there is still room for political officials to exercise discretion and interfere in the selection process. The minister has the power to exercise discretion in the SES selection process in the case that the permanent secretary does not nominate an appropriate person to the minister, then he/she has the right to SES Recruitment and Appointment SES recruitment and appointment processes could be classified into 2 types. The first type is an open recruitment policy in which a form of recruitment allows qualified candidates from the public and other sectors to equally apply for such positions. This nomination policy is rather focused on a recognition of experiences and expertise of the person. The second type is a closed recruitment policy in which a senior position is available for civil servants who climb from the early stage of their career to the highest level.
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