Chinese government assistance), and producing new ID card for civil servants functioning as both civil servant ID and ATM purposes. At the same time, he also proposed some actions for enforcing further public administration reform such as reviewing to amend the 1994 Common Statute of Civil Servants, and preparing the new Sub Decree on national entrance examination for civil servants (Phnom Penh Post 2023).However, from 2019 to 2023, the vision and directions of public administrative reform seem undecided due to the pending approval of the new NPAR (2019-2030) and the restructuring of MCS, PAR committee, PAR sub-committees and PAR secretariat. PAR committee is a kind of inter-ministerial committee to lead and support the overall PAR which includes key relevant ministries such as MCS (head), Office of Council of Ministers (deputy), Ministry of Interior (deputy), Ministry of Economy and Finance (deputy), and other 25 ministries-institutions (RGC 2021a).PAR sub-committees and secretariat are internally established by MCS to support and coordinate the overall PAR and PAR committees. There are 4 PAR sub-committees which are led by MCS secretary of state (head) with support of other relevant General Departments and staff, while the PAR secretariat is led by an under-secretary of state (head) and other supporting units and staff, all of whom are selected and appointed by MCS minister (see RGC 2021b).If we look at the new draft of NPAR (2019-2030), it is designed for 10-year implementation from 2019 to 2030 and divided into 3 phases. Phase 1 (2019-2023) focuses on improving performance in public administration; Phase 2 (2023-2027) focuses on monitoring and evaluation on performance in public administration; and Phase 3 (2027-2030) focuses on performance accountability for public service (RGC 2019). But until now, it is still pending for approval.In understanding the specific progress and challenges of Cambodia’s public administrative reform, the civil service pay reform and performance management reform will be further discussed in the next section.To understand the concept of civil servant’s salary reform, the evolution of NPAR will be examined due to its 2015-2018 third goal focuses on improving pay system to ensure equity, consistency, productivity, and budget affordability, which is believed to fundamentally support other two goals of NPAR such as human resource improvement and quality of public service delivery (RGC 2015). NPAR is seen to have been introduced since the late 1990s which provided the first foundation for the subsequent phases of reform programs (see table 3). Within the first foundation reform, the focus was on building mechanism to manage and motivate civil servants, certain key reform activities were achieved such as the implementation of civil service census, the development of a New Career Path System and Remuneration System, and the Computerization of Payroll System. Such Public Administration Reform including pay reform is seen to be initiated and announced by HE Sok An, Senior Minister, during the development partner Consultative Group Meeting on 19-21 June 2002, which included a new pay and remuneration system to cover not only the base salary but also other allowances. The average pay was seen to have increased from USD 19.5 per month in 2001 to USD 28 in 2002 and to over USD 51 per month in 2006, and with the support of computerization of payroll system and database of HRMIS (Human Resource Management through the Information System) to reduce human errors and cost (CDC 2002; UNPAN 2004; MCS 2016a).Though there was some increase in civil servant salary during the early 2000s, various problems still challenged the reform efforts such as the delay in payment due to the manual process (such as delayed payment from one to two months), inaccurate amount 49Civil Service Pay reformIt is noted that during the 1990s and early 2000s, Cambodia’s civil service system was seen to be poorly paid which led to encourage various corrupt behaviors. It is believed that such condition contributed to the difficulty in attracting and motivating high skilled civil servants across the civil service (World Bank 2013). From the mid-2000s, Cambodia’s civil service system is seen to go through various key reforms such as the New Career Path System and New Remuneration System which the number of civil servants has been classified into different categories based on their education levels (CDC 2002; MCS 2016a).
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