characterized as Weberian bureaucracy model. The main characteristics of Weberian model include clear separation of power between elected politician and civil servants, rule-based administration, merit-based recruitment and appointment, and so on, which believe to centralize bureaucracy with input focus (efficient management of resource) rather than output and outcome focus. However, the Weberian rule, according to McCourt (2013), tends to be undermined by patronage system which mostly occurs in developing democracy to secure electoral loyalty and support.According to the interview with the beneficiary civil servants and the banking partners of salary reform during the workshop at the Royal School of Administration on the 8th February 2019, there seem to be happy and confident among civil servants on the salary reform through the banking system. This is because the salary through banking system has provided various benefits for civil servants such as more safety and efficiency compared to the manual and cash payment which was often long delayed and with inaccurate amount of payment. It is believed that the increase and payment of salary through the banking system may contribute to the increase in civil servants’ performance; however, it depends much on the management capacity and job flexibility among different organizations (RSA 2019a).Challenges/issuesSince 1993, Cambodia’s civil service is seen to have positive progress and achievement regarding building peace and national reconciliation, building foundation and legal framework for civil service management, improving public service delivery, reforming remuneration and incentives for civil servants, and adopting performance management system in civil service and so on (see table 3). However, the reforms still face some challenges, and in this section, the discussion will focus only on the challenges of pay reform and performance management.Challenges of pay reform:Civil servants’ salary reform in Cambodia is seen not only to be delivered through an efficient banking system, but also increasing in its amount due to the strong RGC’s reform commitment as well as the leadership of the Pay Reform Taskforce. Though such achievement of pay reform, some challenges still exist regarding the improvement of human resources such as the control of absence and performance, as well as the quality of public service delivery (RSA 2019a, 2019b).Figure 6: How importance is salary reform?Source: RSA(2019b) 53
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