CIVIL SERVANT CAREER

Romanian Case
Ana Alexandra Ribeiro Soares
June, 2015
SNSPA

Contents

1.
2.
3.
4.
5.
6.

Civil Servant
Civil servant in Romania
Civil Service
The management of civil services and of civil servants
Civil Servants Rights
Civil servants career system in Romania

Civil Servant

There is no standard definition of civil servant or civil service.

The public sector

combined with a range of employment regimes. Though generally the civil service constitutes a
distinct body of staff within the public sector, arrangements vary between countries. In other
words, there are often numerous groups public employees in addition to civil servants. The
essence of civil servant status is that the legal basis for employment, the laws and regulations
that shape the nature of employment contracts is different from that found elsewhere in the
economy as defined by the general labor law. It also is generally different from that found
elsewhere in the public sector, such as in the health or education sectors or in state-owned
enterprises.
According to the History, civil service employment was rather a decision of the State, not
a formal agreement between two equal parties. Today, civil service employment tends to share
some features that are typical of a voluntary arrangement between an employer and employee in
the private sector. Also several criteria continue to distinguish civil servant status from other
employment arrangements. Civil servants are "appointed" by decision of an authorized public
institution in accordance with the civil service law. A decision by a representative of the State to
"appoint" a civil servant must conform to established rule that structure the hiring process.
Because civil servants are not simply employees of the state, further they also have a
constitutional role there are many constraints on dismissal once appointed. The intent of civil
service regulation is to balance the requirement these employees be responsive to the
government of the day, with the parallel requirement that they respect and maintain state
institutions over time. Such as, additional job security is provided in order to prevent short-term
political pressures from leading to inappropriate personnel changes.
Because of the strategic and constitutional role of civil servants, there are more constraints on the
actions of civil servants than on other groups. The Labor Relations (Public Service) Convention,
1982 (No. 151) provides details of the fundamental labor rights of civil servants. Such as, the
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right to organize, to participate in consultations or negotiations in relation to their terms of

employment and to settlement of disputes. Article 1 of the Convention indicates that its
provisions apply to all persons employed by public authorities but permits exemptions for highlevel employees whose functions are normally considered as policy-making or managerial, or
employees whose duties are of a highly confidential nature. The employees concerned are within
civilian central government or sub national government. Under judicial career laws there are
many other employment arrangements in the public sector that provide something akin to civil
servant status. Common usage requires that civil servant status refers to employees within
civilian central government, or sub national government. The judiciary can often be employed
under arrangements that also provide constitutionally-based constraints on dismissal, but are
rarely known as civil servants.
There are some recent signs that the distinction between civil service legislation and labor law is
softening. The International Labour Organization database of national legislation contains
bibliographical references to Labour Organization database Member States laws governing the
civil service. The definitional problems are highlighted by the deliberations of the Labour
Organization database Members Joint Committee on the Public Service, However, a number of
countries treat all public service workers as contractual employees.

Civil Servant in Romania

A civil servant is a person who has been appointed to officiate as a public functionary. According
to the Civil Service law the sum total of civil servants working within public organisms of
authority and institutions make up the civil serving body. Civil servants are to be appointed by
the chief of the public organism of authority or institution, with regard to the regulations of this
law. Civil service represents the ensemble of prerogatives and responsibilities established by the
public organism of authority or institution with regard to this law, in order to fulfill its
attributions. Also Civil services are stipulated in the annex to this law. The annex may be
supplemented by Government resolution. The principles that civil service is based upon are
insurance of all activities performed by civil servants with promptitude, efficiency and freedom
of all prejudices, corruption, misuse of authority and political pressure.
Civil servants are to be selected by competence criteria alone. Equality of opportunities to enter
and promote within the body of civil servants. The stipulations of this law apply to all civil
servants, including those who have their own regulations approved by special laws, unless they
stipulate otherwise. The staff of the public organisms of authority and institutions that perform
tasks of secretariat, administrative service, protocol, maintenance, and repairing and attendance
services is to be employed with individual labor contract. People that are employed for these jobs
are not civil servants and fall under the jurisdiction of labor laws. In order to work as a civil
servant a person must fulfill the following terms:
a)
b)
c)
d)
e)

Has only Romanian citizenship and lives in Romania.

Knows Romanian language, writing and speaking.
Is over the age of 18.
Has full competence to exercise ones duties.
Is in a state of health suitable to the service one stands as a candidate for, certified by a

special medical examination.

f) Carries out the educational terms for civil service stipulated by the law.
g) Has never been found guilty of any crime that would make one unsuitable to exercise as
a civil servant.

Civil servants are debutante or permanent. Debutante civil servants are persons who fill a
civil service as the result of a contest or examination, until acquiring a permanent status.
A civil servant may service as debutante for a period of 6 months at least but no longer

than 2 years. They fall under the jurisdiction of this law are divided into three categories
defined in terms of necessary education as long-term superior education as follows:

A category - graduated with license or equivalent diploma

They bring the law into operation and carry it out, perform studies, verifications,
counseling, coordination, guidance, elaborate regulations, take decisions and
perform any other services that require specialized superior knowledge

B category - short-term superior education, graduated with diploma and high

school or post high school education graduated with diploma
They bring the law into operation and carry it out, perform studies, elaborate
regulation projects, prepare material for decisions and perform some guidance
services as well as other services that require short-term superior education

C category High school or post High school education graduated with diploma
They bring the law and other regulations into operation and carry them out,
perform guidance and other office activities that require a medium education,
technical and professional knowledge of a medium level

Each of the three categories of civil servants is divided into three classes. Each class is a step in
the civil servants career. The hierarchical structure of classes is as class III, class II, and class I,
as the maximum level. Each class is divided into three levels of permanent civil servants. The
hierarchical structure of levels is as third level, second level and first level, as the maximum
level. Each level corresponds to a basic salary level within the salary chart. A civil servant keeps
the class and level obtained when no longer in civil service, for reasons undisputable to the civil
servant. In this case the Civil Servants National Agency will provide the above mentioned civil
servant employment in another civil service, as far as available positions do exist, according to
the professional qualification of the civil servant. Also, Civil servants that cannot be taken on the
staff as the paragraph above stipulates will benefit by social protection.

Civil Service in Romania

Civil services are classified as follows:
a) By nature of competencies - civil services of execution and of leadership.
b) By requirements concerning educational terms: A category civil service, B category civil
service, and C category civil service.
Civil servants are identified by their corresponding category, class and level. With the founding
document of a public organism of authority or institution the maximum due number of civil
servants in its staff is also to be settled. Civil service laws can be different between countries. In
some cases these laws regulate everything related to employment. Such as, they supplement the
general labor law. In some countries, institutional arrangements for the management of the civil
service are included in the civil service law. In other countries, this is regulated in other
legislation. Generally, a central body is defined to be in charge of the overall management,
including proposing legislation and monitoring the civil service management at ministries and
agencies level. Regulations concerning trade union rights and collective bargaining are normally
regulated in a separate piece of regulation. Civil service laws can define the job duties and
responsibilities of civil servants. While general labor law employees have only the responsibility
to fulfill their labor contract, civil servants can be given an over-arching duty to serve the state or
the government of the day. Legislation can also set out the arrangements for tenure and job
security. General labor law employees can be dismissed by the employer in line with their labor
contract subject to some general minimum standards. Civil servants generally have greater
protections that require comprehensive legal and administrative due process before they can be
dismissed.

Disciplinary arrangements can also be covered by the legislation. Their employer can discipline
general labor law employees in any legal manner subject to collective bargaining agreements,
although judicial review is often possible under general labor law. By contrast, civil servants can
be disciplined according to specific legislated disciplinary provisions. Usually these are
introduced as reprimand, partial loss of salary, downgrading or dismissal. Rewards and wagebargaining are often also covered by civil service legislation. General labor law employees can
be rewarded in any manner subject to minimum wage legislation and collective bargaining
agreements. Civil servants can have rewards packages reflecting factors other than market
conditions. Generally, civil service remuneration is determined by regulation. Trade unions have
usually only a consultative role.

The combined effect of the scope of civil service laws yields two different types of civil service
arrangements as career systems and position-based systems.

Career systems
The objective is to ensure that initial entry to the civil service is based on the
knowledge of the candidates, generally as indicated by a relevant university
degree or academic credentials. Subsequent mobility and promotion allow
movement within the civil service.

Position-based systems
The emphasis is placed on selecting the best-suited candidate for each position to
be filled, whether by external recruitment or via internal promotion or mobility.
Closed career systems make appointments through promotion from within the
civil service and are characterized by limited possibilities for lateral entry and a

strong emphasis on career development. By contrast, position-based systems

allow more open access, with lateral entry relatively common.

The management of civil services and of civil servants in Romania

In order to create and develop a professional body of civil servants is to be established the Civil
Servants National Agency, which is a specialized body of central public administration with
juridical status, subordinated to the Government. The Civil Servants National Agency is to be
managed by a president with the rank of state secretary, appointed by the Prime Minister. The
Civil Servants National Agency is to be financed by the state budget and has the following
competencies:
a) elaborates the policies and strategies concerning with the management of civil service
and civil servants
b) elaborates and gives notifications or suggestions for normative documents concerning
with civil service and civil servants;
c) verifies the way law is put into operation with regard to civil service and the civil
servants within the public organism of authority or institutions;
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d) elaborates regulations common to all public organisms of authority and institutions

concerning with civil services ranking and classification of positions;
e) elaborates suggestions in order to make up a unitary system of remuneration fitted to
all civil servants;
f) sets dawn the criteria for evaluation of civil servants activity;
g) organizes the system of civil servants professional training;
h) elaborates and supervises training and professional programs for civil servants;
i) creates and administrates its own data base containing the register of civil services and
civil servants;
j) makes up annual reports concerning with the management of civil services and civil
k)

servants that the government hand to the parliament for debate;

elaborates and supervises the organizatoric regulations of contests setting into

operation for entering the staff of civil servants;

l) Coordinates and supervises the stipulations of this law to be put into operation;
m) provides specialized assistance and coordinates the human resources departments
from the methodology point of view within the public organisms of authority and
institutions of the central and local public administration;
n) collaborates with international organisms and organizations in the field of human
resources management;
The National Agency of Civil Servants fulfills any other prerogatives set dawn by the
government concerning with the policies in human resources and the management of human
resources and keeps the register of civil services and all civil servants. Within 30 days from
ratification of organisatoric and functioning regulations of the National Agency of Civil Servants
the public organism of authority and institutions will send the agency the personal data of civil
servants as well as the vacant positions of civil servant.
Civil Services are established for each public organism of authority and institution by its
chief, by ruling of district council decision or, if the case is, of the local council, on the basis of
activities stipulated within art and with consultative notification of the Civil Servants National
Agency. Personal data of civil servants regard: name; forename; address; place of birth; the civil
service in exercise; experience; as well as other prior positions held within civil service;
education; academic or scientific honors and foreign languages. In the first months of every year
changes occurred in civil servants situation are to be transmitted. The organizatoric and
Functioning Regulations of the National Agency of Civil Servants is to be approved by
government ruling within 30 days from the publication of this law in the National Gazette of

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Romania. The management of Human resources and civil services is organized and put into
operation within each public organism or authority and institution by a specialized department
that collaborates with the Civil Servants National Agency. Also, each civil servant has a
professional file that contains:
a) The document of appointment; the certificate of studies; and certificate of oath.
b) The documents regarding the annual evaluation of the civil servants activity, promotion in
positions, classes, levels or categories, as well as penalties bared will be set in chronological
order without discontinuities.

In the professional file of the civil servant documents concerning with his activities or opinions
regarding politics, unions, religion, or anything else of this nature are not to be included. The
civil servant will be provided at request with copies of the existing documents in his professional
file.

Civil Servants Rights in Romania

The right to an opinion is guaranteed to the civil servants. Any discrimination among civil
servants for political, union, religion, nationality, sex, wealth, social origin, or any other such
reasons is forbidden. The right to form a union is guaranteed to the civil servants by the
stipulations of the law. Civil Servants may join professional or any other organizations that are
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concerned with representation of their own interests, professional training and maintenance of
their status. Also civil Servants may have the right to strike by the stipulations of the law. For
their activity they have the right to remuneration, which is made up by minimum salary, bonuses
and compensations. The law sets the remuneration system for civil servants. In order to set the
remuneration system the following is to be considered:
a) The necessity to minimize the costs of the public administration considering still that
competent civil servant must be properly motivated and rewarded.
b) The setting of hierarchy in the remuneration system based upon categories, classes and
levels for the evaluation of the position.
c) The setting of a fair balance between the fix part and the variable one of the salary
which is to account for the activity performed and its importance.

Civil Servants, who must wear a uniform while exercising, receive it for grant. The normal
duration of the working time for civil servants is of 8 hours per day and 40 hours per week. For
the hours worked at the order of the chief of the public organism of authority or institution over
time or during legal holidays, the executive civil servants have the right to recover or to get paid
with a hundred per cent compensation from the minimum salary. The number of hours paid with
100% compensation cannot overcome the number of 360 within o year. They have the right to
paid leave, medical leave and others by the stipulation of the law.
Civil servants, aside the remuneration for the leave have the right to a bonus equal to the
minimum salary of the month prior to the leave, which is to be separately taxed. During the
medical leave, maternity leave and those for raising and care of children, the work connections
cannot cease and cannot be modified unless the civil servant concerned decides otherwise. The
public institutions have the obligation to provide civil servants with normal conditions of labor
hygiene so as to protect their health and physical integrity. Under health motivation civil servants
may be exceptionally approved to change the department of the public organism of authority or
institution where he works maintaining the class and level already held. The change may be put

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into practice only if the concerned civil servant is professionally capable of fulfilling the new
prerogatives.
Civil servants benefit by medical assistance, prosthesis and medication by the stipulation of the
law. Such as they benefit by retirement remuneration as well as other rights to state social
security by the stipulation of the law. In case the civil servant dies, his family, according to the
law have the right to successor alimony are to receive equivalent of the deceased civil servants
minimum salary of the passed month of activity for a period of time of three months. If the case
is that the successor alimony has not been issued on the public organism of authority or
institution's guilt within three months from the decease it will keep paying the rights stipulated
within paragraph until the decision for successor alimony is issued.
Civil servants benefit by law protection while exercising their prerogatives. The public organism
of authority or institution that the civil servant exercises within is compelled to ensure the civil
servant against threats, violence and insults that he might suffer while exercising his
prerogatives. The public organism of authority or institution is compelled to compensate the civil
servant in case he suffered on the public organism of authority or institution's guilt a material
damage while performing his attributions.

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Appointment on the positions of civil servants

Admittance in civil servants staff is made only by contest organized by the public organism of
authority or institution concerned. Vacant positions that contest are organized for are made public
30 days prior to the date of the contest. Entrance in career civil serving body right after
graduation is to be made only on a debutante position. Government ruling makes the organizing
terms of contest as well as the ratifying terms of its results. In order to compete for debutante
civil servant position candidates must fill the terms. Persons who held positions of public dignity
elected or appointed or positions equivalent to it, according to the law, as well as persons who
held special positions outside public organisms of authority or institutions may be appointed in
permanent civil service positions as the result of the contest. These persons will be appointed in
the corresponding category of education with the class and level corresponding to experience in
the specialized or public dignity position, to which experience in prior held civil service
positions is added if the case. Persons who return to civil serving body after leaving it for reasons
unimputable to them are to be taken in with the class and level priory held to which, through the
examination organized by the Civil Servants National Agency, classes and levels corresponding
to the work experience in other departments may be added.
The candidates who succeeded at contest are appointed as debutante civil servants by ruling or if
the case by notification of the public organism of authority or institution's chief in which the
vacant position is contained. The length of probation term is 12 months for A category civil
servant, 8 months for B category civil servants and 6 months for C category civil servants. The
probation term is considered when evaluating experience in civil service. Debutante civil
servants may acquire permanent status after the end of probation term. The probation term has
the objective to confirm the professional abilities in the prerogative fulfilling and responsibilities
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of public service, practical formation, knowing by them the public administration specific and its
exigencies. At the end of probation the civil servant debutante make a probation report. The
organism of probation, conditions of evaluation as well as specific regulations to be applied to
the civil servant debutante are to be established by Government ruling at the proposal of The
National Agency of Civil Servants.
At the end of probation term, according to the evaluation result, the debutante civil servant is
appointed permanent civil servant, third class, third level within the category corresponding to
his education or, if the case, is asked to repeat only for one more time the probation term.
According to the evaluation results achieved after probation term is repeated, the debutante civil
servant is either confirmed on the position or fired for professional incompetence. The
appointment in permanent civil servant position as well as in leadership civil services is made by
the public organism of authority or institution's chief. The permanent civil servant pledges his
oath in the presence of the public organism of authority or institution's chief and of two other
witnesses of which one is the chief of the department where the civil servant is appointed and the
other one is a civil servant within the same public organism authority or institution.

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Promotion in levels, classes and categories.

The evaluation of civil servants' activity is made in order to grant remuneration rights according
to the individual professional performances based on criteria elaborated by the National Agency
of Civil Servants. The evaluation of civil servants is made considering the performance criteria
that classes and levels are defined upon within the same category. At the beginning of the year,
the chiefs of departments are to notify each civil servant in written upon the performance criteria
set by the National Agency of Civil Servants, corresponding to the category, class and level held
by the civil servant. Every year the chiefs of departments within public organisms of authority or
institution fills in and registers in the evaluating file the individual professional performances
achieved within the past 12 months by the civil servants subordinated to him. Consequently to
the individual professional performance evaluation the civil servant is granted with one of the
following qualificatives:

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"exceptional"
"very good"
"good"
"satisfying"
"unsatisfying"

The evaluation criteria of individual professional performances as well as the contesting criteria
of qualificatives is to be set by Government ruling at the notification of the Civil Servants
National Agency. The civil servant gratified for the past year with "unsatisfying" or "satisfying"
qualificative cannot be promoted during the next year. In the case where for the past two years
the civil servant has been gratified with "unsatisfying" qualificative the chief of the public
institution will suggest the civil servant an inferior position. If the suggestion is not accepted the
civil servant will be released from his position. In the case where the number of positions is
reduced within a public organism of authority or institution, its chief will consider the results
acquired by civil servants at the annual evaluation of activity.
In professional career civil servants benefit by the right to promote in level, class or category,
according to the results obtained at the individual professional performance evaluation if a
superior education graduation diploma is obtained. Each level corresponds to a minimum
remuneration level that is to be granted starting with 1st of January of the year following the
period for which the evaluation was performed. Promotion to the next level is made within the
same class. Promotion to the next level is made annually and is granted to all civil servants that
obtained the qualificative "good" at the individual professional performances evaluation for two
consecutive years. As an exception, civil servants who obtained the qualificative exceptional
promote in level if they have the minimum experience of one year in the level from which they
are promoted.
Promotion with a level in the next class is made from level 1 of a class to the 3rd level of the
next class. Civil servants promote in class if they have an experience of minimum 3 years in the
class they are promoted from and if they obtained " very good" qualificative for the past two
years at the annual individual professional performance evaluation. Only civil servants enlisted
in the promotion chart that is annually set and filled in by the public organisms of authority or
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institutions may benefit by promotion. In order to be enlisted in the promotion chart civil
servants have to have obtained at the annual individual professional performance evaluation of
the past two years prior to enlisting "exceptional" qualificative. As an exception, civil servants
who promoting the levels of the 3rd class and the first level of the 2nd class had obtained
"exceptional" qualificative may be enlisted in the promotion chart in order to promote straight to
the 3rd level of the 1st class. Promotions in class are made in order of enlistment on the
promotion chart within the number of vacant positions without overcoming the maximum
number of confirmed civil servants set for each class, with regard to this law. Government ruling
or if the case district or local council ruling sets the maximum number of confirmed civil
servants within each public organism of authority or institution as against the sum total of civil
servants. Promotions authorized by the public organisms of authority or institutions are to be
notified within 30 days to the Civil Servants National Agency.

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Civil servants career system in Romania

The concept of career is associated with the idea of advancement of a person in a particular field
or in an organization. The career is also often synonymous to the profession or occupation and
represents the period in which a person activates in a particular field such as, the position in
society, or a phase in social or professional hierarchy. Government Decision no. 611/2008 on
civil servants career stipulates the possibility of civil servants to develop their professional skills
within a genuine career. A career in the public function includes all legal situations, and the
effects deriving there from, that occur, under the law, from the beginning of the activity of a civil
servant to the cessation of these respective relationship.
Among the principles underlying the organization of civil servant career, it can be mentioned
(GD no. 611/2008):

jurisdiction requires that individuals wishing to enter or promote to a public function,

hold and confirm the know-how and skills necessary for the exercise of the respective
public function;

competition the confirmation of the knowledge and skills necessary for the exercise of
public functions is done through competition or examination;

equal opportunities the career in the civil service can be pursued by any person that
meets the conditions established by law;

professionalism effective performance in exercising public power prerogatives;

motivation the authorities and the public institutions are required to identify and apply, in
the respect of law, instruments of moral and material motivation of civil servants, and to
support initiatives forprofessional development of the individual;

transparency authorities and public institutions are required to provide all interested
parties, information of public interest related to career in civil service.

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In accordance with this government decision, the career management in the public service is
provided through:

The National Agency of Civil Servants, by developing the legal framework and the
required instruments for the organization and career development in civil service;

Authorities and public institutions, by applying the principle of equal opportunities and
motivation;

Civil servant itself, through a consistent application of the principles of competence and
professionalism in order to secure individual improvement.

The concept of public function identifies with the public authority and includes the persons
invested with public power prerogatives. At the same time, the concept evokes the status of any
person exercising a public function prerogatives, regardless of the type of institution or the level
at which it occurs.

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Civil Servants Career Development in the Romania

Civil servants career development is highly important as the reinforcement of public

administration capacity to generate social and economic reform measures largely depends on
developing a unitary civil servants body, consistent with similar structures from other European
Union member states. The concept of career frequently appears in current speech and has several
meanings. Traditionally, the concept of career used to be associated with persons that occupied
managerial positions or well paid jobs. Gradually, the concept of career has evolved, applying to
the entire personnel of an organization as well as to the evolution of a person within the same
position or in other positions, while accumulating professional experience. In the area of human
resources management, career represents the evolution of a civil servant within an organization
and within civil service, progressively and accordant with the needs of the organization, based on
the person's knowledge, competences, performance and preferences. This means that career
development represents a responsibility that belongs both to public authorities and institutions
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and to civil servants. Often civil servants start their activity in an organization expecting to
receive professional training and enough information to understand how to fulfill their duties and
to become effective and successful members of their new organization in a short period.
Although human potential represents the main resource of any institution, regardless of its
specificity, and the only one that can lead to performance when appropriate management is being
practiced, many employees do not receive support and adequate formal mentoring, they have to
learn by trying and from their own mistakes, thereby deceiving their expectations. Given the
particular importance of professional and organizational development, the concept of human
resources development is being studied in more detail. It is in close connection with public
service success and effectiveness, so in this paper I intend to study the importance of human
resource development at ministerial level.
In the area of human resources management, career represents the evolution of a civil servant
within an organization and within civil service, progressively and accordant with the needs of the
organization, based on the person's knowledge, competences, performance and preferences. This
means that career development represents a responsibility that belongs both to public authorities
and institutions and to civil servants. Career development is a long term process that covers the
entire career of an individual and includes the programs and activities necessary to meet the
individual career plan. The concept applies both to central government and public institutions in
different competitive cities.
Regarding the public sector in Romania - career in civil service is defined by the second article
of the Government Decision no. 611/2008 on the organization and management of civil servants
career as "all legal situations and effects that occur after a person is appointed civil servant until
their work relations cease, according to the law".
The career of a civil servant evolves through several stages:

the expansion - development: there are acquired new skills, knowledge increases

rapidly and new competences develop at a steady pace

stabilization - the skills and knowledge acquired during the progression (expansion)
stage are implemented, tested, modified and strengthened by experience
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maturity - civil servants have a well-defined career path and evolve in line with the
skills, motivation and opportunities they have.

Each person develops and matures at a different pace, which means that once the maturity stage
is reached, either one continues to develop or they limit themselves or stagnate and take a
downturn. Career development represents the career management process and refers to the civil
servants evolution in public institutions, according to its needs and depending on each person's
performance, potential and aspirations. Some public institutions dispose of concrete plans and
programs regarding civil servants' professional development. Different professional training
courses are being offered. However, most programs actually offer professional development
courses using resources within the public institution or resources attracted from exterior, or
provided through various educational initiatives. Most public institutions have their own
performance evaluation systems. Through these systems each employee's performance can be
evaluated and comparisons can be made. Using the results of the performance evaluation in
training activities, institutions can initiate actions aimed to rectify and improve weak
performance, can take measures so that a civil servant would go from a medium to a high level
of performance, can identify promotion opportunities for those who aim higher positions in order
to be able to develop according to their skills and motivation.
The second element of career development is the civil servant. They should play an important
part in developing their careers. They should contribute to the identification of their professional
training needs in order to develop their career, those of the organization and to effectively
participate in supporting them. The third element of the triad characterizing career development
is the development of professional and managerial skills. Most public institutions need to plan
their potential to replace their management structures. There must be ensured that, in case of
senior level position vacancy, there are people able to take over and continue the efforts
previously made. Furthermore, public institutions must improve management civil servants
aptitudes and skills. The idea of progress in social life is closely linked to the good
administration of public services, which in its turn is related to civil servants' ability to improve

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their professional and managerial training. Through continuous training, civil servants improve
their work efficiency.
The increasing computerization and automation of public administration activities leads the
necessity for ongoing civil servants training so that they would be flexible enough to
continuously adapt to the level, structure and intensity of changes in the system of social needs
and the reform process. Another important aspect is the training. Training is necessary because:
There is a constant pressure from the citizens whose demands are increasing
The nature of the requests and needs that have to be satisfied is extremely diverse and
constantly changing, requiring the existence of well professionally trained civil servants
There are still numerous malfunctions caused by the inadequate training of civil servants
The knowledge acquired through initial training in the education system are easily perishable
given the rapid changes occurring
Public sector reform requires the creation of a professional civil servants body, constantly
concerned with upgrading their knowledge
Each individual wishes to train, promote and acquire job satisfaction.

Each person develops and reaches maturity at a different pace, which means that once the
maturity stage is reached, either one continues to develop or they limit themselves or stagnate or
take a downturn. Regarding civil servants career development subjectivity can be perceived namely the fact that their promotion represents a subjective assessment of their direct manager,
which primarily relies on the informal superior-subordinate relationship. There can also be
identified two categories of constraints. On the one hand, insufficient resources and, on the other
hand, the increasing and constantly diversifying citizens' requests and social and economic
environment. In order to meet these requirements, it is necessary to create and develop a

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professional civil servants body, which is able to ensure effective functioning of a continuously
changing administration.
The facts have revealed by researches have shown that the studied institutions urgently need
coherent human resources strategies that would enable public institutions to meet their needs in
the area of human resource both quantitatively and qualitatively. Another important conclusion
concerns the training level of the human resources managers of the institutions involved in our
study. The research has shown that most likely human resources managers do not have the
necessary professional profile to ensure civil servants management career, that they face
difficulties in planning civil servants career and the promoting system of the employees within
the public institution. They also face difficulties in ensuring the assessment of organizational
needs in the area of personnel training and in making the most of the annual performance
appraisal results. There have been identified significant limitations in establishing the
requirements and criteria for personnel promotion in different positions and functions. The
research has proved the necessity to design and continuously improve a modern system human
resource management that would result in developing a professional civil servants body.
The researches has also shown that the time allocated by an individual to career development is
limited. Any employee has similar needs to the organization they belong to. The fundamental
difference between the organization and the individual is that theoretically the organization is
settled for a long time, while the employee disposes only of limited time to show and make the
most advantage of their skills and take decisions regarding their career development. The
responsibility for career development increases with the reduction of the alternatives. One way to
increase the awareness level regarding the role of career development may be increasing the role
of human resources managers in public institutions. This involves helping the employees to
identify their own path and the optimal direction for their professional development, by
determining together the steps to follow in order to realistically achieve their career aspirations.
One of the methods the manager could use is qualification facilitating, broadening and
diversifying the work performed by employees with the aim of career development. Generally,
all employees need training courses in order to broaden and diversify their work so that they
would achieve individual career development objectives. Those employees who sense that the

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manager is interested in their professional career become loyal, while at the same time, better
perform their activity.
The management team of the institution as well as the human resources managers should
understand employees' needs and aspirations, while the latter should identify as clear as possible
what is to be done and how organizational matters should be handled. Even if it is recommended
that all managers to be involved in human resources management, only few managers have the
necessary preparation and expertise to counsel the employees and contribute to their career
development. Furthermore, even if it is a very important activity in terms of career development,
mentoring or collaboration relations, which helps the individual deal with problems in a positive
and constructive way, can sometimes become damaging, if the individual becomes too dependent
or the mentor does not show sufficient flexibility. Civil servants from all organizational levels
need to develop their career, to achieve European level performance, aware of the fact that they
are in the citizens' service and that their role is to efficiently implement the existent legislation
and to contribute to its improvement.

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