TFL Vsebine / Revija Javna uprava

Gospodarska in finančna kriza in z njo povezani sprejeti varčevalni ukrepi so v Sloveniji prinesli številne omejitve na področju izplačevanja plač, delovne uspešnosti in dodatkov javnim uslužbencem ter zavrli implementacijo zadnje plačne reforme v javnem sektorju. V tej luči je treba razumeti dejstvo, da se uspešnost opravljenega dela navadno povezuje z ustrezno motivacijo za delo ter ustreznim nagrajevanjem zaposlenih. Ključno vlogo in odgovornost igrajo tu vodstvene strukture, z ustreznimi mehanizmi ter orodji za ocenjevanje delovne uspešnosti zaposlenih. Reševanja tovrstnih vprašanj se je Vlada Republike Slovenije lotila s Strategijo razvoja javne uprave 2015 −2020, Ministrstvo za javno upravo pa je v letu 2015 pripravilo predlog novega Zakona o javnih uslužbencih in novelo Zakona o sistemu plač v javnem sektorju. Prispevek preverja ustreznost teh predlogov v luči teorij s področja motivacije in nagrajevanja zaposlenih, se opre na izsledke anketnega vprašalnika ter poda nekaj usmeritev glede motiviranja in nagrajevanj javnih uslužbencev, s tem pa tudi smotrnosti in nujnosti izvedbe predlaganih sprememb na področju uslužbenske zakonodaje.

The economic and financial crisis and with it associated austerity measures in Slovenia brought a number of restrictions in the area of payment of wages, work performance and allowances of public servants. These restrictions have inhibited the implementation of the last wage-reform in the public sector. In this light, it is necessary to understand the fact success at work is usually associated with proper motivation and the appropriate rewards of employees. A key role and responsibility has here the management structure, appropriate mechanisms and tools for assessing employee performance. The Government of the Republic of Slovenia wanted to solve these issues with the Public administration development strategy 2015–2020, while the Ministry of Public Administration in 2015 prepared a proposal for a new Civil Servants Act and amendments to the Public Sector Salary System Act. This paper is focused on the adequacy of these proposals in the light of the theories of motivation and renumeration of employees; it relies on the questionnaire’s results and gives some directions for the motivation and remuneration of civil servants, and thus also for the relevance and necessity of the the proposed changes’ implementation in the field of civil service legislation.

Motivation of civil servants and their remuneration: the role and responsibility of superiors