By World Bank, International Monetary Fund
In September 2001, employees from the area financial institution and the overseas financial Fund met with the target of strengthening collaboration among the 2 organisations in tasks of civil carrier reform. This reinforced collaboration could have key advantages in making sure consistency among the conflicting targets of the 2 organisations, setting up real looking targets in the reform procedure, and protecting a middle set of salary and employment info. The significant end arrived at was once that international financial institution and IMF employees could be undertaking collaboration past within the reform technique. to steer the collaboration, six foundations have been pointed out. those comprise: increase a medium-term economic framework; foster nationwide possession via making reforms politically possible; concentration and streamline conditionality; agree on sequencing and timing of reforms; and boost information assortment. those principals might be confirmed for effectiveness in numerous concentration international locations.
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Extra info for Civil service reform: strengthening World Bank and IMF collaboration
Principles for Collaboration Collaboration between the Bank and the Fund should rest on the following six foundations: • Be more selective. Selectivity and consistency of objectives are crucial. The priority afforded to different elements of the reform agenda can and should differ among civil service reform programs. Therefore, these priorities should be defined on a country-specific basis. • Develop a medium-term fiscal framework. Short-run policies aimed at protecting macroeconomic stability cannot ignore longer-run implications, and long-run structural reforms should not ignore the shortrun fiscal impacts.
Existing staffing needs, the elimination of discrepancies between actual salary payments and grade-based salaries, and the decentralization process will put pressure on the wage bill and could jeopardize macroeconomic stability. 9 1,463,300 239,334 246,300 Sources: Statistical Appendix, IMF 2000; and WB World Development Indicators database. 30 CIVIL SERVICE REFORM and education, total employment in the central government is expected to increase. 5 percent of GDP). The authorities have agreed to grant a gradual catch-up as a counterpart for moving to the new pay scale and performance-based compensation, and are designing methods to prevent the decentralization process from weakening fiscal policy and expenditure control.
Absenteeism is rife. • Retirement rules. The retirement age is 55, but those who have served for 30 years before reaching age 55 may also retire. In March 2001 about 79 percent of civil servants were at least 40 years old. • Mismatch between actual and grade-based salaries. From 1986 to 1992 civil service wages were frozen, but advancements continued within the career structure, creating a gap between position and pay. General salary increases have been granted since 1992, but the gap between actual salary payments and grade-based salaries was never fully closed.
Civil service reform: strengthening World Bank and IMF collaboration by World Bank, International Monetary Fund