individual professional development of civil servants. The Board to personnel managers to implement Regulation No. 03/2011 on files and the central register of civil servants and when carrying out recruitment to ensure data on the civil status and the criminal file of recruited candidates. Trainings and development of professional capacities During the monitoring of institutions, the Board has observed that the planning, program and strategy of civil servants training does not fulfil training needs and professional development of personnel. It is noted that employment authorities and KIPA have not conducted proper analysis for training needs of the civil staff, with trainings being carried out only formally and without ever conducting evaluation of training quality in order to find out the impact of trainings in capacity building of the civil servant and the institution in general. Based on data gathered during the visits and provided by institutions, in 2012 KIPA has trained 2227 civil servants through 101 training courses conducted in 274 training days. Gender structure of participants in training is as follow: 45.89% women, 53.66% men, 3.10% non-majority communities. Participation in trainings according to structures of functional categories of civil servants is as follows: senior managerial level 1.70%, managerial level 22.94%, professional level 65.64% and administrative-technical level 10.01%. Based on these data, it is observed that there is greater participation of men civil servants in trainings than women, rather small participation of members of communities; visibly greater participation of civil servants of professional level, a rather symbolical participation of senior managerial level in training poses concern because they have the role and responsibility to manage the resources of institutions and implement procedures, laws and principles. The Board has issued recommendations for all employment authorities to draft the training plan for enhancement of professional capacities for all civil servants, in accordance with Article 35 of the Law on the Civil Service of the Republic of Kosovo, by carrying out beforehand proper analysis of training needs of the civil staff. According to data obtained from central and local institutions, the Board concluded that in 2012 employment authorities implemented Board recommendations comparing to 2011, because there were positive actions taken by employment authorities in relation to implementation of civil service legislation of the Republic of Kosovo. There are concerns regarding human resources management by central and local institutions, non-implementation of a recruitment procedure based on merit in order to avoid possible political interferences. This is a task for the civil servants in senior
individual professional development of civil servants. The Board to personnel managers to implement Regulation No. 03/2011 on files and the central register of civil servants and when carrying out recruitment to ensure data on the civil status and the criminal file of recruited candidates. Trainings and development of professional capacities During the monitoring of institutions, the Board has observed that the planning, program and strategy of civil servants training does not fulfil training needs and professional development of personnel. It is noted that employment authorities and KIPA have not conducted proper analysis for training needs of the civil staff, with trainings being carried out only formally and without ever conducting evaluation of training quality in order to find out the impact of trainings in capacity building of the civil servant and the institution in general. Based on data gathered during the visits and provided by institutions, in 2012 KIPA has trained 2227 civil servants through 101 training courses conducted in 274 training days. Gender structure of participants in training is as follow: 45.89% women, 53.66% men, 3.10% non-majority communities. Participation in trainings according to structures of functional categories of civil servants is as follows: senior managerial level 1.70%, managerial level 22.94%, professional level 65.64% and administrative-technical level 10.01%. Based on these data, it is observed that there is greater participation of men civil servants in trainings than women, rather small participation of members of communities; visibly greater participation of civil servants of professional level, a rather symbolical participation of senior managerial level in training poses concern because they have the role and responsibility to manage the resources of institutions and implement procedures, laws and principles. The Board has issued recommendations for all employment authorities to draft the training plan for enhancement of professional capacities for all civil servants, in accordance with Article 35 of the Law on the Civil Service of the Republic of Kosovo, by carrying out beforehand proper analysis of training needs of the civil staff. According to data obtained from central and local institutions, the Board concluded that in 2012 employment authorities implemented Board recommendations comparing to 2011, because there were positive actions taken by employment authorities in relation to implementation of civil service legislation of the Republic of Kosovo. There are concerns regarding human resources management by central and local institutions, non-implementation of a recruitment procedure based on merit in order to avoid possible political interferences. This is a task for the civil servants in senior
IOB_Annual_Report_2012_-_English_106822.docx