Royal Civil SeRviCe CommiSSion Royal Civil SeRviCe ...“Keeping in mind that in a small country like Bhutan, it is the bureaucracy’s example that will be followed, strengthening

HIS MAJESTY THE KING HAS COMMANDED TO THE ROYAL CIVIL SERVICE COMMISSION:

“Keeping in mind that in a small country like Bhutan, it is the bureaucracy’s example that will be followed, strengthening the Civil Service would be the first step to creating a strong foundation for a successful democracy. The Civil Service must strive for the highest standards, live by higher ideals and nurture a sense of duty towards fellow Bhutanese

Therefore, the Royal Civil Service Commission should focus on bringing about required reforms of the Civil Service, in time for it to facilitate and support the emergence of democracy, meet the challenges of building a dynamic economy and to fulfill its role in achieving the goals of Gross National Happiness”

12th of March 2007 TASHICHHODZONG

Royal Civil SeRviCe CommiSSionRoyal Civil SeRviCe CommiSSion

towards excellence in the civil servicetowards excellence in the civil service

THE CONSTITuTION Of THE KINGDOM Of BHuTAN

Article 26, Section 1

“There shall be a Royal Civil Service Commission, which shall promote and ensure an independent and apolitical civil service that will discharge its public duties in an efficient, transparent and accountable manner.”

Article 26, Section 4

“The Commission shall endeavour to ensure that civil servants render professional service, guided by the highest standards of ethics and integrity to promote good governance and social justice, in implementing the policies and programmes of the Government.”

CIVIL SERVICE ACT Of BHuTAN, 2010

Section 27

“The Royal Civil Service Commission as the central personnel agency of the

Government shall:

administer and enforce all statutory provisions of this Act;(a)

prescribe, amend and enforce rules and regulations for carrying into effect (b) the provisions of this Act;

promulgate policies, standards and guidelines for the Civil Service and (c) adopt plans and programmes in consultation with the agencies to promote efficient and effective personnel administration;

appoint, promote and transfer civil servants except as specified otherwise (d) in this Act;

formulate, administer and evaluate programs pertaining to the development (e) and retention of qualified and competent work force in the civil service;

promote and maintain the highest level of prestige, morale and well-being (f) of the civil service;

conduct periodic HR auditing across all agencies;(g)

conduct special investigation on HR actions where necessary;(h)

ensure establishment of a human resource committee/council in each (i) agency with standard functions and responsibilities to ensure proper personnel administration and human resource development, and monitor their functions;

prescribe, enforce and review code of conduct for the civil servants;(j)

manage Civil Service selection examinations;(k)

review, plan, coordinate, facilitate and monitor general civil service training (l) and development programmes;

maintain up-to-date personnel information on all civil servants as prescribed (m) in the BCSR;

exercise general disciplinary control over civil servants through the (n) enforcement of all rules, regulations and relevant laws;

provide administrative and legal support to civil servants in respect of (o) decisions taken in good faith or intent pursuant to official duties; and

perform any other functions to discharge its mandates.”(p)

A dynamic and professional Civil Service committed to promoting

Good Governance in the pursuit of Gross National Happiness.

VISION

MISSION

Ensure an independent and apolitical civil service that will discharge its •public duties and services in an efficient, transparent and accountable manner.

Ensure that civil servants render professional service guided by the •highest standards of ethics and integrity.

Ensure that uniform rules and regulations on recruitment, appointment, •staffing, training, transfers and promotion prevail throughout the civil service.

Continue to maintain a small, compact and an efficient Civil Service •that is merit based.

Enhance Civil Service capacity through Human Resource Development •Programs.

Maintain up-to-date personnel information on all civil servants.•

Lyonpo Thinley Gyamtsho Chairman

Sangay Dorji Member

Pirthiman Pradhan Member

Kinley Yangzom Member

Bachu Phub Dorji Member

COMMISSION MEMBERS

Royal Civil SeRviCe CommiSSion

ChaiRman

Commissioner PP & member-Secretary

Policy and Planning division

Commissioner hRm

human Resource management

division

legal Services Administrative & Finance Services

Commissioner Hrd

human Resource development

division

Commissioner miS

management information

Services division

ORGANOGRAM


3

towards excellence in the civil service

2


CIVIL SERVAN

tS StAffIN

G tREN

d, 1976 to June 2011

NUMBER OF CIVIL SERVANTS

YEAR

YEAR

tRENd

S Of CIVIL SERVA

NtS RECRU

ItEd, SEPA

RAtEd A

Nd

NEt IN

CREASE


11


10


CIVIL SERVANtS By AGE GROUP ANd GENdER

fEMALE CIVIL SERVANtS (1996-2011)

MALE

FEMALE

NU

MB

ER O

F C

IVIL

SER

VAN

TS



VISION

MISSION








Sangay Dorji Member




COMMISSION MEMBERS


ChaiRman



Commissioner hRm


division


Commissioner Hrd


division

Commissioner miS


Services division

ORGANOGRAM


3


2




VISION

MISSION








Sangay Dorji Member




COMMISSION MEMBERS


ChaiRman



Commissioner hRm


division


Commissioner Hrd


division

Commissioner miS


Services division

ORGANOGRAM


3


2


CIVIL SERVICE VALUESAccountability: A civil servant is responsible for his/her decisions and actions and must

be accountable to whatever scrutiny is appropriate to his/her Office as prescribed by law and the BCSR.

Honesty: A civil servant shall be honest and declare any private interests relating to his/her official duties and to take steps to resolve any conflicts arising in a way that protects the public interest.

Impartiality: A civil servant shall be fair, neutral, not favour one person more than an-other in carrying out public business, including making public appoint-ments, awarding contracts, or recommending individuals for awards and benefits.

Integrity: A civil servant shall not place himself/herself under any financial or oth-er obligation to outside individuals or organizations that may influence him/her in the performance of his/her official duties.

Leadership: A civil servant shall at all times uphold and promote the principles of leadership by example.

Loyalty: A civil servant shall at all times be true, loyal and faithful to the Tsa-wa-sum.

Openness: A civil servant shall be as open as required about all the decisions and actions that he takes. He/she shall give reasons for his/her decisions and restrict information to protect the wider public interest and confidenti-ality of the matter.

Professionalism: A civil servant shall practice his/her profession with the highest stan-dards of ethics and courtesy.

Selflessness: A civil servant shall always take decisions solely in terms of the public interest. He/she shall not do so in order to gain financial or other mate-rial benefits for himself/herself, his/her family, his/her relatives, or his/her friends.

(Civil Service Act of Bhutan, 2010, Section 37)


5


4


COdE Of CONdUCt Of A CIVIL SERVANt

A civil servant shall not:

be eligible to be a candidate for any election conducted under the (a) electoral laws of the Kingdom or hold any paid or unpaid post in any political party;

canvass for the political party or any candidate in an election conducted (b) under the electoral laws of the Kingdom;

engage in any corrupt activities;(c)

be a member of, belong to or take part in a society, assembly (d) or association, except as may be permitted under the rules and regulations;

instigate, involve or participate in a strike, demonstration, marches or (e) other similar activities;

engage in proselytization;(f)

engage in sexual harassment; and(g)

act against the interest of Tsa-Wa-Sum(h) .


CIVIL SERVICE VALUESAccountability: A civil servant is responsible for his/her decisions and actions and must

be accountable to whatever scrutiny is appropriate to his/her Office as prescribed by law and the BCSR.

Honesty: A civil servant shall be honest and declare any private interests relating to his/her official duties and to take steps to resolve any conflicts arising in a way that protects the public interest.

Impartiality: A civil servant shall be fair, neutral, not favour one person more than an-other in carrying out public business, including making public appoint-ments, awarding contracts, or recommending individuals for awards and benefits.

Integrity: A civil servant shall not place himself/herself under any financial or oth-er obligation to outside individuals or organizations that may influence him/her in the performance of his/her official duties.

Leadership: A civil servant shall at all times uphold and promote the principles of leadership by example.

Loyalty: A civil servant shall at all times be true, loyal and faithful to the Tsa-wa-sum.

Openness: A civil servant shall be as open as required about all the decisions and actions that he takes. He/she shall give reasons for his/her decisions and restrict information to protect the wider public interest and confidenti-ality of the matter.

Professionalism: A civil servant shall practice his/her profession with the highest stan-dards of ethics and courtesy.

Selflessness: A civil servant shall always take decisions solely in terms of the public interest. He/she shall not do so in order to gain financial or other mate-rial benefits for himself/herself, his/her family, his/her relatives, or his/her friends.



5


4


COdE Of CONdUCt Of A CIVIL SERVANt

A civil servant shall not:

be eligible to be a candidate for any election conducted under the (a) electoral laws of the Kingdom or hold any paid or unpaid post in any political party;

canvass for the political party or any candidate in an election conducted (b) under the electoral laws of the Kingdom;

engage in any corrupt activities;(c)

be a member of, belong to or take part in a society, assembly (d) or association, except as may be permitted under the rules and regulations;

instigate, involve or participate in a strike, demonstration, marches or (e) other similar activities;

engage in proselytization;(f)

engage in sexual harassment; and(g)

act against the interest of Tsa-Wa-Sum(h) .


22,269 ReGulaR

naTionalS

ConTRaCT 901

exPaTRiaTeS/volunTeeRS 728

Civil SeRvanTS on SEcondMEnt

98

Civil SeRvanTS locAtEd out SidE

BhuTan 85

ToTal Civil SeRviCe StrEngtH: 23,170

FemaleS: 7,326

maleS: 15,844

StAtIStICS

aT a GlanCe

(JunE 2012)


dIStRIBUtION Of CIVIL SERVANtS By dzONGkhAG

Sarpang ZhemgangSamdrup Jongkhar

Mongar

GASA

Paro

ChhukhaTsirang

Wangdue-phodrang

Bumthang

LhuentseTrashi-yangtse

Trashigang

Pemagatshel

Trongsa

Punakha

Thimphu

HAA

SAMTSE

Dagana

7,538

1,766

3481,461

1,365

1,340

1,134

646512

645

217

1,082

1,018

850

514

762

411

503

489

484

7


6


CIVIL SERVANtS By POSItION CAtEGORy ANd POSItION LEVEL

Position Category and Position Level

total Strength as on 30th June 2011

Constitutional Offices* 9

Executive Position Category

EX-1 26

EX-2 28

EX-3 126

total 180

Specialist Position Category

ES-1 3

ES-2 5

ES-3 83

total 91

Professional & Management Position Category

P1 443

P2 695

P3 1,857

P4 2,868

P5 5,881

total 11,744

Supervisory & Support Position Category

S1 1,759

S2 2,290

S3 1,496

S4 1,405

S5 2,132

total 9,082

Operational Positon Category

O1 670

O2 432

O3 441

O4 521

total 2,064

Grand total 23,170* As Chairpersons and members of the Constitutional Offices, and eminent members of the Parliament





Operational Positional Category

Professional & Management

50.69%

[11,744]

Males: 68.38% Females: 31.62%

Specialist 0.39%

[91]Executive

0.82%

[189]

Operational 8.91%

[2,064]

Supervisory & Support 39.20%

[9,082]

CIVIL SERVANtS By GENdER IN POSItION CAtEGORy

22,269 ReGulaR

naTionalS

ConTRaCT 901

exPaTRiaTeS/volunTeeRS 728

Civil SeRvanTS on SEcondMEnt

98

Civil SeRvanTS locAtEd out SidE

BhuTan 85

ToTal Civil SeRviCe StrEngtH: 23,170

FemaleS: 7,326

maleS: 15,844

StAtIStICS

aT a GlanCe

(JunE 2011)


dIStRIBUtION Of CIVIL SERVANtS By dzONGkhAG

Sarpang ZhemgangSamdrup Jongkhar

Mongar

GASA

Paro

ChhukhaTsirang

Wangdue-phodrang

Bumthang

LhuentseTrashi-yangtse

Trashigang

Pemagatshel

Trongsa

Punakha

Thimphu

HAA

SAMTSE

Dagana

7,538

1,766

3481,461

1,365

1,340

1,134

646512

645

217

1,082

1,018

850

514

762

411

503

489

484

7


6


CIVIL SERVANtS By POSItION CAtEGORy ANd POSItION LEVEL

Position Category and Position Level

total Strength as on 30th June 2011

Constitutional Offices* 9


EX-1 26

EX-2 28

EX-3 126

total 180


ES-1 3

ES-2 5

ES-3 83

total 91


P1 443

P2 695

P3 1,857

P4 2,868

P5 5,881

total 11,744


S1 1,759

S2 2,290

S3 1,496

S4 1,405

S5 2,132

total 9,082

Operational Positon Category

O1 670

O2 432

O3 441

O4 521

total 2,064

Grand total 23,170* As Chairpersons and members of the Constitutional Offices, and eminent members of the Parliament





Operational Positional Category

Professional & Management

50.69%

[11,744]

Males: 68.38% Females: 31.62%

Specialist 0.39%

[91]Executive

0.82%

[189]

Operational 8.91%

[2,064]

Supervisory & Support 39.20%

[9,082]

CIVIL SERVANtS By GENdER IN POSItION CAtEGORy


9


8


CIVIL SERVANtS By MAJOR OCCUPAtIONAL GROUPS

Education & training7,638

3,770 general Administration & Support

2,444 architectural & engineering

1,943 medical

1,518 Finance & audit

1,288 Forestry & environment Protection

1,085 agriculture & livestock

798 laboratory & Technical

431 iCT

424 Planning & Research

388 library, archives & museum

355 legal, Judiciary and legislative

348 hR

251 Executive & Specialists

193 transportation & Aviation

115 Trade, industry & Tourism

90 arts, Culture & literary

61 Foreign

28 Sports & Youth

CIVIL SERVANtS By AGENCy

AGENCY TOTALJUDICIARYRoyal Court of Justice 290LEGISLATIVENational Assembly 33National Council 21CONSTITUTIONALRoyal Audit Authority 198Election Commission 69Royal Civil Service Commission 54Anti-Corruption Commission 36EXECUTIVEMinistry of Education 8,373Ministry of Agriculture & Forests 3,296Ministry of Health 2,828Ministry of Works & Human Settlement 1,611Ministry of Finance 1,631Ministry of Home & Cultural Affairs 1,278Ministry of Economic Affairs 527Ministry of Info. & Communications 704Ministry of Labour & Human Resources 339Ministry of Foreign Affairs 149AUTONOMOUS & OTHER AGENCIES 1,733

Grand Total 23,170

Graph 13

30.00%

35.00%

40.00%

45.00%

7000

7500

8000

8500

9000

9500

10000

S

GRAPH - 13 REGULAR CIVIL SERVANTS BY QUALIFICATION

MISD, 31st December,2008 Page 1

Doctorate Masters P.G Diploma P.G Certificate Bachelor Diploma Certificate Class XII *FLNo of Civil Servants 19 1375 734 396 4803 3587 9519 1073 763% 0.09% 6.17% 3.30% 1.78% 21.57% 16.11% 42.75% 4.82% 3.43%

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

0

500

1000

1500

2000

2500

3000

3500

4000

4500

5000

5500

6000

6500

NUM

BER

OF C

IVIL

SER

VANT

S

CIVIL SERVANtS By QUALIfICAtION

Note: *Functional Literacy (FL) includes civil servants with some degree of literacy but lacking formal academic qualification.

CIVIL SERVANtS By GENdER IN

POSItION CAtEGORy

nu

mb

er o

f C

ivil

Serv

ants

Position category

Exec

uti

ve

Spec

ialis

t

Pro

fess

ion

al &

m

anag

emen

t

Sup

ervi

sory

&

Su

pp

ort

op

erati

on

al


9


8


CIVIL SERVANtS By MAJOR OCCUPAtIONAL GROUPS

Education & training7,638

3,770 general Administration & Support

2,444 architectural & engineering

1,943 medical

1,518 Finance & audit

1,288 Forestry & environment Protection

1,085 agriculture & livestock

798 laboratory & Technical

431 iCT

424 Planning & Research

388 library, archives & museum

355 legal, Judiciary and legislative

348 hR

251 Executive & Specialists

193 transportation & Aviation

115 Trade, industry & Tourism

90 arts, Culture & literary

61 Foreign

28 Sports & Youth

CIVIL SERVANtS By AGENCy

AGENCY TOTALJUDICIARYRoyal Court of Justice 290LEGISLATIVENational Assembly 33National Council 21CONSTITUTIONALRoyal Audit Authority 198Election Commission 69Royal Civil Service Commission 54Anti-Corruption Commission 36EXECUTIVEMinistry of Education 8,373Ministry of Agriculture & Forests 3,296Ministry of Health 2,828Ministry of Works & Human Settlement 1,611Ministry of Finance 1,631Ministry of Home & Cultural Affairs 1,278Ministry of Economic Affairs 527Ministry of Info. & Communications 704Ministry of Labour & Human Resources 339Ministry of Foreign Affairs 149AUTONOMOUS & OTHER AGENCIES 1,733

Grand Total 23,170

Graph 13

30.00%

35.00%

40.00%

45.00%

7000

7500

8000

8500

9000

9500

10000

S

GRAPH - 13 REGULAR CIVIL SERVANTS BY QUALIFICATION

MISD, 31st December,2008 Page 1

Doctorate Masters P.G Diploma P.G Certificate Bachelor Diploma Certificate Class XII *FLNo of Civil Servants 19 1375 734 396 4803 3587 9519 1073 763% 0.09% 6.17% 3.30% 1.78% 21.57% 16.11% 42.75% 4.82% 3.43%

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

0

500

1000

1500

2000

2500

3000

3500

4000

4500

5000

5500

6000

6500

NUM

BER

OF C

IVIL

SER

VANT

S

CIVIL SERVANtS By QUALIfICAtION

Note: *Functional Literacy (FL) includes civil servants with some degree of literacy but lacking formal academic qualification.

CIVIL SERVANtS By GENdER IN

POSItION CAtEGORy

nu

mb

er o

f C

ivil

Serv

ants

Position category

Exec

uti

ve

Spec

ialis

t

Pro

fess

ion

al &

m

anag

emen

t

Sup

ervi

sory

&

Su

pp

ort

op

erati

on

al

CIVIL SERVAN

tS StAffIN

G tREN

d, 1976 to June 2011


YEAR

YEAR

tRENd

S Of CIVIL SERVA

NtS RECRU

ItEd, SEPA

RAtEd A

Nd

NEt IN

CREASE


11


10




MALE

FEMALE

NU

MB

ER O

F C

IVIL

SER

VAN

TS

CIVIL SERVAN

tS StAffIN

G tREN

d, 1976 to June 2011


YEAR

YEAR

tRENd

S Of CIVIL SERVA

NtS RECRU

ItEd, SEPA

RAtEd A

Nd

NEt IN

CREASE


11


10




MALE

FEMALE

NU

MB

ER O

F C

IVIL

SER

VAN

TS

CIVIL SERVAN

tS StAffIN

G tREN

d, 1976 to June 2011


YEAR

YEAR

tRENd

S Of CIVIL SERVA

NtS RECRU

ItEd, SEPA

RAtEd A

Nd

NEt IN

CREASE


11


10




MALE

FEMALE

NU

MB

ER O

F C

IVIL

SER

VAN

TS

CIVI

L SE

RVA

NtS

StA

ffIN

G t

REN

d,

1976

to

June

201

1


YEA

RYE

AR

tREN

dS

Of

CIVI

L SE

RVA

NtS

REC

RUIt

Ed,

SEPA

RAtE

d A

Nd

NEt

INCR

EASE

Royal Civil SeRviCe CommiSSion Royal Civil SeRviCe CommiSSion

11


10




MALE

FEMALE

NU

MB

ER O

F CIVIL SER

VAN

TS

1980



VISION

MISSION








Sangay Dorji Member




COMMISSION MEMBERS


ChaiRman



Commissioner hRm


division


Commissioner Hrd


division

Commissioner miS


Services division

ORGANOGRAM


3


2


CIVIL SERVAN

tS StAffIN

G tREN

d, 1976 to June 2011


YEAR

YEAR

tRENd

S Of CIVIL SERVA

NtS RECRU

ItEd, SEPA

RAtEd A

Nd

NEt IN

CREASE


11


10




MALE

FEMALE

NU

MB

ER O

F C

IVIL

SER

VAN

TS

CIVIL SERVAN

tS StAffIN

G tREN

d, 1976 to June 2011


YEAR

YEAR

tRENd

S Of CIVIL SERVA

NtS RECRU

ItEd, SEPA

RAtEd A

Nd

NEt IN

CREASE


11


10




MALE

FEMALE

NU

MB

ER O

F C

IVIL

SER

VAN

TS




12


PUBLICAtIONS

Bhutan Civil Service Rules and regulations

2010

Annual report January 2009 - June 2010

Royal Charter of the Royal Civil Service Commission,

1982

Civil Service act of Bhutan 2010

Bi-annual report civil Service Statistics

december 2010

MILEStONES1973: The Department of Manpower was established under the Ministry of Development.

1982: On 21st May 1982, His Majesty the King Jigme Singye Wangchuck, issued Royal Charter establishing the Royal Civil Service Commission (RCSC).

1989: The RCSC classified the Civil Service into eight Cadres with a hierarchy of seventeen Grades. The system was known as the Cadre system.

1990: The first Civil Service Rules and Regulations (BCSR) was released to ensure uniform personnel actions

2002: The second edition of the BCSR was released with emphasis on efficiency on delivery of public services.

2006: The RCSC adopted a reform policy known as Position Classification System to promote merit-based Civil Service. The Civil Service Occupation was classified into nineteen Major Occupational Groups and ninety four Occupational Sub Groups. A Position Directory for each of the Occupational Groups was released.

2006: The third edition of the BCSR was released with its focus on implementing PCS.

2007: The RCSC executed Organizational Development (OD) exercise to define the right size of Civil Service, structure, capacity building and staffing strength, and pattern.

2008: On 18th July 2008, the Constitution of the Kingdom of Bhutan was adopted with Article 26 containing 10 Sections devoted to the Royal Civil Service Commission.

2009: On 30th January 2009, the first Constitutional Civil Service Commission was appointed by His Majesty the King with five full time Commissioners.

2010: The fourth edition of the BCSR, the BCSR 2010 was released on 17th December.

2011: The Parliament enacted the Civil Service Act of Bhutan, 2010 on the 20th May 2011.



Royal GoveRnment of Bhutan

infoRmation BRoChuReauGuSt 2009

Tenth Five year hR master Plan

2008-2013

Bi-annual report civil Service Statistics

december 2009

2011: The Parliament entacted the Civil Service Act of Bhutan - 2010, on 20th may 2011.

Documents

Royal Civil SeRviCe CommiSSion Royal Civil SeRviCe ...“Keeping in mind that in a small country like Bhutan, it is the bureaucracy’s example that will be followed, strengthening