Key Reforms


No.
Decision/Reform
Description/Activities
Status
Reference
1
Institutional establishment
A. Public Administrative Reform Committee (CPAR): its main mission is to initiate, develop, execute, and monitor the implementation of policies, strategies, and action plan of National Program for Public Administrative Reform.

B. Three Reform Secretariats: its main role is to organise and facilitate the implementation of the National Program for Public Administrative Reform (NPAR).

C. Compensation Reform Working Group: an inter-ministerial working group to facilitate political, technical and financial support and the implementation of the National Program for Administrative Reform.
Completed (All three institutions established)
Sub-decree No. 62, 13 February 2014Prakas, No. 2848, 21 August 2014


Annual Progress Report 2015 on Implementation of National Program for PAR 2015-2018(Feb 2016)
2
Improvement of Public Service Quality
A. Develop and implement monitoring and evaluation system for assessing the quality and effectiveness of public service delivery in Ministry of Education, Youth and Sport and Ministry of Health.

B. Update the public service compendiums 2, 5, 6, and 7


C. Improve procedures and mechanisms of key public service delivery that are directly linked to citizens’ standard of living such as assessing and developing workflows for provision of construction license, business registration, land registration, civil registration, passport and ID card, conducting research to identify the priority services at various ministries/institutions, drafting a Royal Decree on public service delivery, and developing and implementing One Window Service Mechanism in MoCS.


D. Conduct functional and operational reviews of public services that are directly linked to daily life of civil servants: preparing timely payment of mission allowance via banking system and developing procedures for placement civil servants into retirement and provide them immediate payment upon retirement


E. Revise procedures and mechanisms for public service delivery that are directly implemented by competent or delegated institutions: establishing an emergency call center, monitoring and evaluating on mechanisms of Special Operating Agencies (SOAs), Public Administration Establishments, Public Enterprises and One Window Service (OWS), and strengthening public services dispute resolution mechanisms in MoCS


F. Establish and implement feedback and complaint mechanisms for service users in ministries/institutions and sub-national administrations

G. Assess and promote the use of ICT in public service delivery: establishing a national database to manage civil servants, contractual staff and public servants who receive salary and allowances from national budget and setting up ICT-based public service delivery into system within the public administration
Partially completed (research is being conducted)


Completed (4 compendiums updated)


Partially completed (87 priority services of 20 ministries identified
and Royal Decree was already drafted and document on One Window Service are being drafted)


Completed (payment paid via banking system and a circular on retirement implemented)


Partially completed (research on emergency call centre being conducted, Prakas on public service delivery at sub-national level being drafted)


Partially completed (a sub-decree on complaint handling at sub-national administration being drafted.

Partially completed (a national database to manage civil servants and contractual staff and the ICT-based public service delivery within the MoC, MoT, MEF (GDT), MoFA were established)
Annual Progress Report 2015 on Implementation of National Program for PAR 2015-2018 (Feb 2016)


Progress Report (2.5 years, Sep 2013-Mar 2016) and Plan for 2016
3
Human Resource Management and Development
A. Revised civil servant's categories, ranks, and steps. Categories of the civil servants have been reduced from 4 to 3 categories (A, B, and C).
B. Issued sub-decree on management and arrangement of teaching services at public primary schools
C. Develop a 3-year rolling HR plan and legal regulations for trainings
D. Set up database for managing competency profile and skills of civil servants based on the mechanism that it is needs-based employment planning (databases of priority skills of education and health sectors)
E. Develop short-term training programs for senior and middle management level and newly recruited officials
F. Develop a Particular Statute for Personnel of Sub-National Administration
G. Develop and introduce systems to monitor attendance and performance of civil servants
H. Develop and launch Performance Management System and Reward System for management positions at national and sub-national levels
I. Review and improve management structures, operational management, and capacity development of Human Resources Unit or Department in ministries/institutions at national and sub-national levels
J. Review and improve human resources management processes and procedures at national and sub-national level
K. Conduct functional and structural review as well as the use of human resources of MoEYS and MoH
L. Develop and implement ICT-based HRM for ministries/institutions at national and sub-national level
M. Mainstream gender issues in civil service
Completed (Royal Decree on General Principles of Organisation of State Civil Service, Royal Decree on Particular Statute for Personnel of Sub-National Administration, Revision of civil servant categories implemented, Sub-Decrees on management and arrangement of teaching services at public primary schools and determination structural management of sub-nataional and national levels were adopted, study on functions, structures and procedures of operations of HR Unit within MoEYS, MoH, MEF, MAFF, MPTC and MoC, payroll of civil servants was being revised by using ICT-based HRM)


Partially completed (Royal Decree on General Principles of Civil Service Management being drafted, data on the use of MoEYS staffs from kindergartens to high schools was collected nationwide, , Sub-Decree on attendance management of civil servants and contractual staff, and guideline on performance management and system are being drafted, functional analysis and review related to management and use of civil servants of MoEYS is being conducted, national policy and strategy for empowerment women being drafting)
Royal Decree NS/RKT/1014/1175, 02 October 2014

Royal Decree NS/RKT/0416/373, 04 April 2016

National Program for Public Administrative Reform 2015 - 2018


Sub-Decree No.309 RNKr.BK, 03 Dec 2014


Sub-Decree No.114 RNKr.BK, 07 September 2015

Annual Progress Report 2015 on Implementation of National Program for PAR 2015-2018 (Feb 2016)
4
Pay and Remuneration
A. Establish and implement the payment of civil servants and contractual staff salaries through banking system using ICT: setting up and implementing “Drag and Drop System” between MoCS and General Department of National Treasury and banking partners and widely in all 25 capital/provinces

B. Integrate payment of contractual staff salaries into a common database of civil servants and pay via banking system


C. Revise civil service pay system by reviewing basic salaries, functional allowances and other allowances for civil servants to ensure consistency, equity, productivity and responsiveness to priorities of the Royal Government of Cambodia as well as to support service delivery and improved productivity: a minimum salary of all civil servants was modified and raised from 344,000Riels (2013) to 700,500 Riels (2016). Functional allowances of education and health sectors where the minimum total monthly salary of teachers at primary school was increased from 402,800 Riels (2013) to 800,500 Riels (2016) and the minimum total monthly salary of primary nurses and midwifes was increased from 360,000 Riels (2013) to 800,500 Riels (2016) as well as the wages of contractual teachers at primary institutions were also raised.

D. Revise basic salaries index and minimum and maximum functional allowances of police and armed forces to ensure consistency with civil servants





E. Develop and implement a budget forecasting system for personnel costs
Partially completed (Salary was paid via banking system, Drag and Drop system used by MoCS)

Partially Completed (Program and payroll system for contractual staffs was developed, but paid via banking only at central level)

Completed (Royal Decree on General Principles of Organization of the State Civil Service and Sub-Decrees on Modification of Functional Allowances for Civil Servants, Provision of Khmer New Year Allowances in 2015, Additional Provision of Social Security Fund for Former Civil Servants and Veterans, Determination of Monthly Allowances for Members of Commune/Sangkat Councils, Management and Arrangement of Teaching
Services in Non-Formal Education Program, Functional and Regional allowances for MoEYS and MoH were all developed and implemented)


Completed (Sub-Decrees on Modification of Basic Salary and Salary Payment for Militaries of the Royal Armed Forces, Modification of Basic Salary and Salary Payment for Polices, Determination and Payment of Basic Salary, Subsidiary Salaries and Other Allowances for Prison Officials of MoI were developed and implemented)

Partially completed (A report on personnel costs of ministries/
institutions at sub-national and national levels was developed and approved)



Summary Report of Achievement in 2014 and Plan for 2015

Royal Decree NS.RKT.1014/1175, 02 Oct 2014
Sub-Decree No.41 RNKr.BK, 09 March 2016
Sub-Decree No.21 RNKr.BK, 06 March 2015
Sub-Decree No.221 RNKr.BK, 31 July 2014
Sub-Decree No.65 RNKr.BK, 25 May 2015

Sub-Decree No.20 RNKr.BK, 05 March 2015
Sub-Decree No.14 RNKr.BK, 24 Feb 2015
Sub-Decree No.15 RNKr.BK, 25 Feb 2015
Sub-Decree No.38 RNKr.BK, 18 March 2015


Annual Progress Report 2015 on Implementation of National Program for PAR 2015-2018(Feb 2016)
5
Monitoring and Evaluation
Establish a monitoring and evaluation (M&E) system for assessing the implementation of the NPAR 2015-2018: setting up tools and data flow system and develop guidelines on M&E for assessing the implementation of the NPAR
Partially completed (the indicators, tools to be used for data collection, and how to use the data were established, the guidelines on monitoring and evaluation for the assessing NPAR is being drafted)
Annual Progress Report 2015 on Implementation of National Program for PAR 2015-2018(Feb 2016)