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Criteria, guidelines and evaluating tools for the promotion and transfer of public health civil servants(administrative personnel level 8-10 and technical personnel level 9-10)

dc.contributor.authorสถาบันวิจัยระบบสาธารณสุขen_US
dc.contributor.authorHealth Systems Research Instituteen_US
dc.coverage.spatialthen_US
dc.date.accessioned2008-12-04T05:21:54Zen_US
dc.date.accessioned2557-04-17T00:46:49Z
dc.date.available2008-12-04T05:21:54Zen_US
dc.date.available2557-04-17T00:46:49Z
dc.date.issued1995en_US
dc.identifier.otherhs0233en_US
dc.identifier.urihttp://hdl.handle.net/11228/1755en_US
dc.descriptionพิมพ์เป็นหนังสือเพื่อเป็นข้อเสนอต่อผู้บริหารระดับสูง กระทรวงสาธารณสุขen_US
dc.description.abstractหลักเกณฑ์ วิธีการ และเครื่องมือประเมินผลในการแต่งตั้งเพื่อเลื่อนตำแหน่ง และโยกย้ายข้าราชการสาธารณสุข สายบริหารระดับ 8-10และสายวิชาการระดับ 9-10 กระทรวงสาธารณสุขThe recommendations propose strategies for personnel assessment based upon the meri system whereby the scope of application will be limeted only to administrative personnel level 8-10 and technical personnel level 9-10. The proposed merit system encompasses 4 components as follows : 1.criteria, qualifications and career ladder ; 2.procedure of assessment ; 3.responsible agency for evaluation ; and 4.assessment tools. The first three components could be readily put into action while the last one or the assessment tools suggest experimental models which could be further developed in detail for future application. The salient feature of the recommendations could be summarized as follows : 1.criteria for assessment and career ladder are clearly designated to spell out the basic qualifications of the personnel to be assessed and steps of professional growth 2.open opportunity for concerned personnel to submit their work history and future plan propused to implement in the desired position, including open opportunity to apply for recruitment in the desired position. 3.existence of an agency to screen essential information and data before submitting to policy makers for consideration through the 3 essential steps : step 1 : the evaluation committee considers the evaluation forms and grades them on a regular basis ; step 2 : the searching committee screen out unqualified personnel, evaluate the applicants and makes recommendations for futher consideration ; step 3 : the selection committee proposed the short list of appropriate applicants to be considered by the responsible policy makers. The Permanent Secretary and Director General will take part in the selection process as well as designate policy for the three foresaid committees. The overall recommendation were made under close cooperation of high level administrators, expens and technicians concerned and they were proposed for open critique and comment by health personnel level 8-10 who will be directly affected by this undertaking in a consultative meeting before final submission. This paper is in short the recommendations for establishing a sound merit system in personnel administration which proposed detailed guiding principles for implementing the system in its early stage. It is noteworthy that the establishment of the merit system requires continuing endeavours in organizational development, interdepartmental cooperation, development of tools and database for personnel assessment which, in the long run, could be evolved into an effective Personnel Assessment Centre.en_US
dc.description.sponsorshipสถาบันวิจัยระบบสาธารณสุขen_US
dc.format.extent158765 bytesen_US
dc.format.mimetypeapplication/octet-streamen_US
dc.languagethaen_US
dc.language.isoen_USen_US
dc.publisherสถาบันวิจัยระบบสาธารณสุขen_US
dc.subjectPublic health civil servantsen_US
dc.subjectAdministrative personnel level 8-10en_US
dc.subjectTechnical personnel level 9-10en_US
dc.subjectการพัฒนากำลังคนด้านสุขภาพen_US
dc.titleหลักเกณฑ์ วิธีการ และเครื่องมือประเมินผลในการแต่งตั้งเพื่อเลื่อนตำแหน่ง และโยกย้ายข้าราชการสาธารณสุข สายบริหารระดับ 8-10 และสายวิชาการระดับ 9-10 กระทรวงสาธารณสุขen_US
dc.title.alternativeCriteria, guidelines and evaluating tools for the promotion and transfer of public health civil servants(administrative personnel level 8-10 and technical personnel level 9-10)en_US
dc.description.abstractalternativeCriteria, Guidelines, and evaluating tools for the promotion and transfer of public health civil servants (Administrative personnel level 8-10 and technical personnel level 9-10)The recommendations propose strategies for personnel assessment based upon the meri system whereby the scope of application will be limeted only to administrative personnel level 8-10 and technical personnel level 9-10. The proposed merit system encompasses 4 components as follows : 1.criteria, qualifications and career ladder ; 2.procedure of assessment ; 3.responsible agency for evaluation ; and 4.assessment tools. The first three components could be readily put into action while the last one or the assessment tools suggest experimental models which could be further developed in detail for future application. The salient feature of the recommendations could be summarized as follows : 1.criteria for assessment and career ladder are clearly designated to spell out the basic qualifications of the personnel to be assessed and steps of professional growth 2.open opportunity for concerned personnel to submit their work history and future plan propused to implement in the desired position, including open opportunity to apply for recruitment in the desired position. 3.existence of an agency to screen essential information and data before submitting to policy makers for consideration through the 3 essential steps : step 1 : the evaluation committee considers the evaluation forms and grades them on a regular basis ; step 2 : the searching committee screen out unqualified personnel, evaluate the applicants and makes recommendations for futher consideration ; step 3 : the selection committee proposed the short list of appropriate applicants to be considered by the responsible policy makers. The Permanent Secretary and Director General will take part in the selection process as well as designate policy for the three foresaid committees. The overall recommendation were made under close cooperation of high level administrators, expens and technicians concerned and they were proposed for open critique and comment by health personnel level 8-10 who will be directly affected by this undertaking in a consultative meeting before final submission. This paper is in short the recommendations for establishing a sound merit system in personnel administration which proposed detailed guiding principles for implementing the system in its early stage. It is noteworthy that the establishment of the merit system requires continuing endeavours in organizational development, interdepartmental cooperation, development of tools and database for personnel assessment which, in the long run, could be evolved into an effective Personnel Assessment Centre.en_US
dc.identifier.callnoW76 ห171 2537en_US
dc.subject.keywordข้าราชการสาธารณสุขen_US
dc.subject.keywordเครื่องมือประเมินผลen_US
dc.subject.keywordข้าราชการสาธารณสุขen_US
.custom.citationสถาบันวิจัยระบบสาธารณสุข and Health Systems Research Institute. "หลักเกณฑ์ วิธีการ และเครื่องมือประเมินผลในการแต่งตั้งเพื่อเลื่อนตำแหน่ง และโยกย้ายข้าราชการสาธารณสุข สายบริหารระดับ 8-10 และสายวิชาการระดับ 9-10 กระทรวงสาธารณสุข." 1995. <a href="http://hdl.handle.net/11228/1755">http://hdl.handle.net/11228/1755</a>.
.custom.total_download26

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