Проблеми та перспективи впровадження кар'єрного планування у сфері державної служби в Україні

Abstract

У статті розглядаються ключові виклики та можливості, пов'язані з упровадженням ефективної системи кар'єрного планування в державній службі України. Аналізуються такі проблеми, як низька заробітна плата, бюрократія, корупція, неефективна система оцінювання кадрів, відсутність чітких кар'єрних траєкторій та політична залежність. Окрему увагу приділено труднощам у впровадженні прозорих механізмів кар'єрного зростання. Запропоновано шляхи вирішення цих проблем, включаючи реформування системи оплати праці,боротьбу з корупцією, удосконалення оцінювання кадрів, створення ефективних програм професійного розвитку, зменшення політичного впливу та залучення кваліфікованих фахівців. Також підкреслюється важливість довгострокового планування кар'єри для підвищення ефективності державної служби, посилення її інституційної спроможності, мотивації держслужбовців, стабільності кадрового складу й відновлення довіри суспільства додержавних інституцій The article "Problems and Prospects of Career Planning Implementation in the Civil Serviceof Ukraine" explores the significance of career planning as a key element in reforming theUkrainian civil service. The efficiency of the civil service directly impacts citizens' quality oflife, economic growth, and national security. Ensuring a transparent and effective careerplanning system is crucial for sustainable development.Career planning in the civil service is not merely a mechanism for promotion but a strategicprocess aimed at human capital development, increasing motivation, and attracting talentedprofessionals. A well-structured career planning system enhances professionalism, reducesstaff turnover, ensures transparency in promotions, and contributes to a positive image of thecivil service. However, despite its importance, Ukraine's civil service faces numerous challengesthat hinder its implementation. The article provides a comprehensive analysis of the issues and prospects related to careerplanning implementation. The study identifies primary challenges, analyzes their impact onmotivation and professional development, determines key factors influencing career growth,and formulates recommendations based on national and international best practices.Research methods include the analysis of academic literature and legislative acts, statisticaldata analysis, comparative analysis of international experience, and synthesis of collected data.One of the major issues affecting career planning is low salaries, which drive skilled personnelaway from the civil service. Compared to the private sector, where compensation includes higherwages, bonuses, health insurance, and other benefits, the civil service appears less attractive.Young professi onals seeking rap id career growth and finan cial stab ility ar e particu larlydissuaded from joining the public sector. The article underscores the importance of statisticalcomparisons between civil service salaries and private sector wages.Motivational incentives play a crucial role in attracting and retaining qualified personnel. Thestudy examines both material incentives (bonuses, allowances, salary increases) and non-m a t e r i a l i n c e n t i v e s ( r e c o g n i t i o n , r e s p e c t , c a r e e r de v e l o p m e n t o p p o r t u n i t i e s ) .Rec ommendations inc lude salary incr eases, transparent c ompensation stru ctur es, andopportunities for continuous professional growth.Another significant challenge is bureaucracy and corruption, which create obstacles to careerprogression and undermine public trust in government institutions. Excessive bureaucracydelays decision-making processes, complicates document handling, and obstructs talentadvancement. Corruption fosters unfair hiring and promotion practices, allowing unqualifiedindividuals to occupy key positions. The article proposes anti-corruption measures such aselectronic document management, transparent decision-making, and strengthened oversightmechanisms.Inefficient evaluation and selection systems represent another critical barrier. Existingselection procedures are often opaque and subjective, leading to the appointment of unqualifiedcandidates and blocking career growth for deserving professionals. The study highlights theneed for transparent recruitment processes, well-defined assessment criteria, and digital hiringprocedures.Lack of clear career trajectories and development programs affects motivation. Many civilservants lack a clear understanding of their career prospects, leading to decreased engagementand increased staff turnover. The article suggests designing individualized career developmentplans, professional training programs, and mentorship opportunities.Political dependence and frequent leadership changes contribute to instability. Politicalinfluences often determine appointments rather than professional qualifications, leading tounpredictability in career advancement. The study recommends merit-based appointmentprocedures, leadership stability, and minimizing political interference.To address these challenges, the article outlines several key reforms:— Salary and incentive reforms to align public sector wages with market conditions.— Bureaucratic and anti-corruption measures to streamline administrative processes andenhance transparency.— Transparent hiring and evaluation systems to ensure merit-based career progression.— Development of career pathways through structured training and mentorship initiatives.— Reducing political influence by enforcing stable leadership tenures and impartial selectionprocesses.The study emphasizes adopting international best practices. Countries with successful civilservice reforms have implemented meritocracy, equal opportunities, leadership training, andperformance-based evaluations. Ukraine can benefit from adapting such models.C iv i l soc i ety en ga g em ent is cr u ci a l i n o verseei n g pub lic sec to r r efo r ms. T h e a rti clerecommends involving non-governmental organizations and independent experts in monitoringcareer planning initiatives.In conclusion, the article provides a thorough analysis of the problems and prospects of careerplan ning i n Ukra ine's civil service. While challenges such a s low salari es, bu reaucr acy,corruption, inefficient selection processes, and political dependence persist, implementingthe proposed reforms can significantly improve the situation. Career planning is a vital elementin strengthening the civil service, ensuring professional growth, and restoring public trust ingovernment institutions. By adopting transparent, merit-based, and motivational career development policies, Ukraine can build a competent and motivated civil service, ultimately contributing to national development and good governance