NEW FORMATS OF CIVIL SERVANTS PROFESSIONAL GROWTH: NATIONAL AND GLOBAL CONTEXTS
January 15, 2019, 15:00 – 16:30, Building 2, Floor 2, Room 237
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Continuing professional growth is one of the basic principles of training for civil servants in most countries. In the context of constant changes in economic, technological, and social spheres, society is increasingly more demanding with regard to officials’ level of training and professional skills. What should be the new formats for training and retraining civil servants, so that their skills and competencies meet the requirements and challenges of tomorrow in a situation where the traditional educational path (education that was received once and done) no longer works?
Issues for Discussion
Civil service: development vector
What key skills for civil servants should be formed by new training programs: “hard” vs “soft” skills vs “corporate spirit formation?”
Optimal training and retraining format for civil servants. What should the balance be between online and full-time education, short-term modular programs and “classic” off job ones?
Who should be in charge of civil servant training: the educational community, “public administration practitioners,” corporate “talent foundries” for civil servants, or public administration faculties in wide profile universities?
Who should evaluate the training programs’ effectiveness: the role of government agencies, universities, and international educational accrediting organizations in program evaluation
Forming officials’ national competencies models and international cooperation. Should international modules be included in national civil servant training programs? How can an effective training program for civil servants from other countries be created?
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Continuing professional growth is one of the basic principles of training for civil servants in most countries. In the context of constant changes in economic, technological, and social spheres, society is increasingly more demanding with regard to officials’ level of training and professional skills. What should be the new formats for training and retraining civil servants, so that their skills and competencies meet the requirements and challenges of tomorrow in a situation where the traditional educational path (education that was received once and done) no longer works?
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Optimal training and retraining format for civil servants. What should the balance be between online and full-time education, short-term modular programs and “classic” off job ones?
Who should be in charge of civil servant training: the educational community, “public administration practitioners,” corporate “talent foundries” for civil servants, or public administration faculties in wide profile universities?
Who should evaluate the training programs’ effectiveness: the role of government agencies, universities, and international educational accrediting organizations in program evaluation
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[TEXT] => <ul class="style-prog-list">
<li>Civil service: development vector</li>
<li>What key skills for civil servants should be formed by new training programs: “hard” vs “soft” skills vs “corporate spirit formation?”</li>
<li>Optimal training and retraining format for civil servants. What should the balance be between online and full-time education, short-term modular programs and “classic” off job ones?</li>
<li>Who should be in charge of civil servant training: the educational community, “public administration practitioners,” corporate “talent foundries” for civil servants, or public administration faculties in wide profile universities?</li>
<li>Who should evaluate the training programs’ effectiveness: the role of government agencies, universities, and international educational accrediting organizations in program evaluation</li>
<li>Forming officials’ national competencies models and international cooperation. Should international modules be included in national civil servant training programs? How can an effective training program for civil servants from other countries be created?</li>
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Civil service: development vector
What key skills for civil servants should be formed by new training programs: “hard” vs “soft” skills vs “corporate spirit formation?”
Optimal training and retraining format for civil servants. What should the balance be between online and full-time education, short-term modular programs and “classic” off job ones?
Who should be in charge of civil servant training: the educational community, “public administration practitioners,” corporate “talent foundries” for civil servants, or public administration faculties in wide profile universities?
Who should evaluate the training programs’ effectiveness: the role of government agencies, universities, and international educational accrediting organizations in program evaluation
Forming officials’ national competencies models and international cooperation. Should international modules be included in national civil servant training programs? How can an effective training program for civil servants from other countries be created?
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Civil service: development vector
What key skills for civil servants should be formed by new training programs: “hard” vs “soft” skills vs “corporate spirit formation?”
Optimal training and retraining format for civil servants. What should the balance be between online and full-time education, short-term modular programs and “classic” off job ones?
Who should be in charge of civil servant training: the educational community, “public administration practitioners,” corporate “talent foundries” for civil servants, or public administration faculties in wide profile universities?
Who should evaluate the training programs’ effectiveness: the role of government agencies, universities, and international educational accrediting organizations in program evaluation
Forming officials’ national competencies models and international cooperation. Should international modules be included in national civil servant training programs? How can an effective training program for civil servants from other countries be created?
Continuing professional growth is one of the basic principles of training for civil servants in most countries. In the context of constant changes in economic, technological, and social spheres, society is increasingly more demanding with regard to officials’ level of training and professional skills. What should be the new formats for training and retraining civil servants, so that their skills and competencies meet the requirements and challenges of tomorrow in a situation where the traditional educational path (education that was received once and done) no longer works?
