Based on the presentation, viatnemese practiced the socialist approach, do you think it

is more effective when it comes to civil service since it is centralized?

PROMOTION
Issue: gender inequality (favored in men)
The following data and information are from the report of Audrey Sacks from World Bank
which was used by Jan Pierskalla on his research which addresses the promotion of the
workers in the field of public service.

Based on our research po with regards to it is that one issue po in both countries when it comes
to promotion is the gender inequality. The result is that mostly workers that are promoted are
male compared to women employees.
In Sweden although mas mataas po yung employment rate ng women, but they were
outperformed by men because of education.
Same po sa Indonesia in which they still perpetuated on the long-held restrictive gender
norms in which it limits the women in taking advantage of their rights and opportunities in
multiple dimensions including education, health, and finance.

The Indonesian civil service is managed by a Civil Service Board called "Sadan
Kepegawaian Negeri", which maintains all records, as well as authorizes and confirms
appointments for the promotion of the workers. It features a dual system of positions in which is
every public servant is given a rank from 1A to 4D position. It may be structural specifically
managerial position or high-level advisers which includes functional such as lawyer or teacher.
When it comes to their promotion, Indonesia's public service honors merit and with that,
the requirements must meet such as giving the educational attainment which shall have a
bachelor’s or graduate degree. As well as "loyalty", "obedience", and "honesty" are the basis
or judgements that supervisors or employers review or look for the promotion to leadership
position. In lieu with that, a meritocratic hiring and promotion system that employs and promotes
the most skilled, knowledgeable, and effective candidates or employee can boost civil
service efficiency in Indonesia in two ways. First a system should allow for the efficient delivery
of higher-quality public services. Second, because it broadens the pool of applicants, it should
promote diversity, which can contribute to better problem solving and innovation.
Generally, entry ranks are mostly decided by education level, and promotion in rank is
primarily determined by seniority—with a maximum rank based on the civil servant's entry level.

On the other hand, although the Swedish Civil Service system also practiced
meritocratic with purely-qualification based recruitment; promotion is mainly based on
expertise and tenure. And that the actual appointees are at the stake of the minister or its
advisers. Competition for promotion may be tougher since higher education is still a
requirement for a valid ability for promotion, but they have a special method on how they train
the civil servants. It is called the job mobility-related characteristics in which it helps the
individual gain skills and experiences that qualify them for future leadership functions and let
them acquire credible ability and career commitment that will enhance their decision making.
The advantage of this is that the promotion chances and overall success rates will increase
especially for civil servants with less formal education.
Performance appraisals are also key determinants of promotion for all levels of staff
except top management, who are appointed by the government. Herein, the percentage is also
low when it comes to the promotion of women just like in Indonesia.
Promotion in the civil service system of Sweden follows the model of intra firm
promotions by Waldman and Bernhard wherein the employee talent is initially unknown but
revealed overtime specifically into the office where he/she will be assigned or promoted. It has
two effects, first their talent will be hide on the labor market and second the further promotions
will be needed and thus will prevent them from leaving.

REMUNERATION
In Indonesia, aside from their base wage, civil servants also receive different
allowances such as family allowance- including wife and children's allowance, food allowance,
and educational allowance. There is also the so called functional and structural allowances for
those in managerial and in the different field of specialization which includes the teachers and
the healthcare workers, and some other incidental allowances, which depend, not only on their
level in the pay structure, but on the function of their jobs as well. Thus, the remuneration of the
civil servants is paid according to rank, seniority, and position.
All civil servants are paid from the central budget- either through central allocation or
subsidy that is grant to the regions. Both funds are changing depending on the proof that was
presented affects the wage bill such as promotion or marriage. Their monthly wages were done
in different modes: for higher-level staff this is increasingly done by direct deposit of the payroll
in an individual civil servant's account, but for most staff it is still done in cash.

RETIREMENT BENEFITS
The retirement benefits of the elderly in most South East Asian nations, including Indonesia, are
insufficient to continue their way of life as actively as stated in the "active ageing" concept.
Indonesia maintains a distinct pension system for government officials, military personnel, and
policymakers. They are required to participate in a defined benefit pension scheme through
paying monthly premium for retirement. Yet, the amount of monthly retirement pay for
government officials is meager or insufficient under the current pension system. According to
the 2019 government regulation no. 18 on the basic pension of civil officials and their spouses,
the greatest monthly retirement payout of a director at grade IV/d, the second highest position,
is only IDR 4,246,300 or USD 303.3 or 15k-17k in PHP. The retirement benefit lasts only for 20
years but if the retiree dies within the 20-year period, the spouses/relatives will continue to
receive the pension.
State-owned PT Taspen manages the pension for civil servants in two schemes: first, is that
retirement payout is paid based on the state budget and second is based on the amount that
was paid at the start of the retirement period and not on their contribution as an employee. \

DELIBERATION IN VIDEO PRESENTATION

PROMOTION

The Swedish Civil Service system practiced meritocratic with purely-qualification based
recruitment; promotion is mainly based on expertise and tenure. And that the actual
appointees are at the stake of the minister or its advisers. Competition for promotion may be
tougher since higher education is still a requirement for a valid ability for promotion, but they
have a special method on how they train the civil servants. It is called the job mobility-related
characteristics in which it helps the individual gain skills and experiences that qualify them for
future leadership functions and let them acquire credible ability and career commitment that will
enhance their decision making. The advantage of this is that the promotion chances and overall
success rates will increase especially for civil servants with less formal education.

Performance appraisals are also key determinants of promotion for all levels of staff except top
management, who are appointed by the government. Herein, the percentage is also low when it
comes to the promotion of women just like in Indonesia.
On the other hand, the Indonesian civil service is managed by a Civil Service Board called
"Sadan Kepegawaian Negeri", which maintains all records, as well as authorizes and confirms
appointments for the promotion of the workers. It features a dual system of positions in which
every public servant is given a rank from 1A to 4D position. It may be structural, specifically
managerial position or high-level advisers which includes functional such as lawyer or teacher.

When it comes to their promotion, Indonesia's public service also honors merit and with that, the
requirements must meet such as giving the educational attainment which shall have a
bachelor’s or graduate degree. As well as "loyalty", "obedience", and "honesty" are the basis
or judgements that supervisors or employers review or look for the promotion to leadership
position. In lieu of that, a meritocratic hiring and promotion system that employs and promotes
the most skilled, knowledgeable, and effective candidates or employees can boost civil
service efficiency in Indonesia in two ways. First a system should allow for the efficient delivery
of higher-quality public services. Second, because it broadens the pool of applicants, it should
promote diversity, which can contribute to better problem solving and innovation.

REMUNERATION
In Indonesia, aside from their base wage, civil servants also receive different allowances such
as family allowance- including wife and children's allowance, food allowance, and educational
allowance. There are also the so-called “functional and structural allowances” for those in
managerial and in the different field of specialization which includes the teachers and the
healthcare workers. There are also some other incidental allowances, which depend, not only
on their level in the pay structure, but on the function of their jobs as well. Thus, the
remuneration of the civil servants is paid according to rank, seniority, and position.

All civil servants are paid from the central budget- either through central allocation or subsidy
that is granted to the regions. Both funds are changing depending on the proof that was
presented which affects the wage bill such as promotion or marriage. Their monthly wages were
done in different modes: for higher-level staff this is increasingly done by direct deposit of
the payroll in an individual civil servant's account, but for most staff it is still done in
cash.
  Ang binibilang sa GDP ay ang actual spending, why is it important? Because it is the
measurement of the efficiency and the service delivery of the government.
 When the government is inefficient, of course the beneficiaries aren’t got what they
deserve or what public goods and services na dapat ay nakukuha nila dahil ipinangako
ng government noong nagbudget.
 And that involves the issue of corruption- kasi nakadikit yan sa usaping budget and can
happen during project implementation as well as to debt- kung saan napunta ang
inutang at ang taxes ng mga tao.
 The point of Ms. Zy is good, kasi sa utang kailangan may efficient kang paggamitan
such for an example noong time ni Pres Duterte wherein malaking budget ang allotted
for infrastructure sa DPWH pero isa sya sa pinakamabagal na magutilized ng funds. And
that the issue here is that, it doesn’t translate the budget into actual spending.
 Slow legislation process and bad/depressing government procurement are the factors
why budget becomes inefficient to government programs. But how does it happen in the
actual government spending?
 The budget will undergo into government procurement process (because the
government cannot spend quote in quote nang hindi nadaan sa process na yan) and
that is the complicated part happened in many government agencies.
 Procurement delayed is public service denied!
 PROCUREMENT is a long process kung saan pinaplano at binubusisi ang mga bagay
na gustong pagkagastusan ng gobyerno, including the quality of the materials na
bibilhin, pagpili ng suppliers, pati na rin ang price negotiation at kung paano ito
babayaran ng government.
 Another issue that is related to procurement and corruption and the need of
transparency which it involves the governance is the funds of the vaccines kasi walang
nakakaalam kung paano nagastos yung more than a hundred billion pesos na para sa
vaccine, kasi ang nakikita lang sa news ay yung mga booster shots ay 20+ billion pa
lang (ata) pero kasabay nun ay marami ring news na nag expire yung mga vax na
billions of pesos din ang halaga, so anong nangyari sa 125 billion pang tira na budget for
vax from 2021 and 2022. The government invokes the confidential agreement with the
vaccine companies.

VIDEO FLOW
Zoom call tas flash lang ng ppt, downside nito gagawa pang ppt pero sa edit, konti nalang.
Kung individual na vid ang gagawin, ang mej conflict is yung pageedit ng mga pop words
habang nagsasalita yung speaker saka time consuming baka di kayanin ng 1 day editing.
Sa flow naman, yung unang speaker na satin yung magpapakilala sa dalawang bansa then
simple flow lang as in next speaker is yung next variable. Tapos kapag may dalawahan ganon
pa rin may mga conjunction phrases lang tas lagi ang first word ay yung bansa.

I’m jewel Sebastian, the next variable is about the Promotion system of the civil service. The
Swedish Civil Service system practiced meritocratic with purely-qualification based recruitment;
promotion is mainly based on expertise and tenure. And that the actual appointees are at the
stake of the minister or its advisers. Competition for promotion may be tougher since higher
education and performance appraisals is still a requirement for a valid ability for promotion, but
they have a special method on how they train the civil servants. It is called the job mobility-
related characteristics in which it helps the individual gain skills and experiences that qualify
them for future leadership functions and let them acquire credible ability and career commitment
that will enhance their decision making. The advantage of this is that the promotion chances
and overall success rates will increase especially for civil servants with less formal education.
On the other hand, the Indonesian civil service is managed by a Civil Service Board called
"Sadan Kepegawaian Negeri", which maintains all records, as well as authorizes and confirms
appointments for the promotion of the workers. It features a dual system of positions in which
every public servant is given a rank from 1A to 4D position. It may be structural, specifically
managerial position or high-level advisers which includes functional such as lawyer or teacher.
When it comes to their promotion, Indonesia's public service also honors merit and with that, the
requirements must meet such as giving the educational attainment which shall have a
bachelor’s or graduate degree. As well as "loyalty", "obedience", and "honesty" are the basis or
judgements that supervisors or employers review or look for the promotion to leadership
position. In lieu of that, a meritocratic hiring and promotion system that employs and promotes
the most skilled, knowledgeable, and effective candidates or employees can boost civil service
efficiency in Indonesia in two ways. First, it will allow for the efficient delivery of higher-quality
public services. Second, it promotes diversity, which can contribute to better problem solving
and innovation.

While in Indonesia, aside from their base wage, civil servants also receive different allowances
such as family allowance- including wife and children's allowance, food allowance, and
educational allowance. There are also the so-called “functional and structural allowances” for
those in managerial and in the different field of specialization which includes the teachers and
the healthcare workers. There are also some other incidental allowances, which depend, not
only on their level in the pay structure, but on the function of their jobs as well. Thus, the
remuneration of the civil servants is paid according to rank, seniority, and position.

All civil servants are paid from the central budget- either through central allocation or subsidy
that is granted to the regions. Both funds are changing depending on the proof that was
presented which affects the wage bill such as promotion or marriage. Their monthly wages were
done in different modes: for higher-level staff this is increasingly done by direct deposit of the
payroll in an individual civil servant's account, but for most staff it is still done in cash.