Career Testing
Career Testing
Career Testing
WORKING ABROAD / DEC. 27, 2012
version 20, draft 20

Civil Service in Dominican Republic

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The recruitment of individuals to the civil service is the responsibility of the Office of Personal Management (ONAP). This office supervises recruitment of various civil servants to a number of governmental departments, implements policy, develops the human resource and manages the resource/personnel database.

ONAP

The activities of the ONAP are broad in scope, however, the main impetus behind the organization is to ensure rationalized public sector practices. The ONAP has produced job classification manuals and other employment related schemes in a bid to standardize the civil service across all areas.

The ONAP also as the scope to evaluate civil servants for transfers, particularly in the civil service primary sectors, which include health, agriculture and public works. The evaluation of civil servants is based on:

-          Educational background

-          Skills

-          Performance within their 2 year probationary period

Recruitment

It should be noted that recruitment to the civil service is based on a non-discriminatory and competitive basis, which is open to applications from the public of Dominican Republic. Eligible applicants must pass entry examinations in order to qualify for a position with the civil service; Article 31 of the Civil Service Act provides that the entry examinations are to be ‘competitive public examinations’.

Laws

Important legislations relating to the Civil Service in Dominican Republic include:

-          Law 14-91 of 20 March 1994 on the Civil Service and Administrative Career

-          Regulation 81-94 of 29 March 1994 for the Law on Civil Service and the Administrative Career

-          The Civil Service Act

Individuals who are interested in a career as a civil servant are advised to gain an understanding of these laws as they provide the provisions and regulations governing employment in the civil service. Examples of the provisions covered by the regulations include; scope of job applications, decentralized entities, classification, appraisals, remuneration systems, to name only a few.

 Benefits

With regards to remuneration, the Executive Decree 538-03 stipulates that the ONAP and Contraloria review central government payrolls. Effectively, the Decree consolidated the varying payrolls of different civil servants into a single master list, which allows payment of civil servant salaries to be made from the Fondo General de la Nacion (general account). The salaries of civil servants vary according to their skills, seniority, department, and job type. In addition, work performance influences the wage of individual civil servants. 

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