The first file: the ministerial principles .. ministerial code of conduct and ethics and ministerial

3/13/2016 0:00 


[rtl]The code of conduct and ethics and responsibility 
of the ministers in the Government of Iraq 
presented by the Prime Minister 
I am pleased to offer to the members of the Council of Ministers a code of conduct.Intended to guide ministers after their term of office and official are principles which set out the basis of trust between the Iraqi people and their government. Hopefully , all theministers of the work in this part of the Code. 
Minister clear responsibility to the Iraqi people and elected representatives. We must work hard and creatively to ensure that citizens in Iraq to government services that they expect and that is our duty to provide it . Ministers must also adhere to the highest standards of integrity and decency standards during the performance of their duties. 
Announced to all members of the Council of Ministers, to emphasize the contents of this blog. 
D. Haider al - Abadi 
Prime Minister 
March 
2016 
principle -1 rule of law must be the Minister show respect for fundamental rights and freedoms enshrined in the Constitution in all aspects of individual and collective duties and responsibilities within the Council of Ministers. Ministers must also obey the letter and spirit of Iraqi law. Principle 2 - responsibility must minister to work for the public interest at all times. Officials Minister to the Prime Minister and responsible to the people and the House of Representatives. They must also cooperate fully and truthfully and commitment to voluntarily all kinds of proper scrutiny of their behavior by the Prime Minister and the House of Representatives and the Commission on Public Integrity andany other body authorized to do so. Principle -3 integrity Ministers should not themselves put under any financial obligation or other with other individuals or other organizations may seek to influence them in the performance of official duties. As the Minister should not accept gifts and hospitality that may give rise to the suspicion or raise questions about the neutrality in the final rule. Must minister to ensure that does not behave in a way that weaken or damage the reputation of the government or cause embarrassment to them. Principle 4 - the objective must be to minister to be open -minded and objective in their dealings, especially when awarding contracts or grants rewards and benefits and make appointments to government jobs. Where should their decisions equitable always respects the rules and procedures in force and be on thebasis of merit. Principle 5 - Transparency must minister to ensure that their decisions and their actions are transparent with ensure that it is built on the basis of participation and the basis of such actions voluntarily ( with the exception of the decisions that should not be disclosed her under the law) principle -6 honesty the minister should disclose any personal interests relating to their public duties and not to put themselves in a position makes them participate in the decision may benefit those personal interests. principle -7 collective and individual responsibility for all decisions taken by the Council of Ministers shall be binding for all its members. Must minister to uphold the principle of collective responsibility which requires the Minister of Defense and stick to the Cabinet decisions ofwhether the minister personally supports those decisions during the deliberations or not.Ministers are personally responsible for the behavior and performance of their ministries so that they are ready to defend it in front of the House of Representatives. Principle -8 cooperation with any other center of government institutions must minister to help the House of Representatives and the President of the Republic on the performance of their roles and demand from government officials in their ministries that provide the same level of support when they are asked to provide information. It is important to give theMinister accurate and truthful information to the House of Representatives and correcting any inadvertent error at the earliest opportunity. Principle -9 command and control cabinet Ministers should encourage and support all the principles contained in this Code through the correct leadership and that the minister be a role model. Although the ministers , officials at the end of the day, each one of them delegated significant responsibility to deputy ministers and directors general in regard to administrative matters daily for their ministries who are responsible , in turn , according to the code of civil Service 's behavior. as the minister should demand as well as government officials that provide help more as possible by offering accurate, honest and complete information in accordance with the duties and responsibilities of government officials set out in the civil Service Law. principle -10 to respect the political neutrality of the civil service on theminister should stick to the political neutrality of the civil service, respect and lack ofdemand from civil servants to act in any way conflict with the civil Service Law or with the code of civil service behavior. pledge Ministerial I have read and understood therules of conduct and ethics code, responsibility and pledge to abide by as a condition for Achgala as minister. I am also aware that I may be at risk of dismissal for violation ofthese principles and I will not I possess immunity for business criminal committed during my stay in office. He also announced my commitment to the responsibilities incumbent upon me according to the action plan the government and direction, and under theattached regulations. occurred on the day of _________ month _________ 2016Signature: (minister 's name) Note: insert each minister to list detailed functions of theministry in the light of government program and the terms of reference of the ministry.expects ministers to act according to the highest standards of personal conduct in theperformance of their duties. And as members of the government, it is bound by Cabinet rules of the civil service behavior and other conduct that could apply to them individually or collectively under Iraqi law, and the Constitution of the Republic of Iraq for the year   2005 should be reading this blog with the Council of Ministers , which determines theprinciples and norms of the main rules that must guide the works by the cabinet  and its committees. this document identifies ten principles of conduct and ethics and responsibility that the minister must be adhered to at all times. And consistent these principles with the rules of conduct of the civil service reflects the highest standards ofMinisters should be adopted in the light of all the tasks of the Minister to comply with the law and protect the safety of public life. The second file: the criteria for selecting a cabinet of technocrats Background: I have the Prime Minister recently announced his intention to change way is to make the appointments to the sites functional cabinet. He has confirmed his intention to form a cabinet made ​​up of technocrats and academics.The rationale for such a change is to improve the government 's performance in delivering services to citizens and accountability of the government (Prime Minister and his ministers) and make them responsible for providing services to citizens and spending of public funds. The committee was formed to review the CVs of potential ministers their job positions for the Council of Ministers to ensure that persons who are not partisan with the appropriate competencies to be appointed to the post Ministerial. this paper addresses the competencies that can be taken into account when considering the candidates proposed and the process of ministerial positions that can be used to verify the experience and skills of these candidates skills. I might add model sample to facilitate a review of CV and the process of the interview. competencies proposed  to theCouncil of ministers of technocrats: strategic thinking and innovation through analysis and ideas - civil Service leaders advise and plan based on analysis of issues and trends, and how they relate to these responsibilities, capabilities and potential Bozarathm and look at the things that are constantly changing, complex environment in anticipation of emerging crises and opportunities and develop based advice on well - informed and strategies that are considered highly accurate for the different needs and different stakeholder / stakeholders and partners, reflect the strategic direction of the government, and to develop the organization towards success. civil Service leaders will face difficulties if they were preoccupied in operations, policy details, rather than back down and look at the bigger picture, including the vision of the Ministry. And would limit thecivil service leaders of their ability to deal with complexity, and new information if they fail to learn from their mistakes or lost opportunities are , according to their experience or to hear the views and ideas of others. Policies / Post mobilize people and organizations and partners - civil service leaders participating people and organizations, and partners in the development goals, and implement plans and achieve results. They are putting thefoundations by building alliances with the major players. They are lining teams, building momentum to get things done through communicate clearly and consistently, and toinvest the time and energy to engage each ministry. They use negotiation skills and adaptability to encourage common interest considerations, and to cooperate, and toinfluence the success of the results. They follow the tracks and drive through openness to stakeholders and partners and relevant institutions on a large scale, partners, and constituencies in a common agenda and a clear strategy. Excellence in management toprovide the results to achieve the government 's plan, and the management of human resources, management and  financial - to achieve civil service leaders results through maximizing organizational effectiveness and sustainability. And ensure that the employees support and tools they need, and the workforce as a whole has the capacity and diversity to meet current organizational goals as well as long - term objectives .anhm make both people, work, and regulations in line with the business strategy to create a harmony of how to do their work and what they do. They carry out theaccountability system (officials and make them accountable) rigorous and comprehensive financial and human resources. They have to ensure that the integrity and management of information and knowledge are responsibility at all levels, and worker president in thedesign and implementation of all public policies and programs. Reflecting the civil service leaders weakness in this area if they fail to plan effectively, or in the implementation ofappropriate systems, organizational structures or guidance and control programs activities in their unit or their oath could lead to a crisis constantly, and increase the pressures of work, and contribute to the reactions of impulsive or ineffective difficultiesand setbacks. can be a weakness in this area because of the focus on a single file and do neglecting other files, or resulting from inability to give an effective and decisive direction. Difficulties sometimes associated with failing to give employees the tools they need to work and development, and stand on the performance problems, or failure in building the future workforce capabilities. Finally, it can result in insufficient attention tofinancial information , or the failure to integrate this information to make decisions in an inefficient use of resources and weakens the ability of the leader to meet efficiently theorganization 's goals. The following competencies that should be evaluated when reviewing CVs for potential appointments ministerial: * Leadership and Development : demonstrated ability to lead large organizations, including recruitment and employee motivation. The ability to delegate authority. The ability to implement programs within thefinancial allocations approved. * Communications and stakeholder management: Having experience regarding customers and reviewers and media management. * Policy analysis and problem solving: demonstrate the ability to achieve the results of thepolicies - and public planning successful implementation analysis. * Technical skills that relate to the Ministry of specific. * integrity and be proficient with the team and totals.recruitment process reviewing CV: If the receiver precipitant resumes, there may be aneed to sift through the CVs before moving on to the interview stage. Screening or screening is a good way to match applicants as much as possible for the job and person specifications, and get a short list of people to be interviewed. To avoid any possibility of bias, there should be screening by the Commission, and must be agreed on a list ofcandidates by all the members of the Committee. Can after that the candidates who have the best match to the specifications invited for an interview. interview: the interview has two purposes presidents are - to know if a candidate is suitable for the job, and togive information to the candidate about the job and the ministry should be that every candidate gets the same opportunity, including the duration of the interview , to provide the best offer for themselves, to illustrate the suitability and ask questions by the person who they are met. The most effective method to evaluate the candidates and to ensure that the work opportunities that matches the candidate is through a structured interview.It is designed to ensure that all relevant information can be detected and skills are evaluated according to specific criteria and clear. In addition to ensuring that theinterviews are consistent (do the same procedure for each of applicants) which is very important to demonstrate a neutral and impartial process. The third file: An example of avaluation model guidance on the assessment of CVs before considering to CVS files, the Chairman of the Committee shall ensure that All members of the committee are aware of the point system and have full knowledge of the minimum standards required for this function. the members of the committee that they evaluate all the evidence in every biography and according to the agreed standard by completing the assessment record and put the notes to prove their assessment. It is important to make sure that all theapplications have been evaluated in accordance with the agreed criteria and not according to the models of other requests. Below is a points system checker: 3 show evidence presented that they have crossed the required level of efficiency. 2 shows evidence presented that they have answered fully the required level of efficiency. 1 shows evidence presented that they generally have answered the required level ofefficiency , but there are some gaps that can be verified at the interview. 1 evidence presented failed to meet the proficiency level required. notes * All points must be justified by the observations and comments * regardless of the total, any request gets to zero in any of competencies should not be invited for an interview * if any efficiencies have great significance you can choose to double the normal points of that efficiency, anexample 6 - beyond the level of competence 4 - meets the level of efficiency in whole 2 - meets the overall efficiency level required * , as shown in table No. 2 overall resultHow to me that was held candidate? at the end of each interview, all members of thecommittee to complete the interview and the paper comments that justify the class using the following point system: 3 show evidence presented that they have crossed therequired level. efficiency 2 shows evidence presented that they arrived in full to thecompetence level required. 1 evidence presented shows that they are generally answered the required level of efficiency , but there are some gaps that can be verified at the interview. 1 evidence presented failed to meet the proficiency level required. notes* All points must be justified by the observations and comments. * regardless of the total overall, any request gets to zero in any of the qualified provider must not be invited for an interview. * if any of the competencies you have great significance you can choose to double the normal points of that efficiency, an example of  that. 6 - beyond the level of competence 4 - meets efficiency level of totally 2. meets the overall efficiency required level you have to remember that some of the candidates do not have direct experience in regards to a certain efficiency, for example, the Department ofpersonnel, but it is still possible to show their abilities and assimilated skills / behaviors relevant during the examples that they provide. fourth file: the role of government ministers the role of government ministers this document provides an overview of therole of the minister in the government of Iraq. In addition to general responsibilities received here, it will be every minister specific tasks and powers relating to his ministry 'sactivities. Ministers powers bear the minister the main responsibility for the way they define their ministry trends in public policy and how to manage the activity of their own government as the general chairman of the Userah. And the issuance of all decisions, orders and regulations relating to the responsibilities of the ministry on behalf of theMinister. Are based on powers of the minister to the legislation. When each Ministry acopy of all legislation that ministry control, and the transitional phase of the new report submitted to the Minister determines the legislation. As it shows the legislation formal appointment to the minister and defines powers and duties of the responsible for them and jobs, as granted by the management and direction (control and supervision) ,financial and civil service resources in the ministry. But all the ministers the powers and responsibilities of the legal individual similar. For the minister , the following powers under existing legislation: * delegation of deputy ministers or directors two years or others as regulated by law. it must be this authorization in writing nor the minister can grant any validity entitled only be practiced under the law. * formation of an advisory committee to study any of the issues that fall under the ministry 's responsibilities and demand from the Commission to make recommendations to him about this case. * Create or dissolve or merge or separate any of the administrative units without thesection level. * set Iraqi and foreign contracts and determine their wages. * contracting and paying for research and development. * spending and re - allocation of the ministry 's money. * issuing instructions for the implementation of laws related to the ministry. * issuing regulations Interior all relevant public institutions in the Ministry. * issue instructions that define the powers and duties of the ministerial departments. * approval of the proposals of the annual budget of the Ministry. * propose appropriate laws and regulations of the scope of the duties of the Ministry. * issue for the appointment, transfer and retirement of staff of ministerial orders. * Exchange remuneration and compensation according to the law. * Create Consultants Council to provide advice on matters relating to the responsibilities of the ministry. The Council shall meet when necessary , at the invitation of the minister directed. * Made all decisions on behalf of the Minister. May change these powers. As the article requires 85 of Iraq 's new constitution of the House of Representatives a law regulating " the formation of ministries, functions and responsibilities and powers of the minister." ( You must make sure that before the legal department). Main areas of responsibility of the ministerial is thegovernment minister responsible for a wide range of issues. In the absence of theminister is unable to do all the work of the ministry in person, it is authorized government personnel or specialists within the ministry to do the detail work. However, theresponsibility will always remain with the minister , who must satisfy himself that the work is done on a satisfactory level. Has been discussed key areas of responsibility are summarized in the following paragraphs. National politics plays all ministers role in developing and defining national policy across a wide range of issues. The key principal to achieve this is through the Council of Ministers , where offers of Ministers issues of the Council of their ministries for the purpose of discussion and decision - making. Also contributes Minister in developing and defining national policy for being members of the Cabinet committees that consider the issues submitted by the ministries and make recommendations to the Council of Ministers in full. The Prime Minister asked the Minister to develop a proposal to public policy. It also contributes to minister in thedevelopment of national policy by ensuring the availability of technical staff and experts in their respective ministries to provide advice and support to the committees formed by the government to study the issues or specific areas of activity. the ministry 's policymust minister in each ministry ensure a complete and documented policies covering specific areas of responsibility of the ministry. And that these policies must be consistent with the government policy in general, should also be reviewed and updated on a regular basis, according to business requirements and the public interest. Also there should be documented operational policies covering the daily activities of the ministry. This framework will be integrated into operational policies of each function of the main functions of the Ministry. In some cases the function is unique in ministry policies are primarily an internal matter. In cases where the presence of functionality in all ministries (for example, financial management and human resource management) must be operating policies be coordinated across the government. In these cases , the minister must ensure that the work of the ministry in a manner consistent with other agencies, which seeks to use efficiently and the secretariat of the ministry 's resources as much as possible. It will staff the ministry 's actual work to develop and implement internal policies of the Ministry. This paper addresses the competencies that can be taken into account when considering the proposed process for ministerial positions candidates skills that can be used to verify the experience and skills of these candidates. Has been added to form a sample to facilitate a review of CV and the process of the interview. Competencies proposed to the Council of Ministers of technocrats: strategic thinking and innovation through analysis and ideas - presents civil Service leaders advise and plan based on analysis of issues and trends, and how they relate to these responsibilities, capabilities and potential Bozarathm and look at the things that are constantly changing, complex environment in anticipation of emerging crises and opportunities and develop based advice on well - informed and strategies that are considered highly accurate for thedifferent needs and different owners multi - stakeholder / stakeholders and partners, reflect the strategic direction of the government, and to develop the organization towards success. will face civil service leaders difficulties if they were preoccupied in operations, policy details, rather than back down and look at the bigger picture, including the vision of the Ministry. And would limit the civil service leaders of their ability to deal with complexity, and new information if they fail to learn from their mistakes or lostopportunities are , according to their experience or to hear the views and ideas of others.Policies / Post mobilize people and organizations and partners - civil service leaders participating people and organizations, and partners in the development goals, and implement plans and achieve results. They are putting the foundations by building alliances with the major players. They are lining teams, building momentum to get things done through communicate clearly and consistently, and to invest the time and energy to engage each ministry. They use negotiation skills and adaptability to encourage common interest considerations, and to cooperate, and to influence the success of the results.They follow the tracks and drive through openness to stakeholders and partners and relevant institutions on a large scale, partners, and constituencies in a common agenda and a clear strategy. Excellence in management to provide the results to achieve thegovernment 's plan, and the management of human resources, management andfinancial - to achieve civil service leaders results through maximizing organizational effectiveness and sustainability. And ensure that the employees support and tools they need, and the workforce as a whole has the capacity and diversity to meet current organizational goals as well as long - term objectives .anhm make both people, work, and regulations in line with the business strategy to create a harmony of how to do their work and what they do. They carry out the accountability system (officials and make them accountable) rigorous and comprehensive financial and human resources. They have to ensure that the integrity and management of information and knowledge are responsibility at all levels, and worker president in the design and implementation of all public policies and programs. Reflecting the civil service leaders weakness in this area if they fail to plan effectively, or in the implementation of appropriate systems, organizational structures or guidance and control programs activities in their unit or their oath could lead to a crisis constantly, and increase the pressures of work, and contribute to the reactions of impulsive or ineffective difficulties and setbacks. can be a weakness in this area because of the focus on a single file and do neglecting other files, or resulting from inability to give an effective and decisive direction. Difficulties sometimes associated with failing to give employees the tools they need to work and development, and stand on the performance problems, or failure in building the future workforce capabilities. Finally, it can result in insufficient attention to financial information , or thefailure to integrate this information to make decisions in an inefficient use of resources and weakens the ability of the leader to meet efficiently the organization 's goals. The following competencies that should be evaluated when reviewing CVs for potential appointments ministerial: * Leadership and Development : demonstrated ability to lead large organizations, including recruitment and employee motivation. The ability to delegate authority. The ability to implement programs within the financial allocations approved. * Communications and stakeholder management: Having experience regarding customers and reviewers and media management. * Policy analysis and problem solving: demonstrate the ability to achieve the results of the policies - andpublic planning successful implementation analysis. * Technical skills that relate to theMinistry of specific. * integrity and be proficient with the team and totals. recruitment process reviewing CV: If the receiver precipitant resumes, there may be a need to sift through the CVs before moving on to the interview stage. Screening or screening is a good way to match applicants as much as possible for the job and person specifications, and get a short list of people to be interviewed. To avoid any possibility of bias, thereshould be screening by the Commission, and must be agreed on a list of candidates by all the members of the Committee. Can after that the candidates who have the best match to the specifications invited for an interview. interview: the interview has two purposes presidents are - to know if a candidate is suitable for the job, and to give information to the candidate about the job and the ministry should be that every candidate gets the same opportunity, including the duration of the interview , to provide the best offer for themselves, to illustrate the suitability and ask questions by the person who they are met. The most effective method to evaluate the candidates and to ensure that the work opportunities that matches the candidate is through a structured interview.It is designed to ensure that all relevant information can be detected and skills are evaluated according to specific criteria and clear. In addition to ensuring that theinterviews are consistent (do the same procedure for each of applicants) which is very important to demonstrate a neutral and impartial process. The third file: An example of avaluation model guidance on the assessment of CVs before considering to CVS files, the Chairman of the Committee shall ensure that All members of the committee are aware of the point system and have full knowledge of the minimum standards required for this function. the members of the committee that they evaluate all the evidence in every biography and according to the agreed standard by completing the assessment record and put the notes to prove their assessment. It is important to make sure that all theapplications have been evaluated in accordance with the agreed criteria and not according to the models of other requests. Below is a points system checker: 3 show evidence presented that they have crossed the required level of efficiency. 2 shows evidence presented that they have answered fully the required level of efficiency. 1 shows evidence presented that they generally have answered the required level ofefficiency , but there are some gaps that can be verified at the interview. 1 evidence presented failed to meet the proficiency level required. notes * All points must be justified by the observations and comments * regardless of the total, any request gets to zero in any of competencies should not be invited for an interview * if any efficiencies have great significance you can choose to double the normal points of that efficiency, anexample 6 - beyond the level of competence 4 - meets the level of efficiency in whole 2 - meets the overall efficiency level required * , as shown in table No. 2 overall resultHow to me that was held candidate? at the end of each interview, all members of thecommittee to complete the interview and the paper comments that justify the class using the following point system: 3 show evidence presented that they have crossed therequired level. efficiency 2 shows evidence presented that they arrived in full to thecompetence level required. 1 evidence presented shows that they are generally answered the required level of efficiency , but there are some gaps that can be verified at the interview. 1 evidence presented failed to meet the proficiency level required. notes* All points must be justified by the observations and comments. * regardless of the total overall, any request gets to zero in any of the qualified provider must not be invited for an interview. * if any of the competencies you have great significance you can choose to double the normal points of that efficiency, an example of that. 6 - beyond thelevel of competence 4 - meets efficiency level of totally 2. meets the overall efficiency required level you have to remember that some of the candidates do not have direct experience in regards to a certain efficiency, for example, the Department of personnel, but it is still possible to show their abilities and assimilated skills / behaviors relevant during the examples that they provide. fourth file: the role of government ministers therole of government ministers this document provides an overview of the role of theminister in the government of Iraq. In addition to general responsibilities received here, itwill be every minister specific tasks and powers relating to his ministry 's activities.Ministers powers bear the minister the main responsibility for the way they define their ministry trends in public policy and how to manage the activity of their own government as the general chairman of the Userah. And the issuance of all decisions, orders and regulations relating to the responsibilities of the ministry on behalf of the Minister. Arebased on powers of the minister to the legislation. When each Ministry a copy of all legislation that ministry control, and the transitional phase of the new report submitted to the Minister determines the legislation. As it shows the legislation formal appointment to the minister and defines powers and duties of the responsible for them and jobs, as granted by the management and direction (control and supervision) , financial and civil service resources in the ministry. But all the ministers the powers and responsibilities of the legal individual similar. For the minister , the following powers under existing legislation: * delegation of deputy ministers or directors two years or others as regulated by law. it must be this authorization in writing nor the minister can grant any validity entitled only be practiced under the law. * formation of an advisory committee to study any of the issues that fall under the ministry 's responsibilities and demand from theCommission to make recommendations to him about this case. * Create or dissolve or merge or separate any of the administrative units without the section level. * set Iraqi and foreign contracts and determine their wages. * contracting and paying for research and development. * spending and re - allocation of the ministry 's money. * issuing instructions for the implementation of laws related to the ministry. * issuing regulations Interior all relevant public institutions in the Ministry. * issue instructions that define thepowers and duties of the ministerial departments. * approval of the proposals of theannual budget of the Ministry. * propose appropriate laws and regulations of the scope of the duties of the Ministry. * issue for the appointment, transfer and retirement of staff of ministerial orders. * Exchange remuneration and compensation according to the law.* Create Consultants Council to provide advice on matters relating to the responsibilities of the ministry. The Council shall meet when necessary , at the invitation of the minister directed. * Made all decisions on behalf of the Minister. May change these powers. As the article requires 85 of Iraq 's new constitution of the House of Representatives a law regulating " the formation of ministries, functions and responsibilities and powers of theminister." ( You must make sure that before the legal department). Main areas of responsibility of the ministerial is the government minister responsible for a wide range of issues. In the absence of the minister is unable to do all the work of the ministry inperson, it is authorized government personnel or specialists within the ministry to do thedetail work. However, the responsibility will always remain with the minister , who must satisfy himself that the work is done on a satisfactory level. Has been discussed key areas of responsibility are summarized in the following paragraphs. National politicsplays all ministers role in developing and defining national policy across a wide range of issues. The key principal to achieve this is through the Council of Ministers , where offers of Ministers issues of the Council of their ministries for the purpose of discussion and decision - making. Also contributes Minister in developing and defining national policy for being members of the Cabinet committees that consider the issues submitted by the ministries and make recommendations to the Council of Ministers in full. The Prime Minister asked the Minister to develop a proposal to public policy. It also contributes to minister in the development of national policy by ensuring the availability oftechnical staff and experts in their respective ministries to provide advice and support to the committees formed by the government to study the issues or specific areas of activity. the ministry 's policy must minister in each ministry ensure a complete and documented policies covering specific areas of responsibility of the ministry. And that these policies must be consistent with the government policy in general, should also be reviewed and updated on a regular basis, according to business requirements and thepublic interest. Also there should be documented operational policies covering the daily activities of the ministry. This framework will be integrated into operational policies ofeach function of the main functions of the Ministry. In some cases the function is unique in ministry policies are primarily an internal matter. In cases where the presence offunctionality in all ministries (for example, financial management and human resource management) must be operating policies be coordinated across the government. In these cases , the minister must ensure that the work of the ministry in a manner consistent with other agencies, which seeks to use efficiently and the secretariat of theministry 's resources as much as possible. It will staff the ministry 's actual work to develop and implement internal policies of the Ministry. However, we should ensure thatthe minister actually doing the work in a timely and satisfactory level. If this is not done, the minister must intervene with senior officials in the ministry to ensure doing so.National government must apply policies to effectively achieve the goals of thegovernment. Each minister and plays a key role in making the government mechanism works effectively. Here are the main things that occupy every minister in the framework of this paragraph: * personal involvement in the boards and committees of the relevant allocated immediately, meetings and construction. * Ensure the performance of theMinistry 's staff who have responsibilities at the national level of their duties quickly and efficiently. * Ensure full ministry 's cooperation with government bodies other national, and not trying to obstruct the implementation of government decisions. * ensure thesupport of all data and actions taken by the ministry of the policies of the national government , which is consistent with it. internal link between ministries requires effective governance of every institution of government institutions to cooperate with each other.Traditionally, you must be commu[/rtl]

[rtl]nication between ministries commissioned by theminister or at least that passes through his staff profile. Which means the necessity tosend communications through the chain of command to the highest authority in theministry sent, received to the ministry and then on down through a series of references.This is the type of communication is slow and inefficient because it requires many steps and approvals. In order to be effective and efficient, should the internal cooperation between the ministries for on the basis of the peer - to - peer. This is a big change for many of the staff of the ministry so it must minister to take action in several ways ,including: * Build effective and built a working relationship based on trust myself with other ministers, especially those who have regular contact with them possible, and toensure the knowledge of senior staff model that puts the minister . * accept that he should be allowed to Ministry staff trained and qualified directly communicate with their counterparts from other ministries. * ensure that the ministry staff trained and qualified to do their jobs and they understand the basis on which the allowed direct contact and monitored. * effective encourage direct interaction between the ministry officials and their counterparts from the ministries other. Ministry 's budget is to do most of the work on thepreparation of the Ministry 's budget by the Finance and managers involved, but to theminister an important role in: * the offer of the Ministry 's budget to the Council ofMinisters and the debate with the Council on behalf of the ministry for the amount that the ministry needs to carry out its mission. * implementation limits specified spending to the ministry by the House of Representatives and the Council of Ministers. * priorities for the allocation of funds for capital expenditures and operating costs mode. * resolve internal disputes between departments about the restrictions on the budget. daily for theMinistry of Business is the role of the minister in the daily administration of the ministry complex and sensitive. There will be a temptation to try to control all the stuff going in the ministry in order to achieve the goals of the ministry in order to work and discipline.But this is not possible, even in the smallest of the Ministry. , As should the minister toexercise the authority of the administration by the executive team of the Ministry. The hardest part in the work of the minister, is to give senior staff mandate and adequate authority to make decisions on his behalf. This includes the role of the minister: * ensure the health structured hierarchical organization of the ministry to enable them to work effectively and efficiently. This means clarity and appropriate reporting lines with theskills and qualifications of staff in each series references. * Ensure that there is a clear framework for the selection work and concept to the instructions of operating the minister to guide daily decision - making process. * Hold regular management meetings with direct reports to the receipt of the progress of work and agreement on any new initiatives reports. * ensure that managers at the ministry to hold similar meetings with their cadres. * ensure that simple and clear administrative procedures as much as possible while providing a good balance between the interests and benefit of "customer" (whether other employees or members of the people), suitability and efficiency of the ministry.personnel processing and training time again, there is a great temptation to the minister to take part in the appointment of all staff of the ministry, especially in senior positions.However, Iraq needs to build a professional civil service and an independent, non -political. So you must do the appointment in a professional manner, with theconsideration of the future of the new member in the long term and not just the direct job. The minister must not make short - term appointments in person, but must follow the nomination and selection procedures for sound. This does not mean that thepossibility of the appointment of relatives and friends, but it does mean that any candidate proposed by the current government employees, including the minister, should be evaluated on the basis of current ability and potential of the future. At the moment, there are no formal policies and procedures for appointment to public office. When are the measures put can minister to enhance the efficiency and sustainability of the civil service largely through ensuring an all appointments are open and transparent. After theappointment, must encourage the staff of the ministry and development to reach career fared to the desired level. We must take the majority of the business regarding the role of management staff by the managers concerned with professional guidance by thehuman resources department at the ministry. In most ministries and function of human resources department needs to strengthen, so the minister would need to have a role in the  matter. * Get temporarily professional human resources experts to provide technical assistance to the senior staff of the HR team in the ministry until they arrived at thenecessary level in the jurisdiction of the resources mankind. * ensure that any proposed assignment really justified before giving approval. * ensure a training and development of staff of the ministry and do not allow or encourage employees to be absent from any licensed training. This paper addresses the competencies that can be taken into account when considering the proposed process for ministerial positions candidates skills that can be used to verify the experience and skills of these candidates. Has been added to form a sample to facilitate a review of CV and the process of the interview. Competencies proposed to the Council of Ministers of technocrats: strategic thinking and innovation through analysis and ideas - presents civil Service leaders advise and plan based on analysis of issues and trends, and how they relate to these responsibilities, capabilities and potential Bozarathm and look at the things that are constantly changing, complex environment in anticipation of emerging crises and opportunities and develop based advice on well - informed and strategies that are considered highly accurate for thedifferent needs and different owners multi - stakeholder / stakeholders and partners, reflect the strategic direction of the government, and to develop the organization towards success. will face civil service leaders difficulties if they were preoccupied in operations, policy details, rather than back down and look at the bigger picture, including the vision of the Ministry. And would limit the civil service leaders of their ability to deal with complexity, and new information if they fail to learn from their mistakes or lostopportunities are , according to their experience or to hear the views and ideas of others.Policies / Post mobilize people and organizations and partners - civil service leaders participating people and organizations, and partners in the development goals, and implement plans and achieve results. They are putting the foundations by building alliances with the major players. They are lining teams, building momentum to get things done through communicate clearly and consistently, and to invest the time and energy to engage each ministry. They use negotiation skills and adaptability to encourage common interest considerations, and to cooperate, and to influence the success of the results.They follow the tracks and drive through openness to stakeholders and partners and relevant institutions on a large scale, partners, and constituencies in a common agenda and a clear strategy. Excellence in management to provide the results to achieve thegovernment 's plan, and the management of human resources, management andfinancial - to achieve civil service leaders results through maximizing organizational effectiveness and sustainability. And ensure that the employees support and tools they need, and the workforce as a whole has the capacity and diversity to meet current organizational goals as well as long - term objectives .anhm make both people, work, and regulations in line with the business strategy to create a harmony of how to do their work and what they do. They carry out the accountability system (officials and make them accountable) rigorous and comprehensive financial and human resources. They have to ensure that the integrity and management of information and knowledge are responsibility at all levels, and worker president in the design and implementation of all public policies and programs. Reflecting the civil service leaders weakness in this area if they fail to plan effectively, or in the implementation of appropriate systems, organizational structures or guidance and control programs activities in their unit or their oath could lead to a crisis constantly, and increase the pressures of work, and contribute to the reactions of impulsive or ineffective difficulties and setbacks. can be a weakness in this area because of the focus on a single file and do neglecting other files, or resulting from inability to give an effective and decisive direction. Difficulties sometimes associated with failing to give employees the tools they need to work and development, and stand on the performance problems, or failure in building the future workforce capabilities. Finally, it can result in insufficient attention to financial information , or thefailure to integrate this information to make decisions in an inefficient use of resources and weakens the ability of the leader to meet efficiently the organization 's goals. The following competencies that should be evaluated when reviewing CVs for potential appointments ministerial: * Leadership and Development : demonstrated ability to lead large organizations, including recruitment and employee motivation. The ability to delegate authority. The ability to implement programs within the financial allocations approved. * Communications and stakeholder management: Having experience regarding customers and reviewers and media management. * Policy analysis and problem solving: demonstrate the ability to achieve the results of the policies - andpublic planning successful implementation analysis. * Technical skills that relate to theMinistry of specific. * integrity and be proficient with the team and totals. recruitment process reviewing CV: If the receiver precipitant resumes, there may be a need to sift through the CVs before moving on to the interview stage. Screening or screening is a good way to match applicants as much as possible for the job and person specifications, and get a short list of people to be interviewed. To avoid any possibility of bias, thereshould be screening by the Commission, and must be agreed on a list of candidates by all the members of the Committee. Can after that the candidates who have the best match to the specifications invited for an interview. interview: the interview has two purposes presidents are - to know if a candidate is suitable for the job, and to give information to the candidate about the job and the ministry should be that every candidate gets the same opportunity, including the duration of the interview , to provide the best offer for themselves, to illustrate the suitability and ask questions by the person who they are met. The most effective method to evaluate the candidates and to ensure that the work opportunities that matches the candidate is through a structured interview.It is designed to ensure that all relevant information can be detected and skills are evaluated according to specific criteria and clear. In addition to ensuring that theinterviews are consistent (do the same procedure for each of applicants) which is very important to demonstrate a neutral and impartial process. The third file: An example of avaluation model guidance on the assessment of CVs before considering to CVS files, the Chairman of the Committee shall ensure that All members of the committee are aware of the point system and have full knowledge of the minimum standards required for this function. the members of the committee that they evaluate all the evidence in every biography and according to the agreed standard by completing the assessment record and put the notes to prove their assessment. It is important to make sure that all theapplications have been evaluated in accordance with the agreed criteria and not according to the models of other requests. Below is a points system checker: 3 show evidence presented that they have crossed the required level of efficiency. 2 shows evidence presented that they have answered fully the required level of efficiency. 1 shows evidence presented that they generally have answered the required level ofefficiency , but there are some gaps that can be verified at the interview. 1 evidence presented failed to meet the proficiency level required. notes * All points must be justified by the observations and comments * regardless of the total, any request gets to zero in any of competencies should not be invited for an interview * if any efficiencies have great significance you can choose to double the normal points of that efficiency, anexample 6 - beyond the level of competence 4 - meets the level of efficiency in whole 2 - meets the overall efficiency level required * , as shown in table No. 2 overall resultHow to me that was held candidate? at the end of each interview, all members of thecommittee to complete the interview and the paper comments that justify the class using the following point system: 3 show evidence presented that they have crossed therequired level. efficiency 2 shows evidence presented that they arrived in full to thecompetence level required. 1 evidence presented shows that they are generally answered the required level of efficiency , but there are some gaps that can be verified at the interview. 1 evidence presented failed to meet the proficiency level required. notes* All points must be justified by the observations and comments. * regardless of the total overall, any request gets to zero in any of the qualified provider must not be invited for an interview. * if any of the competencies you have great significance you can choose to double the normal points of that efficiency, an example of that. 6 - beyond thelevel of competence 4 - meets efficiency level of totally 2. meets the overall efficiency required level you have to remember that some of the candidates do not have direct experience in regards to a certain efficiency, for example, the Department of personnel, but it is still possible to show their abilities and assimilated skills / behaviors relevant during the examples that they provide. fourth file: the role of government ministers therole of government ministers this document provides an overview of the role of theminister in the government of Iraq. In addition to general responsibilities received here, itwill be every minister specific tasks and powers relating to his ministry 's activities.Ministers powers bear the minister the main responsibility for the way they define their ministry trends in public policy and how to manage the activity of their own government as the general chairman of the Userah. And the issuance of all decisions, orders and regulations relating to the responsibilities of the ministry on behalf of the Minister. Arebased on powers of the minister to the legislation. When each Ministry a copy of all legislation that ministry control, and the transitional phase of the new report submitted to the Minister determines the legislation. As it shows the legislation formal appointment to the minister and defines powers and duties of the responsible for them and jobs, as granted by the management and direction (control and supervision) , financial and civil service resources in the ministry. But all the ministers the powers and responsibilities of the legal individual similar. For the minister , the following powers under existing legislation: * delegation of deputy ministers or directors two years or others as regulated by law. it must be this authorization in writing nor the minister can grant any validity entitled only be practiced under the law. * formation of an advisory committee to study any of the issues that fall under the ministry 's responsibilities and demand from theCommission to make recommendations to him about this case. * Create or dissolve or merge or separate any of the administrative units without the section level. * set Iraqi and foreign contracts and determine their wages. * contracting and paying for research and development. * spending and re - allocation of the ministry 's money. * issuing instructions for the implementation of laws related to the ministry. * issuing regulations Interior all relevant public institutions in the Ministry. * issue instructions that define thepowers and duties of the ministerial departments. * approval of the proposals of theannual budget of the Ministry. * propose appropriate laws and regulations of the scope of the duties of the Ministry. * issue for the appointment, transfer and retirement of staff of ministerial orders. * Exchange remuneration and compensation according to the law.* Create Consultants Council to provide advice on matters relating to the responsibilities of the ministry. The Council shall meet when necessary , at the invitation of the minister directed. * Made all decisions on behalf of the Minister. May change these powers. As the article requires 85 of Iraq 's new constitution of the House of Representatives a law regulating " the formation of ministries, functions and responsibilities and powers of theminister." ( You must make sure that before the legal department). Main areas of responsibility of the ministerial is the government minister responsible for a wide range of issues. In the absence of the minister is unable to do all the work of the ministry inperson, it is authorized government personnel or specialists within the ministry to do thedetail work. However, the responsibility will always remain with the minister , who must satisfy himself that the work is done on a satisfactory level. Has been discussed key areas of responsibility are summarized in the following paragraphs. National politicsplays all ministers role in developing and defining national policy across a wide range of issues. The key principal to achieve this is through the Council of Ministers , where offers of Ministers issues of the Council of their ministries for the purpose of discussion and decision - making. Also contributes Minister in developing and defining national policy for being members of the Cabinet committees that consider the issues submitted by the ministries and make recommendations to the Council of Ministers in full. The Prime Minister asked the Minister to develop a proposal to public policy. It also contributes to minister in the development of national policy by ensuring the availability oftechnical staff and experts in their respective ministries to provide advice and support to the committees formed by the government to study the issues or specific areas of activity. the ministry 's policy must minister in each ministry ensure a complete and documented policies covering specific areas of responsibility of the ministry. And that these policies must be consistent with the government policy in general, should also be reviewed and updated on a regular basis, according to business requirements and thepublic interest. Also there should be documented operational policies covering the daily activities of the ministry. This framework will be integrated into operational policies ofeach function of the main functions of the Ministry. In some cases the function is unique in ministry policies are primarily an internal matter. In cases where the presence offunctionality in all ministries (for example, financial management and human resource management) must be operating policies be coordinated across the government. In these cases , the minister must ensure that the work of the ministry in a manner consistent with other agencies, which seeks to use efficiently and the secretariat of theministry 's resources as much as possible. It will staff the ministry 's actual work to develop and implement internal policies of the Ministry. However, we should ensure thatthe minister actually doing the work in a timely and satisfactory level. If this is not done, the minister must intervene with senior officials in the ministry to ensure doing so.National government must apply policies to effectively achieve the goals of thegovernment. Each minister and plays a key role in making the government mechanism works effectively. Here are the main things that occupy every minister in the framework of this paragraph: * personal involvement in the boards and committees of the relevant allocated immediately, meetings and construction. * Ensure the performance of theMinistry 's staff who have responsibilities at the national level of their duties quickly and efficiently. * Ensure full ministry 's cooperation with government bodies other national, and not trying to obstruct the implementation of government decisions. * ensure thesupport of all data and actions taken by the ministry of the policies of the national government , which is consistent with it. internal link between ministries requires effective governance of every institution of government institutions to cooperate with each other.Traditionally, you must be communication between ministries commissioned by theminister or at least that passes through his staff profile. Which means the necessity tosend communications through the chain of command to the highest authority in theministry sent, received to the ministry and then on down through a series of references.This is the type of communication is slow and inefficient because it requires many steps and approvals. In order to be effective and efficient, should the internal cooperation between the ministries for on the basis of the peer - to - peer. This is a big change for many of the staff of the ministry so it must minister to take action in several ways ,including: * Build effective and built a working relationship based on trust myself with other ministers, especially those who have regular contact with them possible, and toensure the knowledge of senior staff model that puts the minister . * accept that he should be allowed to Ministry staff trained and qualified directly communicate with their counterparts from other ministries. * ensure that the ministry staff trained and qualified to do their jobs and they understand the basis on which the allowed direct contact and monitored. * effective encourage direct interaction between the ministry officials and their counterparts from the ministries other. Ministry 's budget is to do most of the work on thepreparation of the Ministry 's budget by the Finance and managers involved, but to theminister an important role in: * the offer of the Ministry 's budget to the Council ofMinisters and the debate with the Council on behalf of the ministry for the amount that the ministry needs to carry out its mission. * implementation limits specified spending to the ministry by the House of Representatives and the Council of Ministers. * priorities for the allocation of funds for capital expenditures and operating costs mode. * resolve internal disputes between departments about the restrictions on the budget. daily for theMinistry of Business is the role of the minister in the daily administration of the ministry complex and sensitive. There will be a temptation to try to control all the stuff going in the ministry in order to achieve the goals of the ministry in order to work and discipline.But this is not possible, even in the smallest of the Ministry. , As should the minister toexercise the authority of the administration by the executive team of the Ministry. The hardest part in the work of the minister, is to give senior staff mandate and adequate authority to make decisions on his behalf. This includes the role of the minister: * ensure the health structured hierarchical organization of the ministry to enable them to work effectively and efficiently. This means clarity and appropriate reporting lines with theskills and qualifications of staff in each series references. * Ensure that there is a clear framework for the selection work and concept to the instructions of operating the minister to guide daily decision - making process. * Hold regular management meetings with direct reports to the receipt of the progress of work and agreement on any new initiatives reports. * ensure that managers at the ministry to hold similar meetings with their cadres. * ensure that simple and clear administrative procedures as much as possible while providing a good balance between the interests and benefit of "customer" (whether other employees or members of the people), suitability and efficiency of the ministry.personnel processing and training time again, there is a great temptation to the minister to take part in the appointment of all staff of the ministry, especially in senior positions.However, Iraq needs to build a professional civil service and an independent, non -political. So you must do the appointment in a professional manner, with theconsideration of the future of the new member in the long term and not just the direct job. The minister must not make short - term appointments in person, but must follow the nomination and selection procedures for sound. This does not mean that thepossibility of the appointment of relatives and friends, but it does mean that any candidate proposed by the current government employees, including the minister, should be evaluated on the basis of current ability and potential of the future. At the moment, there are no formal policies and procedures for appointment to public office. When are the measures put can minister to enhance the efficiency and sustainability of the civil service largely through ensuring an all appointments are open and transparent. After theappointment, must encourage the staff of the ministry and development to reach career fared to the desired level. We must take the majority of the business regarding the role of management staff by the managers concerned with professional guidance by thehuman resources department at the ministry. In most ministries and function of human resources department needs to strengthen, so the minister would need to have a role in the matter. * Get temporarily professional human resources experts to provide technical assistance to the senior staff of the HR team in the ministry until they arrived at thenecessary level in the jurisdiction of the resources mankind. * ensure that any proposed assignment really justified before giving approval. * ensure a training and development of staff of the ministry and do not allow or encourage employees to be absent from any licensed training. Here are the main things that occupy every minister in the framework of this paragraph: * personal involvement in the boards and committees of the relevant allocated immediately, meetings and construction. * Ensure the performance of theMinistry 's staff who have responsibilities at the national level of their duties quickly and efficiently. * Ensure full ministry 's cooperation with government bodies other national, and not trying to obstruct the implementation of government decisions. * ensure thesupport of all data and actions taken by the ministry of the policies of the national government , which is consistent with it. internal link between ministries requires effective governance of every institution of government institutions to cooperate with each other.Traditionally, you must be communication between ministries commissioned by theminister or at least that passes through his staff profile. Which means the necessity tosend communications through the chain of command to the highest authority in theministry sent, received to the ministry and then on down through a series of references.This is the type of communication is slow and inefficient because it requires many steps and approvals. In order to be effective and efficient, should the internal cooperation between the ministries for on the basis of the peer - to - peer. This is a big change for many of the staff of the ministry so it must minister to take action in several ways ,including: * Build effective and built a working relationship based on trust myself with other ministers, especially those who have regular contact with them possible, and toensure the knowledge of senior staff model that puts the minister . * accept that he should be allowed to Ministry staff trained and qualified directly communicate with their counterparts from other ministries. * ensure that the ministry staff trained and qualified to do their jobs and they understand the basis on which the allowed direct contact and monitored. * effective encourage direct interaction between the ministry officials and their counterparts from the ministries other. Ministry 's budget is to do most of the work on thepreparation of the Ministry 's budget by the Finance and managers involved, but to theminister an important role in: * the offer of the Ministry 's budget to the Council ofMinisters and the debate with the Council on behalf of the ministry for the amount that the ministry needs to carry out its mission. * implementation limits specified spending to the ministry by the House of Representatives and the Council of Ministers. * priorities for the allocation of funds for capital expenditures and operating costs mode. * resolve internal disputes between departments about the restrictions on the budget. daily for theMinistry of Business is the role of the minister in the daily administration of the ministry complex and sensitive. There will be a temptation to try to control all the stuff going in the ministry in order to achieve the goals of the ministry in order to work and discipline.But this is not possible, even in the smallest of the Ministry. , As should the minister toexercise the authority of the administration by the executive team of the Ministry. The hardest part in the work of the minister, is to give senior staff mandate and adequate authority to make decisions on his behalf. This includes the role of the minister: * ensure the health structured hierarchical organization of the ministry to enable them to work effectively and efficiently. This means clarity and appropriate reporting lines with theskills and qualifications of staff in each series references. * Ensure that there is a clear framework for the selection work and concept to the instructions of operating the minister to guide daily decision - making process. * Hold regular management meetings with direct reports to the receipt of the progress of work and agreement on any new initiatives reports. * ensure that managers at the ministry to hold similar meetings with their cadres. * ensure that simple and clear administrative procedures as much as possible while providing a good balance between the interests and benefit of "customer" (whether other employees or members of the people), suitability and efficiency of the ministry.personnel processing and training time again, there is a great temptation to the minister to take part in the appointment of all staff of the ministry, especially in senior positions.However, Iraq needs to build a professional civil service and an independent, non -political. So you must do the appointment in a professional manner, with theconsideration of the future of the new member in the long term and not just the direct job. The minister must not make short - term appointments in person, but must follow the nomination and selection procedures for sound. This does not mean that thepossibility of the appointment of relatives and friends, but it does mean that any candidate proposed by the current government employees, including the minister, should be evaluated on the basis of current ability and potential of the future. At the moment, there are no formal policies and procedures for appointment to public office. When are the measures put can minister to enhance the efficiency and sustainability of the civil service largely through ensuring an all appointments are open and transparent. After theappointment, must encourage the staff of the ministry and development to reach career fared to the desired level. We must take the majority of the business regarding the role of management staff by the managers concerned with professional guidance by thehuman resources department at the ministry. In most ministries and function of human resources department needs to strengthen, so the minister would need to have a role in the matter. * Get temporarily professional human resources experts to provide technical assistance to the senior staff of the HR team in the ministry until they arrived at thenecessary level in the jurisdiction of the resources mankind. * ensure that any proposed assignment really justified before giving approval. * ensure a training and development of staff of the ministry and do not allow or encourage employees to be absent from any licensed training. Here are the main things that occupy every minister in the framework of this paragraph: * personal involvement in the boards and committees of the relevant allocated immediately, meetings and construction. * Ensure the performance of theMinistry 's staff who have responsibilities at the national level of their duties quickly and efficiently. * Ensure full ministry 's cooperation with government bodies other national, and not trying to obstruct the implementation of government decisions. * ensure thesupport of all data and actions taken by the ministry of the policies of the national government , which is consistent with it. internal link between ministries requires effective governance of every institution of government institutions to cooperate with each other.Traditionally, you must be communication between ministries commissioned by theminister or at least that passes through his staff profile. Which means the necessity tosend communications through the chain of command to the highest authority in theministry sent, received to the ministry and then on down through a series of references.This is the type of communication is slow and inefficient because it requires many steps and approvals. In order to be effective and efficient, should the internal cooperation between the ministries for on the basis of the peer - to - peer. This is a big change for many of the staff of the ministry so it must minister to take action in several ways ,including: * Build effective and built a working relationship based on trust myself with other ministers, especially those who have regular contact with them possible, and toensure the knowledge of senior staff model that puts the minister . * accept that he should be allowed to Ministry staff trained and qualified directly communicate with their counterparts from other ministries. * ensure that the ministry staff trained and qualified to do their jobs and they understand the basis on which the allowed direct contact and monitored. * effective encourage direct interaction between the ministry officials and their counterparts from the ministries other. Ministry 's budget is to do most of the work on thepreparation of the Ministry 's budget by the Finance and managers involved, but to theminister an important role in: * the offer of the Ministry 's budget to the Council ofMinisters and the debate with the Council on behalf of the ministry for the amount that the ministry needs to carry out its mission. * implementation limits specified spending to the ministry by the House of Representatives and the Council of Ministers. * priorities for the allocation of funds for capital expenditures and operating costs mode. * resolve internal disputes between departments about the restrictions on the budget. daily for theMinistry of Business is the role of the minister in the daily administration of the ministry complex and sensitive. There will be a temptation to try to control all the stuff going in the ministry in order to achieve the goals of the ministry in order to work and discipline.But this is not possible, even in the smallest of the Ministry. , As should the minister toexercise the authority of the administration by the executive team of the Ministry. The hardest part in the work of the minister, is to give senior staff mandate and adequate authority to make decisions on his behalf. This includes the role of the minister: * ensure the health structured hierarchical organization of the ministry to enable them to work effectively and efficiently. This means clarity and appropriate reporting lines with theskills and qualifications of staff in each series references. * Ensure that there is a clear framework for the selection work and concept to the instructions of operating the minister to guide daily decision - making process. * Hold regular management meetings with direct reports to the receipt of the progress of work and agreement on any new initiatives reports. * ensure that managers at the ministry to hold similar meetings with their cadres. * ensure that simple and clear administrative procedures as much as possible while providing a good balance between the interests and benefit of "customer" (whether other employees or members of the people), suitability and efficiency of the ministry.personnel processing and training time again, there is a great temptation to the minister to take part in the appointment of all staff of the ministry, especially in senior positions.However, Iraq needs to build a professional civil service and an independent, non -political. So you must do the appointment in a professional manner, with theconsideration of the future of the new member in the long term and not just the direct job. The minister must not make short - term appointments in person, but must follow the nomination and selection procedures for sound. This does not mean that thepossibility of the appointment of relatives and friends, but it does mean that any candidate proposed by the current government employees, including the minister, should be evaluated on the basis of current ability and potential of the future. At the moment, there are no formal policies and procedures for appointment to public office. When are the measures put can minister to enhance the efficiency and sustainability of the civil service largely through ensuring an all appointments are open and transparent. After theappointment, must encourage the staff of the ministry and development to reach career fared to the desired level. We must take the majority of the business regarding the role of management staff by the managers concerned with professional guidance by thehuman resources department at the ministry. In most ministries and function of human resources department needs to strengthen, so the minister would need to have a role in the matter. * Get temporarily professional human resources experts to provide technical assistance to the senior staff of the HR team in the ministry until they arrived at thenecessary level in the jurisdiction of the resources mankind. * ensure that any proposed assignment really justified before giving approval. * ensure a training and development of staff of the ministry and do not allow or encourage employees to be absent from any licensed training.[/rtl]

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