Volume 02 Issue 06-2022
54
American Journal Of Social Sciences And Humanity Research
(ISSN
–
2771-2141)
VOLUME
02
I
SSUE
06
Pages:
54-62
SJIF
I
MPACT
FACTOR
(2021:
5.
993
)
(2022:
6.
015
)
OCLC
–
1121105677
METADATA
IF
–
5.968
Publisher:
Oscar Publishing Services
Servi
ABSTRACT
The article aims to explore the importance of the principle of meritocracy in the civil service system of Uzbekistan. The
article analyzes the essence of the principle of meritocracy and the specifics of the application process in the Republic
of Uzbekistan. The author has studied the organizational and legal issues of recruitment to the civil service, selection
of management staff and the formation of reserve personnel for the civil service on the basis of the principle of
meritocracy. Based on the research, a number of suggestions and recommendations have been put forward.
KEYWORDS
Principle of meritocracy, civil service, civil servant, state civil service, personnel, competence, vacancy, open
competition.
INTRODUCTION
One of the most important indicators of the
development of a particular state is related to the
order in which the system of public administration is
established. The system of public administration
should be organized and followed, first of all, on the
principle of separation of powers. It can also be said
that the most appropriate, high competencies are the
involvement of personnel in the civil service and the
Research Article
THE ISSUES OF USING THE PRINCIPLE OF MERITOCRACY IN THE CIVIL
SERVICE IN UZBEKISTAN
Submission Date:
June 05, 2022,
Accepted Date:
June 15, 2022,
Published Date:
June 27, 2022
Crossref doi:
https://doi.org/10.37547/ajsshr/Volume02Issue06-11
Dilmurodjon Rakhimov
Doctoral student, Academy of Public Administration under the President of the Republic of Uzbekistan
Journal
Website:
https://theusajournals.
com/index.php/ajsshr
Copyright:
Original
content from this work
may be used under the
terms of the creative
commons
attributes
4.0 licence.
Volume 02 Issue 06-2022
55
American Journal Of Social Sciences And Humanity Research
(ISSN
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2771-2141)
VOLUME
02
I
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06
Pages:
54-62
SJIF
I
MPACT
FACTOR
(2021:
5.
993
)
(2022:
6.
015
)
OCLC
–
1121105677
METADATA
IF
–
5.968
Publisher:
Oscar Publishing Services
Servi
existence of a certain system in this regard determines
the effectiveness of public administration.
One of the main goals of the new Uzbekistan is to train
worthy personnel and through them to develop both
the public and private sectors. It is becoming
increasingly important to attract the most deserving
staff to government agencies on a competitive basis.
The most important feature of the principle of
meritocracy is the admission of personnel to public
organizations on the basis of open competitions.
The scientific and theoretical significance of the
research is the development of the scientific
foundations of the principle of meritocracy, in
particular, the definition of the concept through the
analysis of the views of national and foreign scholars,
the experience of foreign countries and normative
legal documents. The practical application of the
principle of meritocracy as effectively as possible and
the improvement of related legislation constitute the
practical significance of the article.
MAIN PART AND DISCUSSION
The concept of meritocracy is a combination of the
words “meritus” (translated from Latin as “most
capable”) and “kratos” (translated from Greek as
“authority”), meaning “authority of the most gifted”
[1]. Professor H.T.Azizov draws attention to the fact
that the merikotratiya is even more important in the
process of holding leadership positions. In his view, the
concept is, firstly, a system of appointing leaders from
among the talents, and secondly, to create the initial
conditions for talented and hardworking people to be
able to hold high social positions in the future [2, P.6.].
Researcher C.Simard points out that meritocracy,
along with ability, is a system in which achievements
are the basis for individuals to rise to higher levels [3].
In our opinion, this principle implies the selection of
personnel with the highest competence (knowledge,
skills and abilities) on a competitive basis, regardless of
social origin, social status, financial status, gender or
power.
The concept of meritocracy was first used negatively in
1954 by Hannh Arendt in her article “The Crisis in
Education” [4]. Daniel Bell, author of the theory of
postindustrial society, sees meritocracy as the
“principle of achievement” as one of the foundations
of the new information society. As Bell points out,
seniority is achieved through education, skills, and
personal service [5]. The concept of meritocracy was
introduced to science by the British sociologist and
politician Michael Young. In his 1958 book, “The Rise of
Meritocracy: 1807-2033”, meritocracy is an equal
society, and one's place in society depends on one's
talent and intelligence. Social benefits will be
distributed from the most deserving to the least
deserving” [6].
The American philosopher John Rowles, on the other
hand, in his study explores the principle of meritocracy
from the point of view of justice and emphasizes it as
one of the principles of justice. In general, Rawls’s
principles of justice were based on “equal treatment”
of social partnership. In other words, the idea of all-
round equality of social institutions is an important
element for Rowles. Rowles argues that meritocracy
can only be achieved if institutional and social equality
is ensured [7].
As noted above, the principle of meritocracy applies to
both the public and private sectors, and it can be seen
that it is widely used in the civil service. Meritocracy is
also widely used in personnel management in most
large economic corporations. These features are
reflected not only in the recruitment of staff based on
their abilities, but also in the fact that the views of
employees are taken into account in making important
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decisions about business processes, in particular, the
future of the corporation. The system can be seen in
the world-famous corporations Amazon and Uber [8].
It should be noted that the principle of meritocracy has
a number of important features:
First, personnel are recruited to government agencies
on the basis of open competitions;
Second, in open competitions, the knowledge, skills
and abilities of the candidates are evaluated on the
basis of objectivity and equality, and the most suitable
ones are selected;
Third, the performance and level of knowledge of
personnel working in organizations is assessed on the
basis of equality on the basis of various criteria,
including KPI (Key Performance Indicators);
Fourth, as a result of the assessment of personnel
working in organizations, their future activities in the
organization can be addressed. For example, there
may be promotions and financial incentives for
successful employees, retraining or retraining of
unsuccessful employees, and in some cases dismissals.
In general, the principle of meritocracy implies an
objective and equal treatment of all candidates and
cadres in entering and passing the civil service.
In some countries, in particular, the United States, the
United Kingdom, Canada, Switzerland, Finland,
Singapore, the principle of meritocracy has been
effectively established. Professor H.T. Azizov pays
special attention to the experience of China, Singapore
and South Korea on the principle of meritocracy [2, P.7-
9.].
It is well known that many processes precede concept
as an essence. In fact, the concept has a relative
meaning. This issue did not bypass the concept of
meritocracy. Although the concept of meritocracy and
the principle of public service developed in the last
century, as discussed above, the appointment of
positions based on ability was formed in some
countries as early as BC. The first elements of
meritocracy, Western Itzhak Galnoor and Jennifer
Oser, appeared in Ancient China and Ancient Egypt in
the second half of the 3rd millennium BC. According to
them, the meritocratic tradition continued in the
Middle Ages and was effectively established in
Byzantium, the Sassanids (Iran), the Arab Caliphate
and the Ottoman Empire. It can be seen that the
principle of merit has also been used to retrain and
examine the officials in charge of the colonial
territories of the state. For example, in 1806, a college
was established in London to improve the skills and
attestation of British officials who ruled India [9].
Researchers Ann Paludan [10] and Derke Bodde [11]
note that the principle of meritarity is effectively
established in China and is more advanced than in
other countries. In ancient China, there were trust
systems for selecting the best civil servants, in which
anyone, regardless of social background and financial
status, could hold an important public office. This
system was used by the Sin and Han dynasties in the BC
period, and by the Sui and Tang dynasties in the AD civil
service personnel policy [12].
One of the most important tasks of the New
Uzbekistan has been to select the most suitable
personnel on the basis of competitions and thus
attract the most qualified personnel to government
agencies. At the pre-election meeting of the Liberal
Democratic Party of Uzbekistan on October 19, 2016,
President Shavkat Mirziyoyev said that one of the
biggest problems of the state is the selection and
appointment of personnel, emphasizing that without
Volume 02 Issue 06-2022
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Publisher:
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Servi
effective system of training and selection of honest
and patriotic personnel [13].
On February 7, 2017, the Presidential Decree approved
the “Action Strategy for the further development of
the Republic of Uzbekistan” and identified the
improvement of the state personnel policy as one of
the priorities of the Action Strategy [14].
On the basis of the implementation of the Action
Strategy, on September 8, 2017, the Presidential
Decree approved the "Concept of Administrative
Reform in the Republic of Uzbekistan." One of the
priorities of the concept of administrative reform was
the issue of civil service reform. The concept defines
the tasks of establishing a state div responsible for
public personnel policy and the admission of personnel
to the civil service by this div on the basis of open
competition [15].
Thus, through the concept of administrative reform,
the first fundamental foundations for the introduction
of the principle of merit for the civil service of our
country have been created.
On May 30, 2018, the President of the Republic of
Uzbekistan adopted a resolution "On measures to
create a modern system of selection of promising
management personnel on a competitive basis" [16].
This decision was a legal step towards the first
application of the principle of meritocracy in our
country. In accordance with the resolution, the
Republican competition "Taraqqiyot" for the selection
of qualified management staff was introduced. With
this decision, the Regulations of the competition were
developed, which defined the terms, procedures and
requirements for candidates. The competition was
held for the first time in cooperation with the Academy
of Public Administration and relevant ministries and
departments in 2018-2019, 8334 candidates were
registered, 3825 of them met the qualification
requirements and were recommended to participate in
the competition. By the end of the four-stage
competition, 150 candidates had arrived, and 50
participants had won the competition in 16 areas and
held important positions throughout the country. It
should be noted that the competition was based on
the principle of merit. Candidates' IQ test, knowledge
of foreign languages, psychological stability, as well as
knowledge of political, legal and socio-economic
spheres, preparation of written analytical material,
organizational and leadership skills and problem-
solving skills are gradually tested. , in the final round,
the most deserving became the winners of the
competition based on their competencies of structural
thinking,
leadership
skills,
management
professionalism and flexibility to change [17].
On the basis of the experience of the Republican
competition "Taraqqiyot" for the selection of qualified
leadership, the introduction of the principle of
meritocracy based on open competitions in the civil
service of the Republic has begun. The most important
step in this direction was the Presidential Decree "On
measures to radically improve the personnel policy and
the system of civil service in the Republic of
Uzbekistan" adopted on October 3, 2019 [18]. This
decree identified the most important areas for
improvement in the field of state personnel policy. The
Agency for Public Service Development under the
President of the Republic of Uzbekistan has been
established as the authorized state div in this area
[19]. The introduction of the principle of meritocracy in
the civil service was one of the most important aspects
of the Decree.
The Presidential Decree defines the principle of
meritocracy as a concept that provides for the
admission of the most suitable candidates to the civil
Volume 02 Issue 06-2022
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American Journal Of Social Sciences And Humanity Research
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VOLUME
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SJIF
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(2021:
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6.
015
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Publisher:
Oscar Publishing Services
Servi
service and the growth of their positions on the basis
of an objective assessment of their skills and activities
in the service. According to the decree, from January 1,
2020 in the Ministries of Employment and Labor
Relations, Finance and Justice and the People's Bank,
as well as in several district (city) khokimiyats will be
recruited on an open basis. This system is expected to
be implemented from January 1, 2021 in all public
administration bodies, organizations and executive
bodies of local government. From September 1, 2021, it
is planned to hire staff on the basis of open
competition in organizations with a state share of
more than 50% [20]. The Agency for Public Service
Development was tasked with implementing this
process.
It should be noted that there are two types of
admission to the civil service:
1.
Admission to the civil service on the basis of
appointment;
2.
Admission to the civil service on a competitive
basis.
In many developed countries, only the head of state
and government has the right to recruit by appointing
staff to the most important positions in the civil
service, and there is open competition for all other
positions. In our opinion, the recruitment of staff to the
civil service on the basis of the principle of meritocracy
on the basis of open selection has several important
features.
First, this process serves to recruit the most qualified
and qualified personnel for the civil service and thereby
improve the efficiency of the civil service. Sociologist E.
Litvintseva notes that the admission of personnel to
the civil service on the basis of open competition
provides organizations with the most qualified and
suitable personnel [21, P.140-148.]. One can agree with
the scholar. Indeed, growth and development will take
place where there is healthy competition. This issue is
also specific to the state personnel policy system.
Therefore, open competitions for vacant positions
ensure that the most competent personnel enter the
civil service. The positive feature of this trend is the
potential for the civil service to work harder and
prepare for the competition. It can also be said to lead
civil servants to strive to be worthy for their positions
as well.
Second, the admission of staff to the civil service on the
basis of the principle of meritocracy on the basis of
open selection also leads to the emergence of
constitutional rights of citizens. In this regard, several
norms of our Constitution can be considered. For
example, Article 18 states that citizens have equal
rights and equality before the law, Article 32 states that
citizens have the right to participate directly in the
management of public affairs, and Article 37 states that
everyone has the right to choose the profession of
their choice [22]. Some provisions of the Labor Code of
the Republic of Uzbekistan also complement the
above. In particular, Article 6 of the Code states that
every citizen has the same opportunities to obtain
labor rights, while Article 78 states that illegal denial of
employment is not allowed. It should be noted that
these norms also apply to the civil service [23]. From
the point of view of international law, the Universal
Declaration of Human Rights states that everyone has
the same opportunity to enter the civil service. Article
21 states that “Everyone has the right to take part in
the government of his country, directly or through
freely chosen representatives. Everyone has the right
of equal access to public service in his country” [24].
From 2020, the recruitment of staff to the civil service
on the basis of the principle of meritocracy on the basis
of open competition has begun. Initially, the agency
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developed a single open portal for vacancies of civil
servants (vacancy.argos.uz). Competitions for civil
service vacancies are announced through this portal. A
citizen can apply for any vacancy. Today, open
competitions are held in several stages.
At the initial stage, the documents of the candidates
for the vacant position are examined for compliance
with the qualification requirements for the position,
and the participants who meet them are admitted to
the test stage.
In the next stage, the candidates' knowledge and skills
in the fields of history (spirituality), economics,
information technology (IT), politics and law are
determined by a test. Transferred to interview
processes that achieve a result above the set minimum
score.
The final stage is the interview process, and this stage
is crucial. A commission will be set up to conduct the
interview and the commission will assess the
participants' skills. The candidate who scores the
highest in the interview process will fill the announced
vacancy.
Initially, in mid-2020, the Civil Service Development The
Agency for Public Service Development announced an
open competition for vacancies in its regional branches
[25], but the scale of the organization of this practice
has expanded throughout the year.
By the end of 2020, 220 most deserving candidates
were admitted to the civil service through open
competitions. It should be noted that 39 of them are
graduates of higher education institutions in 2019 and
2020, which is a practical manifestation of the
involvement of young professionals in the civil service
[26].
As stated in the Presidential Decree, the scope of
organizations that will hold open competitions in 2021
has been further expanded. As of October 2021, 13,484
government organizations are connected to a single
open portal for vacancies of civil servants. 216,766
candidates have participated in open competitions
announced through the portal to date. 3,647 people
were recruited to the civil service on the basis of open
competitions. These numbers have multiplied almost
ten times from October 2021 to now. As of June 2022,
881 817 candidates have participated in open
competitions announced through the portal to date.
34 255 people were recruited to the civil service on the
basis of open competitions [27]. It should be noted that
open competitions based on the principle of
meritocracy serve to fill public institutions with the
most qualified personnel.
The principle of meritocracy is used not only in the
recruitment of personnel to the civil service on the
basis of open competition, but also in the formation of
reserve personnel for the civil service. In April of this
year, as a pilot project, a club of 50 young people
"Leaders of the Future" was established under the
Samarkand regional branch of the Agency for Civil
Service Development [28]. Speaking at the Youth Day
ceremony, President Shavkat Mirziyoyev noted that
the most talented young people would be selected and
“Leaders of the Future” clubs would be established
[29]. After that, "Leaders of the Future" clubs were
established in each region. For this purpose, in July and
August 2021, 4-stage competitions were held. A total of
6,246 candidates applied for club membership. 2796
candidates passed the qualification requirements and
participated in the test phase. On the basis of
interviews with 50 candidates from each region (40 in
Tashkent and Syrdarya regions), the most suitable
candidates were recommended to the "Leaders of the
Future" clubs. Thus, the "Leaders of the Future" clubs
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were established in 12 regions of the country, the
Republic of Karakalpakstan and the city of Tashkent,
and these clubs consisted of a total of 680 young
people. The main goal of the clubs is to form a new
generation of qualified personnel for the civil service,
to attract young people, especially young women, to
the civil service and to form a reserve of management
personnel from young promising personnel [30].
CONLUSION
In conclusion, the recruitment of personnel to the civil
service on the basis of open competitions, which is
inherent in the principle of meritocracy, serves to
create equal opportunities for citizens on the basis of
democratic principles, as well as to provide the civil
service with qualified personnel. In our opinion, now it
is necessary to form a regulatory framework for open
competitions. It is time to adopt a normative legal
document entitled "Regulations on admission to the
civil service on the basis of open competition." The
reason is that the elections held throughout the
country must have their own legal documents. This will
make it easier for citizens to learn all aspects of the
competition, in particular, the scope and conditions of
the competition.
Also, the procedures for the formation of a reserve of
civil servants, such as the Club of Leaders of the Future,
should be based on certain regulations, ie regulated by
the Regulations, such as the Republican contest
"Development".
In addition, it is desirable that the composition of the
selection commissions of open competitions should
include employees of scientific and educational
institutions, as well as members of the public. This will
reduce the likelihood of corruption and conflicts of
interest in employment, and will ensure a more fair
selection process.
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27.
Single open portal of vacancies of civil servants.
Available at: https://vacancy.argos.uz/
28.
The club "Leaders of the Future" began its work
in
Samarkand.
Available
at:
Volume 02 Issue 06-2022
62
American Journal Of Social Sciences And Humanity Research
(ISSN
–
2771-2141)
VOLUME
02
I
SSUE
06
Pages:
54-62
SJIF
I
MPACT
FACTOR
(2021:
5.
993
)
(2022:
6.
015
)
OCLC
–
1121105677
METADATA
IF
–
5.968
Publisher:
Oscar Publishing Services
Servi
https://samarkand.uz/press/news/samarkanda-
kelajak-liderlari-klubi-ish-boshladi
29.
Together with our courageous youth, we will
definitely build a new Uzbekistan. Available at:
https://president.uz/uz/lists/view/4463
30.
New generation reserve staff. Available at:
https://yuz.uz/news/yangi-avlod-zakhira-kadrlari
