Maievskyi Yu., Vilshynskyi V. The openness of personnel policy as a factor in the development of a professional public service in the context of European integration

Maievskyi Yu.
Candidate of Science in Public Administration, Associate Professor of the Department of Public Management and Administration, Leonid Yuzkov Khmelnytskyi University of Management and Law, Khmelnytskyi
ORСID: 0009-0009-6223-1641

Vilshynskyi V.
Postgraduate Student at the Department of Public Management and Administration, Leonid Yuzkov Khmelnytskyi University of Management and Law, Khmelnytskyi
ORСID: 0009-0004-9831-213X

 

THE OPENNESS OF PERSONNEL POLICY AS A FACTOR IN THE DEVELOPMENT OF A PROFESSIONAL PUBLIC SERVICE IN THE CONTEXT OF EUROPEAN INTEGRATION

DOI: 10.52363/passa-2026.1-10

Abstract

The article examines the openness of personnel policy as a systemic factor in the development of a professional public service in the context of European integration. It is argued that the openness of personnel policy should be understood not merely as the publicity of vacancies, but as institutionally guaranteed transparency of rules, criteria, data, and outcomes of HR decisions, ensuring equal access to public service, merit-based recruitment, accountability, and traceability of career development. Based on an analysis of Ukrainian legislation, OECD/SIGMA standards, the Ukraine Report 2024, analytical materials of the National Agency of Ukraine on Civil Service (NADS), and recent Ukrainian scholarship, the paper identifies key indicators of open personnel policy, including competitive and competency-based recruitment, transparency of evaluation and promotion procedures, digital traceability of HR processes, accountability, and continuity of professional development. The study demonstrates that within the European administrative space, the openness of personnel policy is directly associated with meritocracy, integrity, public trust, and institutional resilience. At the current stage, Ukraine combines the normative consolidation of European principles with a number of practical constraints, including formalized competition procedures, staffing shortages, uneven institutional capacity across levels of government, fragmented digitalization of HR processes, and limited transparency in certain career and remuneration decisions. The article proposes priority directions for improvement, including the implementation of HRMIS, strengthening competency-based selection mechanisms, ensuring the publication of criteria and results of HR procedures, integrating job classification with transparent remuneration systems, promoting needs-based professional development, and extending open personnel policy standards to local self-government service. The scientific novelty lies in conceptualizing the openness of personnel policy as a measurable characteristic of public service HR management and in substantiating a system of indicators and implementation priorities adapted to wartime conditions and the process of European integration.

Keywords: public service, personnel policy, openness, transparency, meritocracy, human resource management, European integration, professionalization, HRMIS, digitalization.

Published: 26.06.2026

References

  1. Larina, N. B. (2023). Professionalization and career development of public servants: challenges and prospects. Public Administration and Regional Development, 19, 239–257. https://doi.org/10.34132/pard2023.19.12
  2. Pasemko, H., Taran, O., & Babak, D. (2022). Professionalism in public administration as a basis for the development of public service personnel. Economy and Society, 42. https://doi.org/10.32782/2524-0072/2022-42-45
  3. Lyndiuk, O. (2024). Contradictions of civil service modernization in Ukraine. Scientific Bulletin: Public Administration, 1(15), 6–27. https://doi.org/10.32689/2618-0065-2024-1(15)-6-27
  4. Parkhomenko-Kutsevil, O. (2024). Justification of the use of artificial intelligence technologies in public service personnel management. Public Administration: Concepts, Paradigm, Development, Improvement, 8, 98–106. https://doi.org/10.31470/2786-6246-2024-8-98-106
  5. Parkhomenko-Kutsevil, O. (2025). Implementation of innovative mechanisms in public administration personnel evaluation. Public Administration: Concepts, Paradigm, Development, Improvement, 13, 85–92. https://doi.org/10.31470/2786-6246-2025-13-85-92
  6. Shkurat, I. V., & Potapov, O. Ye. (2024). Theoretical analysis of personnel management in the public service in the context of sustainable development. Dnipro Scientific Journal of Public Administration, Psychology, Law, 2. https://doi.org/10.51547/ppp.dp.ua/2024.2.14
  7. Yaremko, I. I., & Melenchuk, I. I. (2024). Human resource potential in public service: enhancement through intellectualization. Dnipro Scientific Journal of Public Administration, Psychology, Law, 6. https://doi.org/10.51547/ppp.dp.ua/2024.6.12
  8. Petkun, S., & Melnyk, I. (2025). Modern trends in digital transformation of public administration. Public Administration and Digital Practices, 2. https://doi.org/10.31673/2786-7412.2025.028020
  9. OECD. (2023). The Principles of Public Administration. Paris: OECD Publishing. https://doi.org/10.1787/7f5ec453-en
  10. OECD. (2019). Recommendation on Public Service Leadership and Capability. OECD/LEGAL/0445. https://legalinstruments.oecd.org/en/instruments/OECD-LEGAL-0445
  11. OECD. (2024). Public Administration in Ukraine: Assessment against the Principles of Public Administration. SIGMA Monitoring Reports. Paris: OECD Publishing. https://doi.org/10.1787/078d08d4-en
  12. National Agency of Ukraine on Civil Service. Analytics and research on public service personnel management. Available at: https://nads.gov.ua/diyalnist/upravlinnya-personalom-na-derzhavnij-sluzhbi/analitika-ta-doslidzhennya-z-pitan-upravlinnya-personalom-na-derzhavnij-sluzhbi
  13. European Commission. (2024). Ukraine Report 2024. Brussels. Available at: https://enlargement.ec.europa.eu/ukraine-report-2024_en
  14. Law of Ukraine “On Amendments to Certain Laws of Ukraine on the Introduction of Unified Approaches to the Remuneration of Civil Servants Based on Job Classification” No. 4282-IX, March 11, 2025. Available at: https://zakon.rada.gov.ua/laws/show/4282-20
  15. National Agency of Ukraine on Civil Service. (2025). Methodology for the classification of civil service positions. Order No. 164-25, December 30, 2025. Available at: https://nads.gov.ua/npas/...
  16. Constitution of Ukraine. Law of Ukraine No. 254k/96-VR, June 28, 1996. Available at: https://zakon.rada.gov.ua/laws/show/254%D0%BA/96-%D0%B2%D1%80
  17. Law of Ukraine “On Civil Service” No. 889-VIII, December 10, 2015. Available at: https://zakon.rada.gov.ua/laws/show/889-19
  18. National Agency of Ukraine on Civil Service. (2025). Number of civil servants in Q1 2025. Available at: https://nads.gov.ua/news/...
  19. National Agency of Ukraine on Civil Service. (2025). Training plans for civil servants in 2025. Available at: https://nads.gov.ua/news/...
  20. Law of Ukraine “On Service in Local Self-Government Bodies” No. 3077-IX, May 2, 2023. Available at: https://zakon.rada.gov.ua/laws/show/3077-20
  21. National Agency of Ukraine on Civil Service. Implementation of the Law No. 3077-IX. Available at: https://nads.gov.ua/diyalnist/