Standard twinning project fiche

Activities	Means / Costs	Assumptions
Activities related to Result 1: Activity 1.1.: Preparation of adequate methodology and draft Human Resources Management Strategy and Action Plan through analysing the experiences of other central banks relating to policies and the creation of documents regulating strategic planning, guiding principles/policies and operational implementation of Human Resources Management Activity 1.2: Development of functional model that links the scope of organizational units, functions performed in the certain organizational unit and individual job descriptions and job performers (tasks-general and typical) by incorporating practices of European central banks in the area of human resources controlling Activity 1.3: Preparation of other supporting tools to complement HRM Strategy and Action Plan such as methodology for recognition of business processes and methodology for evaluating jobs as a basis for calculation of the basic salary coefficients Activities related to Result 2: Activity 2.1.: Harmonizing of existing procedures for vacancy advertizing in accordance with more advanced practices and procedures of other central banks Activity 2.2: Upgrading procedures in the field of human resources assessment, recruitment and employment by incorporating applicable employment and labour regulations and experiences of European central banks in operating human resources assessment centres Activities related to Result 3: Activity 3.1.: Improving methodology for staff TNA and the training evaluation methodology Activity 3.2: Developing of the catalogue of training modules, seminars, workshops and courses by incorporating up-to-date approaches practiced by other central banks Activity 3.3: Preparation of training plan and program for the NBS which will be applied in the year following the Project completion. Activities related to Result 4: Activity 4.1: Upgrading procedures and guidelines for staff career management (aimed at developing the system of career guidance and counselling) taking into consideration best practices of other central banks; Activity 4.2: Introducing a new Human Resources function – talent recognition and management by incorporating best practices of European central banks in the area of talent management; Activity 4.3: Improving methodology for performance evaluation and related criteria for staff grading Activity 4.4: Examination of staff satisfaction and motivation for better and higher quality work, and upgrading of the system of staff benefits, reward and stimulation in line with best practices of other central banks Activities related to Result 5: Activity 5.1. Conduct an analysis of the software solutions in order to link job descriptions, procedures and job classification Activity 5.2. Introducing upgrades to existing HR software solutions and applying upgraded monitoring of business processes and reporting for the purposes of HRM	Twining light contract: 250.000 eur	Willingness of NBS staff to participate actively in project activities Sufficient human and technical resources allocated to pair the Twinning Administration staff

ANNEX II

Reference to laws, regulations and strategic documents:

Reference to laws

Law on the National Bank of Serbia ("RS Official Gazette" Nos. 72/2003, 55/2004 and 44/2010)

By-law of the National Bank of Serbia (“RS Official Gazette“, No. 71/2010 of 4 October 2010)

Rules on Internal Organization

Rules on Job Classification

Rules on Labour Relations

Rules on Staff Education, Professional Training and Development

Rules on Strategic Planning

Relevant National documents:

Stabilisation and Association Agreement

European Partnership

MIPD (2011-2013)

Multi-Annual Indicative Financial Framework for 2010–2012

National Programme for Integration of Serbia into the EU (NPI)

Needs Assessment Document 2011-2013

ANNEX III

The overall organisational structure of the National Bank of Serbia is presented on the following site:

http://www.nbs.rs/internet/english/10/10_5.html

It is recommendable that several Departments of the NBS are enrolled within the present project (such as IT and Legal Departments) to ensure consistency in planning and coordination of results aimed to be achieved. However, the main beneficiary for the partner administration within the Twinning Light is going to be the HRM Department of the NBS:

The Scope of Activity of the Human Resources Department

- Organising Human Resources operations, management and administration and coordination of operations falling with the scope of activity of Human Resources,

- Human resources organisation design and creation of proposals for the human resources management strategy,

- Human resources planning and implementation of the staffing policy, creation and implementation of methodology of wages and other benefits, including creation and implementation of the staff training and development methodology,

- Participation in collective bargaining with the staff,

- Administrative and technical operations;

1. Employment relations and Staffing Division

- Participation in human resources design and planning, creation of human resources management strategy proposals, including the staffing policy,

- Creation of general acts on employment relations, internal job classification and organisation, including other acts,

- Creation of individual act proposals (contracts, decisions, etc.) in the area of employment relations,

- Passing opinions on appeals and court orders dealing with labour disputes and indemnity lawsuits instituted as a result of violation of rights arising from employment relations,

- Enforcement of non-appealable judgments and of acts passed by other public administration bodies,

- Cooperation with competent public administration bodies, National Employment Service and insurance funds, including other central banks and international organisations in relation to matters falling within the scope of activity of the Division,

- Conducting the procedure of entering into employment relation and internal recruitment,

- Coverage control and formal control over procedures and instructions, including maintenance of central records for the Head Office and branches,

- Creation of proposals, individual acts in relation to scholarships, provision of material and solidarity assistance, donorship and humanitarian aid,

- Conducting selection of students for summer apprenticeship, including other types of apprenticeship, and participation in fair events in relation to employment, etc.,

- Organising, implementation and promotion of occupational safety and health measures foreseen by law and general acts regulating occupational safety and health and

cooperation with the branches and Institute towards uniform implementation of corresponding legislation,

- Maintenance of personnel records on the staff, including personal files of employed and contracted persons, and maintenance of other records, in compliance with law,

- Participation in the Human Resources Information System design including reporting promotion,

- Entry, administration and control of the data contained in the Human Resources Information System, including creation of analysis and reports;

2. Pay and Benefits Division

- Participation in human resources organisation design and creation of human resources management strategy proposals,

- Creation of proposals for general acts falling within the scope of activity of the Division, including taking initiatives and giving proposals for their adjustment to national legislation,

- Implementation of wage policy, including salary compensation, benefits and other emoluments policies,

- Collection, processing and recording pay data,

- Participation in creation of the procurement plan, including planning of salary costs for the National Bank of Serbia, including voluntary payment costs, costs of contracted persons for the purpose of creation of the financial plan,

- Creation of proposals for decisions on base pay setting for the least complex job, including proposals of decisions on salary compensations and other emoluments,

- Participation in monitoring, analysis and proposing measures to promote performance assessment and reward system for the job performed,

- At the level of the National Bank of Serbia, creation, calculation and analysis of the data on costs incurred on the basis of the court decisions passed in connection with employment relations,

- Participation in giving proposals of benefits for the staff including their implementation,

- Participation in administration, entry and control over the data for the Human Resources Information System falling within the scope of activity of the Division,

2.1 Pay Calculation Section

- Previous and subsequent control of the data used for calculation of pay, wage compensation and other emoluments,

- Calculation and disbursement of pay, wage compensation and other emoluments, including calculation of taxes and contributions due on that basis,

- Initiating revision of instructions on how to make entry in the general ledger,

- Application data entry about the work – related reimbursements and compensations incurred in connection with other emoluments, including other payments,

- Record maintenance on pay and wage compensation, including issuance of certificates at an employee's request,

- Creation of the individual tax return for the National Bank of Serbia and creation of certificates on taxable income paid in the previous year for employed and contracted persons,

- Creation and delivery of all statutory forms and reports to the Tax Administration, Pension and -- Disability Insurance Funds, Health Insurance Fund, National Employment Service, Republic Statistical Office, banks and other institutions - on request,

3. Training and Development Division

- Participation in the design of human resources organisation and creation of proposals for the human resources management strategy,

- Creation of proposals of general acts regulating staff training and development,

- Creation of the annual plan of professional education and advanced training of the staff on the basis of identified training needs of the staff,

- Creation of individual acts in relation to professional education,

- Career guidance and counselling for the staff, including staff competences development,

- Creation and delivery of the training programme for trainees,

- Conducting social integration of the newly employed,

- Participation in delivery of the student summer apprenticeship including other types of apprenticeships in the National Bank of Serbia,

- Assessment of developmental potentials of the staff, defining and delivery of the staff development procedure,

- Organising and delivery of internal training,

- Cooperation with central banks, international financial and education institutions and national institutions providing various types of sector-specific and technical assistance toward professional education and participation of the staff in advanced trainings,

- Cooperation with universities and other science and education institutions, language learning centres, funds, agencies and persons providing services, professional education and advanced training,

- Participation in design of the Human Resource Information System and promotion of reporting, administration, entry and control of data falling within the scope of activity of the Division.

1 For Twinning light the Project fiche should be detailed as it will form an annex to the Twinning light contract together

with the selected MemberState proposal.