Office of Education Affairs, UK.

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Office of Education Affairs, UK.
Preparing Pragmatic and Trustworthy Talent for
the Thai Public Sector
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(No Transcript)
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OEA Greeting
Welcome to the Office of Educational Affairs
(OEA). The OEA is an implementation arm of
Thailands Office of the Civil Service Commission
(OCSC), a central human resource management unit
for Thailands public sector. Reporting directly
to the Prime Minister, one of the major
responsibilities of the OCSC is talent management
through the government scholarship system.
While the aspects of planning and selection of
scholarship are managed by the OCSC in Thailand,
the role of scholarship student supervision as
well as oversea network creation in Europe are
assigned to OEA. This booklet aims to
familiarize you with the roles and strategies
of the OEA in developing pragmatic and
trustworthy talents for the Thai public sector.
This includes the information on the CSC, OCSC,
OEA as well as a brief overview on the
scholarship system. It also shows our activities
to give you some ideas how we take care of our
students. Finally, as the OEA alone cannot
accomplish this formidable task of talent
development, we would like to express our
deepest appreciation to all parties for your
active involvement in co-creating valuable human
resource for Thailand. Thank you. Dr. Piyawat
Sivaraks Minister (for Education) April 2012
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OCSC Building Thailand
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Thai Civil Service and The Civil Service Act
Before 1928, the human resource management in
the Thai civil service was based on the patronage
system where such functions as selection,
recruitment, and promotion were not systemized,
leaving decisions on human resource at the
disposal of supervisors . In the reign of King
Rama VII, the first Civil Service Act B.E. 2471
(1928) transformed the Thai civil service into
the merit system that relies on rules of law as
well as the principles of competence, merit, and
fairness. The civil service act has been
amended from time to time to facilitate the civil
services human resource management in a
particular environment. The most recent change
in the civil service human resource structure is
the new Civil Service Act of 2008 which was
enacted in January 2008 and fully came into
effect in late January 2009 . This Act has
four underlying principles. The first principle
deals with Managing Work  which is pointed
out under section 34  of Civil Service
Regulations. It states that The organization of
civil service officials shall be undertaken with
a view to the result-based outcome, efficiency
and good value in the discharge of State
functions, and to make officials perform their
duties with quality and virtue and have a good
quality of life . The second principle is
Managing Self as put under section 78 which
deals with ethics, emphasizing that officials
exhibit honor and dignity, relentlessly insist
on taking the correct action, act with honesty
and responsibility, be transparent and
accountable performance of duties without any
unfair discrimination and use result-based
determination when making decisions. Section 78
also provides government with rule-making and
implementation pursuant to technical principles
and professional ethics.   Managing People is
the third principle which lies within section 42
mentioning that the merit based principle is
applied for recruitment and selection,
performance evaluation, promotion, disciplinary
action, and political impartiality. The fourth
principle is Jurisdiction. The Act covers the
roles and responsibilities of all key
stakeholders in the realm of civil services
human resource management system including the
cabinet, the Prime Minister, Ministers, the civil
service commission and its sub-commission,
government agencies executives (including the
permanent secretary), and civil service
officials. Finally, the fifth principle of
the Act is Coverage as it covers the
management of all key human resource areas such
as recruitment and selection, position
classification, compensation, appointment and
promotion, ethics, and discipline.
King Rama VII statue, OCSC Thailand