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(4)To act in compliance with orders of supervising officials made in the course of official duties in accordance with the law and regulations of official authorities, and to not disobey or avoid compliance with such orders; however, if the civil servant finds that compliance with such order will cause detriment to the government service, or will not be a preservation of the interests of official authorities, a written opinion must be immediately submitted to the supervising official to review such an order; upon submission of the opinion, if the supervising official confirms that the original order should be complied with, the subordinate official must comply;

(5)To devote one’s time to the government service, and not leave or neglect official duties;

(6)To preserve official secrets;

(7)To be courteous, preserve harmony and cooperate with other officials and colleagues in the performance of official functions;

(8)To be hospitable, accommodating, fair and supportive to members of the public who comes into contact with respect to one’s duties;

(9)To be politically impartial in the performance of official duties and in other undertakings which involve the public, as well as to act in accordance with regulations of official authorities on political conduct of officials;

(10)To preserve one’s reputation and to preserve the dignity of one’s official position from any discredit;

(11)To perform other acts prescribed by CSC Regulation.

Section 83. A civil servant must not commit any of the following prohibitions:

(1)To not make false reports to the supervising official; the concealment of facts that should be disclosed shall also be deemed as a false report;

(2)To not perform official functions which amounts to bypassing one’s superior official, except where one’s superior official has ordered the act or special permission has been given on a case-by-case basis;

(3)To not use or consent to other’s use of one’s official position for the exploitation of gains for oneself or others;

(4)To not act negligently in the discharge of official duties;

(5)To not commit acts or consent to other’s commission of acts in seeking gains which may prejudice fairness or be detrimental to the honour of one’s official position;

(6)To not be a managing director or manager or hold any other position entailing a similar nature of work in a partnership or a company;

(7)To not commit any act which amounts to an abuse, oppression or intimidation of others in the performance of official functions;

(8)To not commit acts which amount to a sexual violation or harassment as prescribed by CSC Regulation;

(9)To not insult, disparage, oppress or intimidate members of the public in contact with officials,

(10)To not commit any other act as prescribed by CSC Regulation.

References

BLCI (2008). Wages, Salary & Benefits Survey 2008 and Trend 2009. Bangkok: Business Law Center International.

Bureau of Personnel Development (1994). Civil Service Act B.E. 2535 (1992), Related Laws and Regulations, and State Administration Act B.E. 2534 (1991). Bangkok: Office of the Civil Service Commission.

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136 Public Administration in Southeast Asia

Kaewsri, S. and Naratharaksa, S. (1983). “Types of Civilian Officials,” in: Vilas Singhavisai (ed.), 200 Years of Chakri Reign: Evolution of the Civil Service System. Bangkok: Rungsilapa Printing, 92–108.

Koonmee, K. (2008). The Outcomes of Compensation Management in the Thai Public Sector. Journal of Public Administration. Vol. 1, January–April, 11–38.

Na Nakorn, P. (2004). History of Thai Civil Service and Civil Service Commission. Bangkok: Prachachon Printing.

OCSC (1997). Ruam Prarachabanyat Lae Prarachakrisdika Keaw Kab NguenDuen Lae Nguen Pracham Tamnaeng [Collection of acts and royal decree on salary and position allowance]. Bangkok: OCSC.

———(2004). Following in the Royal Footsteps. Bangkok: Physics Center Printing.

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———(2007a). Manual on the Overview of High Performance and Potential System: HiPPS. Bangkok: Mankind Media.

———(2008a). Prarachabanyat Rabieb Karachakarn Polaruen Por Sor 2551 [Civil Service Act B.E. 2551]. Bangkok: Global Intercommunication.

———(2008b). Sara Samkan Khong Prarachabanyat Rabieb Karachakarn Polaruen Por Sor 2551 [Key substance of Civil Service Act B.E. 2551]. Bangkok: Global Intercommunication.

———(2008c). Tham-Tob Sara Samkan Prarachabanyat Rabieb Karachakarn Polaruen Por Sor 2551 [Q&A Civil Service Act B.E. 2551]. Bangkok: Global Intercommunication.

———(2008d). Civilian Workforce in Thailand 2007. Bangkok: Office of the Civil Service Commission.

———(2008e). Tun Srang San Nawatakam Pak Rut [Public Sector Innovation Scholarship (PSIS) Brochure]: Bangkok: Office of the Civil Service Commission.

———(2008f). OCSC Circulation on Education Accreditation. 14 December 2008. Bangkok: Office of the Civil Service Commission.

———(2009a). Rabob Karachakarn Nai Anakot [The civil service system of the future: Characteristics of civil servants for the next decade]. Bangkok: Office of the Civil Service Commission.

———(2009b). Analysis of Civil Service Manpower. Bangkok: Office of the Civil Service Commission.

———(2009c). Raingarn Satanapab Kan Boriharn Subpayakorn Bookol Khong Karachakarn Polaruen Pee Ngubpramarn 2551 [Report on the civil service human resource management status 2008]. Bangkok: Office of the Civil Service Commission.

———(2009d). HiPPS: Towards the Decade of Talent Management in the Civil Service. Bangkok: Global Intercommunication.

Punitamai, W. (2009). A Study of Current Talent management Practices of Thai Public, Private, and State Enterprises Organizations. NIDA Development Journal. Vol. 49, No. 1 (special issue), 101–26.

Sarapimpa, K. (2009). Civil Service Code of Ethics: Ideological Mechanism for Political Resistance. Diss. Thammasart University, Bangkok, Thailand.

Senior Executive Service (2007). Krob Karn Sungsom Prasobkarn: Rabob Kwam Kawna Nai Archeep Khong Racahkarn [Experience accumulation framework: The civil service’s career plan system]. MatichonWeekly December 14–20, p. 37. http://www.transparency-thailand.org/thai/index.php?option=com_content &task=view&id=55&Itemid=1.

Vajrabhaya, P. (2008). Karn Prubprung Prarachabanyat Rabieb Karachakarn Polaruen [Civil Service Act amendment]. Bangkok: Office of the Civil Service Commission.

Wanichtanom, R. (2009). “Arkarn” Rue “Roke” Panha karn Kad Luek Karachakarn [“Symptom” or “disease” and problems in civil service recruitment and selection]. Matichon Weekly October 2–8, p. 37.

Wedchayanon, N. (2009). The Study of Comparing the Difference in the Application of Competency Model between Public and Private Organizations. NIDA Development Journal. Vol. 49, No. 1 (special issue), 67–100.

English References

Bureau of the Budget (2008). Thailand’s Budget in Brief Fiscal Year 2009. Bangkok: P.A. Living. Kirkpatrick, D.L. (1994). Evaluating Training Programs: The Four Levels. San Francisco, CA: Berrett-Koehler.

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Kirkpatrick, J. (2007). “Hidden Power Of Kirkpatrick’s Four Levels, The”. Training & Development. August. <http://findarticles.com/p/articles/mi_m4467/is_200708/ai_n21294328/?tag=content;col1> (25 September 2009).

Mutebi, A.M. and Sivaraks P. (2007). Public Management Reform in Thailand: Market vs. Non-Market Drivers. International Journal of Public Administration. Vol. 30, No. 10, pp. 1083–1102.

Office of the Civil Service Reform Committee (2001). Public Sector Management Reform Plan. Bangkok: Office of the Civil Service Commission.

OCSC (1999). Good Governance: Another Challenge to the Thai Public Sector. Paper presented at the 10th ASEAN Conference on Civil Service Matters, Bangkok, Thailand, November 23–26.

——— (2001). Creating Clean and Transparent Public Sector Through A Partnership Approach. Paper presented at the 11th ASEAN Conference on Civil Service Matters, Hanoi, Vietnam, October 16–18.

Vichit-Vadakan (2008). Country Background Paper for Capacity Enhancement Program on Controlling Corruption and Improving Governance for Thailand. Washington D.C., September 6–17.

© 2011 by Taylor and Francis Group, LLC

© 2011 by Taylor and Francis Group, LLC