KAMU PERSONEL REFORMU

Makalelerim, ,
23 Temmuz 1965 tarihli Resmi Gazete’de yayımlanarak yürürlüğe giren 657 Sayılı Devlet Memurları Kanunu, o dönemde Devlet personel rejimi açısından reform sayılabilecek bir gelişme olarak uygulamada yerini almıştır. Sınıflandırma, kariyer ve liyakat esaslarını benimseyen Kanun’da, aradan geçen yaklaşık 40 senelik bir süre zarfında, çok sayıda değişiklik yapılmış ve bu da Kanun’un sistematiğini önemli ölçüde bozmuştur. Ayrıca, Kanun’a eklenen çok sayıda ek ve geçici maddeler, özellikle maaş hesaplamasında olmak üzere Yasa bütünlüğünün kaybolmasına ve günümüzde içinden çıkılmaz bir hale gelmesine sebep olmuştur.

Mevcut personel sisteminin içine düştüğü bu karmaşık yapıyla birlikte, son yıllarda yaşanan demokratikleşme hareketleri ve toplumsal şartlarda ve personel yönetimi anlayışında meydana gelen değişmeler, yeni ve anlaşılır bir kamu personel rejimini ihtiyaç haline getirmiştir.

Devletin artan görev ve sorumluluklarını etkin ve verimli bir şekilde yerine getirebilmesini sağlayacak, iyi işleyen, çağdaş bir kamu yönetimi anlayışını hayatı geçirmek üzere Kamu Personeli Kanunu Tasarısı Taslağı hazırlanmıştır.Taslak, memurlar ve sözleşmeli personelin niteliklerini, atanma veya hizmete alınmalarını, görev ve yetkilerini, haklarını ve yükümlülükleri ile diğer özlük işlerini; bunlarla birlikte diğer kamu görevlilerinin aylık, ödenek ve ücretleri ile diğer mali hakları ve sosyal yardımlarının yeniden düzenlenmesini hedeflemektedir. Başbakanlık tarafından, 2005 yılı sonlarına doğru tüm kamu kurumlarının bilgisine sunulan Reform Taslağı hakkında, yaklaşık 50 kamu kurumundan görüş alınmıştır.

Kamu Personeli Kanunu Tasarısı Taslağı, kamu hizmetlerinin daha ziyade sözleşmeli personel ile yürütülmesini öngörmekte ve disiplin sistemine getirdiği bazı demokratik değişikliler dışında otoriter yapısını korumaktadır. Maaş unsurlarının azaltılarak sadeleştirilmesi ve izin süreleri gibi hususlarda getirdiği birtakım olumlu düzenlemeler ise ilk bakışta göze çarpan değişikliklerdir.

Yazımızda, Kamu Personel Reformu Taslağı’nın getirdiği yenilikler hakkında, yoruma kaçmadan ve Taslağın madde sıralamasına uygun olarak, kısaca bilgi verilmeye çalışılacaktır:

– Öncelikle, Taslak, memurlara ilave olarak sözleşmeli personeli de kapsama alarak, Kanun hükümlerinin kapsam dahilindeki kurumlarda çalışan  memurlar ile sözleşmeli personel hakkında uygulanacağını öngörmektedir.

– 657 Sayılı Yasa’ya göre, kamu görevleri hakkında basın ve yayın organları ile haber ajanslarına ancak bakanın yetkili kılacağı görevli ile illerde valiler veya yetkili kılacağı görevli tarafından bilgi verileceği hüküm altına alınmıştır. Taslağın 14’üncü maddesi ile, kapsam genişletilerek, Başbakanlık ve bakanlıklarda müsteşarlar, Başbakanlık ve bakanlıkların bağlı, ilgili ve ilişkili kuruluşlarında en üst amirler, illerde, belediye başkanları ile bunların yetkili kılacakları görevlilere de basına bilgi ve demeç verme yetkisi verilmektedir.

– Ayrıca, Taslağın 26’ıncı maddesi ile, Memurlar ve sözleşmeli personele, çalıştıkları kurumların iç işleyişine ilişkin olarak yapılacak değişikliklerde bilgi verileceği; personelin bu konuda görüşlerinin alınacağı hüküm altına alınmaktadır.

– Halen, memurlar, kamu hizmetleri ile ilgili gizli bilgileri görevlerinden ayrılmış bile olsalar, ancak, yetkili bakanın yazılı izni ile açıklayabilmektedirler. Taslak ile, bu yetkinin kapsamı genişletilmekte ve illerde valiler de izin verebilecek makam olarak sayılmaktadır.
– Adaylık süresi kısaltılmaktadır. 657 Sayılı Yasa’ya göre, adaylık süresi iki yıla kadar uzayabilmekte iken, Tasarı’nın 37’nci maddesi ile bu süre bir yıl olarak tespit edilmektedir.

– Taslağın 43. maddesi ile, Bir göreve ilk defa veya yeniden atananlardan süresi içinde göreve başlamayan memurların tekrar memur olarak atanabilmeleri için geçmesi gereken süre bir yıldan altı aya indirilmektedir.

– Mevcut uygulama ile memurların ilerleme ve yükselmeleri kademe ve derece yükselmesi şeklinde yapılırken, Reform Taslağı basamak sistemini getirmektedir. Buna göre,  ilk defa memurluğa atananlar birinci basamaktan başlayarak 10’uncu basamağa kadar ilerleyebileceklerdir. Yani, personel ve başarı değerlendirmesi olumsuz olan yıllar hariç, bulunduğu basamakta üç yıl çalışan memurlar, bu sürenin dolmasını izleyen yılın başından geçerli olmak üzere bir üst basamağa ilerlemiş sayılacaklardır.(Taslak md.44-45)

Ayrıca, Taslağa eklenen ve içi boş olarak açıklanmış bulunan (1) sayılı liste memurları, (2) sayılı liste ise sözleşmeli personeli gruplandırmaktadır.

– Taslağın 60’ıncı maddesinde, memurluğun sona ermesi halleri arasında “çekilmiş sayılmak” ibaresi açıkça belirtilmek suretiyle, 657 Sayılı Yasa’daki boşluk giderilmektedir.

İZİNLER

– Yıllık izinlerde işgünü esasına geçiliyor. Buna göre izinlerin hesaplanmasında Cumartesi ve Pazar günleri ile resmi tatil günleri dikkate alınmayacaktır.(Taslak md.66)

– Bir diğer önemli değişiklik ise, aynı yıl içinde kullanılmayan yıllık izinlerin bir sonraki yıla devredilmesi uygulamasına son veriliyor olmasıdır. Böylece, yıllık izinlerin kullanımından vazgeçilemeyeceği ve bulunulan yıl içinde kullandırılması zorunluluğu getirilmektedir.

– Ayrıca, yıllık izin sürelerinde iki kademeli sistemden üç kademeli sisteme geçilmekte ve izin süreleri de değiştirilmektedir. Halen, 1-10 yıl arasında hizmeti olan memurların yirmi gün, on yıldan fazla hizmeti olan memurların ise otuz gün yıllık izin hakları vardır. Taslak’ta bu süreler, 1-5 yıl (beş yıl dahil) hizmeti olanlar için  onbeş işgünü; beş yıldan fazla, onbeş yıldan az hizmeti olanlar için yirmi işgünü; onbeş (dahil) ve daha fazla hizmeti olanlar için yirmialtı işgünü olarak düzenlenmektedir.

– Yine, 657 Sayılı Yasa’nın 102’inci maddesinde yer alan “Zorunlu hallerde bu sürelere gidiş ve dönüş için en çok ikişer gün eklenebilir.”  hükmüne, Taslak’ta yer verilmeyerek yıllık iznin bu şekilde uzatılması olanağı ortadan kaldırılmaktadır.

– Ayrıca, yeni bir hak olarak, memura ve sözleşmeli personele ana, baba, eş ve çocuklarından birinin hastalığı hâlinde kendisinden başka bakacak kimsenin bulunmaması ve doktor raporu ile refakatçi tahsisi gerektiğinin belgelendirilmesi kaydıyla onbeş güne kadar mazeret izni verilmekte ve gerektiğinde bu süre bir katına kadar uzatılabilmektedir.

– Reform Taslağı ile, eşi doğum yapan memur veya sözleşmeli personele verilen mazeret izni 3 günden 5 işgününe çıkartılmaktadır. Ayrıca, doğum yapan personele verilen günlük süt izni sürelerinde de artış yoluna gidiliyor.

-On yıldan az hizmeti olanların hastalık izin süreleri artırılmaktadır. Halen, hastalık izinlerinin verilmesinde hizmet yılı esası uygulanmakta ve on yıla kadar hizmeti olanlara altı aya kadar, on yıldan daha fazla hizmeti olanlara oniki aya kadar izin verilmektedir. Taslak ile bu uygulamadan vazgeçilerek, hizmet yılına bakılmaksızın 12 aya kadar (kanser, verem ve akıl hastalıkları gibi uzun süreli hastalıklarda onsekiz aya kadar) hastalık izni verilmesi öngörülmektedir.
– Öte yandan, memurun ana, baba, eş ve çocukları ile kardeşlerinden birinin ağır bir kaza geçirmesi veya önemli bir hastalığa yakalanması hâllerinde, refakat edilmesi gerektiğinin raporla belgelendirilmesi şartıyla memurlara istekleri üzerine bu hâllerin devamı süresince aylıksız izin verilebilecektir. Mevcut Yasa’da bu süre, altı ay ile sınırlandırılmakta ve en çok bir katına kadar uzatılabilmektedir.

– Yine, memurlara; yıllık izinde esas alınan süreler itibarıyla beş hizmet yılını tamamlamış olmaları ve istekleri hâlinde memurluk süreleri boyunca ve en fazla iki defada kullanılmak üzere ayrıca toplam bir yıla kadar aylıksız izin verilebilecektir. Halen, bu süre bir defada ve en çok altı ay olarak uygulanmaktadır.

PERSONEL VE BAŞARI DEĞERLENDİRMESİ

– Taslak, halen memurlar hakkında oluşturulan sicil dosyaları ve düzenlenen sicil raporları yerine, personel ve başarı değerlendirme dosyası tutulmasını ve personel ve başarı değerlendirme formu düzenlenmesini öngörmektedir(Taslak md.70-73).

– Memur ve sözleşmeli personelin başarı durumları beş kategoride değerlendirilmektedir. Taslak ile; personel ve başarı değerlendirme notu ortalaması 0-59 olanları “yetersiz”, 60-69 olanları “geliştirilmesi gerekli”, 70-79 olanları “yeterli”, 80-89 olanları “iyi”, 90-100 olanları “çok iyi” olarak kabul edilmektedir. Personel ve başarı değerlendirmesinde yetersiz kabul edilenlerin değerlendirmeleri “olumsuz”, diğerleri “olumlu” sayılmaktadır.

– Ayrıca, Memurların ve sözleşmeli personelin başarılarının değerlendirilmesinde, performans değerlendirme sonuçları ile varsa, kurum çalışanlarının ve kurum hizmetlerinden yararlananların, genel kabul görmüş bilimsel yöntemlerle belirlenen hizmete ilişkin değerlendirmelerinden de yararlanılması mümkün hale getirilmektedir.

– Bir diğer önemli değişiklik ise, memurlar ve sözleşmeli personel hakkındaki personel ve başarı değerlendirmelerinin, olumsuz olsun veya olmasın, kişiye özel bir yazı ile kendilerine tebliğ edileceğidir. İlgililer buna karşı itiraz yoluna da gidebileceklerdir. Oysa, mevcut uygulamada, sadece olumsuz sicil almış memurların kusur ve eksiklilikleri, uyarılmaları bakımından, gizli bir yazı ile atamaya yetkili sicil amirleri tarafından kendilerine bildirilmektedir.

– Öte yandan, on yıl içinde toplam dört defa olumsuz değerlendirme alan memurların görevlerine son verileceği ve bunların bir daha memur veya sözleşmeli personel olarak istihdam edilemeyecekleri de Taslağın yeni düzenlemeleri arasındadır. Personel ve başarı değerlendirmesi olumsuz olan sözleşmeli personel birinci defada bir yıl, ikinci defada beş yıl geçmedikçe; üçüncü defada ise bir daha memur veya sözleşmeli personel olarak istihdam edilemeyeceklerdir(Taslak md.75). Halen, İki defa üst üste olumsuz sicil alan memurlar başka bir sicil amirinin emrine atanmakta, burada da olumsuz sicil almaları halinde memuriyetle ilişkileri kesilerek haklarında T.C. Emekli Sandığı Kanununun emeklilikle ilgili hükümleri uygulanmaktadır.

– Diğer taraftan, 657 Sayılı Yasa’nın 123’üncü maddesiyle, olağanüstü gayret ve çalışmaları nedeniyle memurlara bir mali yıl içinde bir veya iki aylık tutarında ödül verilmesi uygulamasına, Reform Taslağında yer verilmemektedir.

DİSİPLİN

Kamu Personel Kanunu Tasarısı Taslağı’nın “Disiplin” başlıklı onikinci bölümünde, 657 Sayılı Yasa’nın beş dereceli ceza sistemi korunmakta, bazı fiillerin cezası bir derece azaltılmakta, bazı fiiller disiplin cezası verilmesini gerektiren fiiller arasından tamamen çıkarılmakta, bazı fiiller yeniden tanımlanmakta ve bazı cezalar daha da ağırlaştırılmaktadır. Bunları aşağıda kısaca inceleyeceğiz.
Cezası bir derece hafifletilen fiiller

Halen, aylıktan kesme cezasını gerektiren;

– İzinsiz veya özürsüz olarak bir gün göreve gelmemek,

– Görev yeri sınırları içerisinde herhangi bir yerin görevle ilgili olmayan toplantı,
tören ve benzeri amaçlarla izinsiz olarak kullanılmasına yardımcı olmak,

fiillerinin cezası bir derece azaltılarak, Taslağın 80’inci maddesinde düzenlenen kınama cezası verilmesini gerektiren fiiller arasında sayılmaktadır.

Aynı şekilde, halen kademe ilerlemesinin durdurulması cezasını gerektiren;

– Görev yeri sınırları içinde herhangi bir yeri toplantı, tören ve benzeri amaçlarla
izinsiz kullanmak veya kullandırmak,

– Amirine veya maiyetindekilere karşı küçük düşürücü veya aşağılayıcı fiil ve
hareketler yapmak,

fiillerinin cezaları da bir derece azaltılarak, Taslağın 81’inci maddesinde düzenlenen aylıktan kesme cezası verilmesini gerektiren fiiller arasında sayılmaktadır.

Cezası tamamen kaldırılan fiiller

Halen, aylıktan kesme cezasını gerektiren;

– Yasaklanmış her türlü yayını görev mahallinde bulundurmak,

– İkamet ettiği ilin hudutlarını izinsiz terk etmek,

– Toplu müracaat veya şikayet etmek,

fiillerine Taslak’ta hiç yer verilmeyerek, bu fiiller tamamen cezasız bırakılmaktadır.

Öte yandan, halen, aylıktan kesme cezasını gerektiren, “Özürsüz olarak bir veya iki gün göreve gelmemek,” fiili hafifletilerek “İzinsiz veya özürsüz olarak kesintisiz iki ila dört gün göreve gelmemek,” olarak yeniden tanımlanmıştır(Taslak md.81).

Aynı şekilde, Kademe ilerlemesinin durdurulması cezasını gerektiren “Özürsüz ve kesintisiz 3 – 9 gün göreve gelmemek fiili” bir miktar hafifletilerek  “İzinsiz veya özürsüz olarak kesintisiz beş ila dokuz gün göreve gelmemek,” olarak değiştirilmektedir(Taslak md.82).

Yeniden tanımlanan disiplin cezaları ve fiilleri

– Aylıktan kesme cezası ağırlaştırılmaktadır. Buna göre, aylıktan kesme cezası olarak, memurun temel görev aylığından, sözleşmeli personelin temel görev ücretinden beşte bir oranında kesinti yapılacaktır. Oysa, 657 Sayılı Yasa’da bu ceza, memurun, brüt aylığından 1/30 – 1/8 arasında kesinti yapılmak suretiyle uygulanmaktadır.

– Kademe ilerlemesinin durdurulması cezasının adı “basamak ilerlemesinin durdurulması cezası” olarak değiştirilmekte ve esnek uygulama imkanı ortadan kaldırılmaktadır. Bu ceza, fiilin ağırlık derecesine göre memurun, bulunduğu kademede ilerlemesinin 1 – 3 yıl durdurulması şeklinde uygulanmakta iken, Taslak’ta “memurun basamak ilerlemesinin iki yıl süre ile durdurulmasıdır.” Şeklinde yeniden tanımlanmıştır.

– Ayrıca,  halen, kademe ilerlemesinin durdurulması cezasını gerektiren ve “belirlenen durum ve sürelerde mal bildiriminde bulunmamak” olarak tanımlanan fiil, Taslak ile “İhtara rağmen belirlenen durum ve sürelerde mal bildiriminde bulunmamak,” olarak değiştirilmektedir. Buna göre, 3628 sayılı Kanun’da belirtilen durum ve sürelerde  mal bildiriminde bulunmayan kamu görevlilerine, önceden ihtar yapılmadan disiplin cezası verilemeyecektir.

– Diğer taraftan, Taslağın 83’üncü maddesinde düzenlenen, memurluktan çıkarma cezasını gerektiren fiiller arasına “görevini kendisine veya başkasına çıkar sağlamak amacıyla kötüye kullanmak,” fiili de eklenmektedir.
– Halen, kademe ilerlemesinin durdurulması cezasını gerektiren “Amirine, maiyetindekilere, iş arkadaşları veya iş sahiplerine hakarette bulunmak veya bunları tehdit etmek,” fiili,  “cinsel taciz” fiilini de kapsayacak şekilde yeniden tanımlanmaktadır.
– Aynı şekilde, kademe ilerlemesinin durdurulması cezasını gerektiren “Göreve sarhoş gelmek, görev yerinde alkollü içki içmek,” fiili, “uyuşturucu ve uyarıcı maddeleri” de kapsayacak şekilde yeniden ifade edilmektedir(Taslak md.82).
Disiplin cezası vermeye yetkili amir ve kurullar

– 657 Sayılı Yasa’ya göre, Uyarma, kınama ve aylıktan kesme cezaları disiplin amirleri tarafından verilmekte iken, Taslak, aylıktan kesme cezasını ayrı tutarak, sadece Uyarma ve kınama cezalarının disiplin amirleri tarafından verilebileceğini öngörmektedir.

– Aylıktan kesme ve basamak ilerlemesinin durdurulması cezalarının ise, disiplin amirlerinin isteği ve ilgili disiplin kurulunun kararı üzerine, atamaya veya sözleşme imzalamaya yetkili amirler ile illerde valiler tarafından verileceği öngörülmektedir.

Zamanaşımı ve itiraz

– Taslağın 88’inci maddesi ile disiplin cezası verme zamanaşımı süresi iki yıldan üç yıla çıkarılmaktadır.

– Öte yandan, 657 Sayılı Yasa’da yer almayan, “zamanaşımının durması” ve “zamanaşımının kesilmesi” halleri ile ilgili olarak Taslak’ta herhangi bir düzenleme yapılmamaktadır.

– Taslağın 89’uncu maddesi ile disiplin amirlerinin, uyarma ve kınama cezalarına ilişkin kararlarını verme süreleri 15 günden 30 güne çıkarılmaktadır.

– Disiplin konusunda öngörülen en önemli değişikliklerden bir tanesi  ise, uyarma ve kınama cezalarına karşı da yargı yolunun açılmasıdır. Personel Reformu Taslağının 95’inci maddesi ile, ceza ayırımı yapılmaksızın, süresi içinde itiraz edilmeyen disiplin cezaları ile itiraz üzerine verilen kararlara karşı yargı yoluna başvurulabilecektir.

– Ayrıca Taslak ile, bir üst disiplin amirine itiraz edilmesi uygulamasına son verilerek, tüm itirazların ağırlık derecesine göre ya disiplin kuruluna ya da yüksek disiplin kuruluna yapılması esası getirilmektedir.

HİZMET İÇİNDE YETİŞTİRME

Taslağın 103’üncü maddesi gereği, kurumlar kendi eğitim ihtiyaçlarını karşılamak üzere eğitim merkezleri açamayacaklar, bu ihtiyaçlarını hizmet satın alma yoluyla karşılayabileceklerdir.
MALİ HAKLAR VE SOSYAL YARDIMLAR

Reform Tasarısı, memur ve sözleşmeli personelin mali haklarında önemli değişiklikler öngörmektedir. Bunları genel çerçevede ele alırsak:

Maaşın unsurları tamamen değiştirilmektedir. Buna göre, maaşın unsurları aşağıdaki gibi olacaktır;

1- Temel görev aylığı (memurlar için) ve temel görev ücreti (sözleşmeli personel için) ; memurlara ve sözleşmeli personele, Taslak ekinde yer alan  temel görev aylığı Cetvellerinde yer alan göstergelerin aylık katsayısı ile çarpımı sonucu bulunacak tutarda temel görev aylığı veya temel görev ücreti ödenecektir(Taslak md.108).

2- Hizmet farkı ek ödeneği ; ilgili kurum tarafından önerilip değerlendirildikten sonra, Bakanlar Kurulu tarafından onaylananlara en yüksek temel görev aylığının yüzde yirmisini geçmemek üzere hizmet farkı ek ödeneği ödenebilecektir(Taslak md.110).

3- Performans ödemesi; Taslağın 111’inci maddesi gereğince, Personelin yıllık performans değerlendirme sonuçlarına göre, temel görev aylığının veya temel görev ücretinin yüzde beşini geçmemek üzere aylık performans ödemesi yapılabilecektir.

Taslağın sosyal yardımlar bölümünde, tedavi yardımı, emeklilik hakları, hastalık ve analık sigortası, yeniden işe alıştırma, memurların sosyal tesis ihtiyaçları, devlet memurları için konut kredisi, Devlet memurları için konut, öğrenim bursları ve yurtları gibi sosyal yardımlar hakkında herhangi bir düzenlemeye gidilmemiştir.

Öte yandan, 657 Sayılı Yasa’nın Ek 20’nci maddesi  hükümlerine Taslakta yer verilmeyerek, Devlet memurlarının görev yaptıkları kurum ve hizmet birimlerinin bulunduğu yerleşme merkezlerinde ikamet etmeleri esası kaldırılmakta ayrıca, memur ve sözleşmeli personelin, ikamet ettikleri il hudutlarını tatillerde yetkili amirin iznine gerek olmaksızın terk edebilmelerine imkan verilmektedir.
SONUÇ

Çalışmamızla, önümüzdeki günlerde TBMM gündemine gelmesi beklenen, Kamu Personel Kanunu Tasarısı Taslağı’nın, mevcut uygulamaya nazaran getireceği yeniliklerden önemli gördüklerimizi kısaca açıklamaya çalıştık. Bu noktada, Türkiye’nin, içinde bulunduğu Avrupa Birliği sürecinin bir gereği olarak, idari uyum çalışmalarını gecikmeksizin tamamlamak zorunda olduğunu belirtmemiz yerinde olacaktır. Bununla birlikte,  kamuoyunda yeterince tartışma konusu olmadığını düşündüğümüz Taslağın eksikliklerinin, yasalaşma sürecinde giderilmesi de mümkün bulunmaktadır. Sonuç olarak, çalışmaları halen devam etmekte olan ve kamu yönetiminin yeniden yapılandırılması projesinin önemli bir parçası olarak hazırlanan kamu personel rejimi reformunun, eksikliklerine ve bazı alanlarda yaşanabilecek uygulama zorluklarına rağmen, çağdaş bir kamu yönetim sisteminin oluşturulmasına önemli katkılar sağlayacağı düşünülmektedir.

Nejat ÇOĞAL
Gümrük Muhafaza Başkontrolörü

http://www.gumrukkontrolor.org.tr/Yayinlar/Dergiler/49/5.html

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