Organizational Matters of Commission

Organizational Matters of Commission

CRC

Employment arrangement and funding

The amount of staff at the CRC as of 01 January 2016 was 94 in total. The CRC has General-Secretary of the Commission, Internal audit, five Director-Generals and five senior officers (Deputy Directors) for each department. As well, there are 62 full time experts, other supporting staffs and 20 part-time staffs.

The number of female employees was 33.

Each employee is required to sign an individual labour contract with the CRC under Labor Law 1999 and the CRC’s Internal Regulation. The key features of which are following;

• Position and title name;
• Duties and responsibilities indicated in job description;
• Duration of an agreement;
• Working days and hours;
• Salary system; and,
• Labour conditions.

As of 01 January 2016, the level of salary ranges for employees on the CRC’s payroll were divided into following categories:

• General-Secretary of the Commission
• Internal audit
• Management team
• Senior officer
• Expert
• Engineers and technicians, and
• Other supporting employees
• Part-time staffs

Funding

According to the Law on Communications and Law on Governments’ Special Fund, which were ratified by Parliament of Mongolia, the CRC’s revenues are derived from five main sources, namely:

• General Licence and regulation fees
• Fees for radio spectrum
• Fees for numbering assignments
• Income from licence tenders

Staff development and capacity

The CRC is committed to providing opportunities for employees to improve their on-the-job skills, which will support employees’ adaptability and mobility, and help them to achieve their full potential by supporting learning and development activities.

The CRC’s staff development programs are designed to ensure that the skills of the staffs are developed to meet the specific business needs of the CRC and to address personal development needs of staff such that they can contribute effectively in a diverse and constantly changing work environment.

Within the CRC, employee education, training and development are necessary in order to:

• Develop employees to undertake higher-grade tasks;
• Provide the conventional training of new and young employees; and,

Raise efficiency and standards of performance; Meet legislative requirements (e.g., health and safety)