Recruitment Of Civil Servants Research Articles

Employment Discrimination on Civil Servant Recruitment

Employment Discrimination on Civil Servant Recruitment

Tiananmen Square Protest and College Job Placement Reform in the 1980s

The Tiananmen Square massacre left a permanent scar on the Chinese government's legitimacy to govern. This article examines a little-known backdrop to the student movement: the college graduate job placement system reform and the civil service recruitment system reform that were rolled out together by the state in the mid to late 1980s. The two reforms were interlocking, because civil service jobs were the most desired jobs for graduates at the time. As the college job placement system reform placed a greater burden on the individual student to find a job for him or herself, the civil service recruitment system reform remained opaque. This led to strong student disaffection as graduates tended to believe that the forthcoming open job market was to be filled with more nepotism and less meritocracy and this perceived lack of fair recruitment opportunities extended to the greatly desired civil service jobs.

Naujoji valstybės tarnautojų atranka: pirmieji rezultatai ir įžvalgos

Numerous academic studies and reports have emphasized that only with transparent and professional civil service a country can be able to benefit from the processes of economic growth and social development. The factor of “input”, i.e., civil service personnel selection and recruitment, plays a crucial role. Civil service personnel recruitment in Lithuania was based on legalistic model of public bureaucracy. However, in face of new economic and social challenges, the model turned out as inefficient, lacking of transparency and flexibility. Therefore, a new concept of civil service recruitment was introduced in 2013. In contrast to legalistic approach, the new recruitment model was influenced by ideas of New Public Management, emphasizing the importance of general and managerial competences. The survey conducted in November 2013 – May 2014 showed that Lithuanian civil servants evaluated the new system as more transparent, efficient and flexible, compared to the old one.

Patronage and Professionalism: Manning a Transitional Empire, 1760–1870

While there is agreement that the Colonial Office continued to man an expanding empire in the nineteenth century by the technique of patronage, the reasons for the longevity of this practice, despite ‘reform’ of civil service recruitment in the early 1850s, have been little analysed. This article explores, from patronage records and private papers, the factors sustaining preferment in the gift of secretaries of state and their governors, rather than by resorting to examinations. Its conclusions are that the practice was associated with class status among senior civil servants, gradually mitigated by promotions from within colonial establishments. Patronage was burdensome to manage centrally and had to be devolved to governors, as colonial establishments expanded, creating a pool of talent among senior officials for secretaries of state to draw on. This trend is evident in establishment statistics from the late 1840s to1871. It supports the Colonial Office claim that the service was ‘professional’ according to its own criteria of learning through experience in political accommodation with local notables and dealing with emergencies. Thus, the department justified its opposition to competitive examinations for appointments overseas, while tolerating them for junior posts at home, and the practice survived till the end of the century and after.

Fuzzy Decision Method for Selecting Civil Servants

The civil service system in our country has been implemented for many years, but the recruitment of civil servants has been controversial. In this paper, we determine the written test scores, scope of knowledge, comprehensive ability, strain capacity and the ability of expression as five evaluation attributes, and then we present a decision method for selecting civil servants based on fuzzy mathematical theory and multi-objective decision-making fuzzy optimization method. This decision method gives a scientific and practical way to select civil servants.

Reinventing Strategies of Oral Examination in Taiwan Civil Service Recruitment

In Taiwan, both the academic and practitioner have noticed the disputation of high-rank civil service recruitment is getting worse due to the oral exam method. In this article, there are two research questions that need to be answered. One of them is, “How does the oral exam influence the test scores and to what degree?” The other is, “How can the oral exam be improved?” To answer these questions, the research methods of content analysis, Delphi technique, and in-depth interview were adopted. To provide persuasive evidence to disclose the serious problems of oral examination, our research chose four kinds of civil service exams as research objectives. The results of our research not only demonstrate measures for the reform of oral exam assessment but also reveal characteristics of oral exam assessment in Taiwan. Through these results, we get a better understanding of the stakeholders’ perceptions about oral examinations. Besides, it is helpful for the emergence of reinventing strategies.

The status of the Civil Servant and Rules of Ethics in Public Administration efficacy in preserving the integrity of civil servants and preventing corruption: the case of Albania

Since several years already, a public law has been adopted in the Republic of Albania on the civil servants as well as their ethics in workplace. Integrity of civil servants and prevention of corruption are two key elements needed highly required from the latter aiming at serving the public interest at best. The legislation is a key measure to reach such a goal. This papers aims at assessing the efficacy of the two main laws, the status of civil service and rules of ethics for such a pursue and their consistency with best international practices of provisions of civil service legislation related to recruitment, promotion, job security, the independence and capacity of the body/bodies responsible for oversight, including OECD/SIGMA and Council of Europe recommendations. The paper presents several suggestions, according to which either the integrity of civil service recruitment should be better monitored or several legislation amendments are needed.

The Influence of an undergraduate scientific initiation programme onn the professional profile of new physicians

IntroductionThis paper studies the influence of a Scientific Initiation Programme (SIP) on the professional profile of new doctors from a Brazilian university. Aim and methodsEvaluate fifty-two new doctors divided into two groups matched by sex, age and academic performance and differing only in participation in the SIP. Professional and socioeconomic data were collected, including schooling of parents; average income before, during and after the medical course; current professional situation; results of exams for civil servant recruitment; and titles and degrees obtained after graduation. ResultsSignificant differences were found only in civil servant recruitment exam results (p=0.0098) and in income after graduation (p=0.02), which were both higher in the non-SIP group. Only one doctor got a M.Sc. degree after graduation, but many of them in both groups obtained technical titles, and had papers presented at congresses or published. ConclusionsApparently, taking part in a SIP led to lower income and worse civil servant recruitment exam results. However, this may only reflect a transient phase in a long-term process. New research currently under way will answer this remaining question, now that more time has elapsed since graduation.

Influência de um programa de iniciação científica de graduação no perfil profissional dos médicos recém-formados

Introduction: This paper studies the influence of a Scientific Initiation Programme (SIP) on the professional profile of new doctors from a Brazilian university. Aim and methods: Evaluate fifty-two new doctors divided into two groups matched by sex, age and academic performance and differing only in participation in the SIP. Professional and socioeconomic data were collected, including schooling of parents; average income before, during and after the medical course; current professional situation; results of exams for civil servant recruitment; and titles and degrees obtained after graduation. Results: Significant differences were found only in civil servant recruitment exam results (p=0.0098) and in income after graduation (p=0.02), which were both higher in the non-SIP group. Only one doctor got a M.Sc. degree after graduation, but many of them in both groups obtained technical titles, and had papers presented at congresses or published. Conclusions: Apparently, taking part in a SIP led to lower income and worse civil servant recruitment exam results. However, this may only reflect a transient phase in a long-term process. New research currently under way will answer this remaining question, now that more time has elapsed since graduation.Rev Port Pneumol 2010; XVI (5): 797-808

‘The wolf wakes up inside them, grows werewolf hair and reveals all their bullying’: The representation of parliamentary discourse in Greek newspapers

The present paper investigates how journalists create dialogical networks involving parliamentary discourse and newspaper articles via the reproduction of extracts coming from MPs’ speeches. Drawing on critical discourse analysis and assuming that news is a value-laden construction of facts through language, a comparative analysis of parliamentary proceedings and related newspaper articles is conducted. The articles collected cover a specific parliamentary debate on a particularly ‘hot’ issue in Greek society, namely a new bill introducing the interview as part of the procedure for the selection and recruitment of civil servants. The analysis shows that the facts reported seem to be selected not on the basis of their political or legal significance, but on the basis of their unusual consequences on parliamentary procedures. Special emphasis is given to the reconstruction of direct speech in newspaper narratives and to the use of metaphor as a conversational resource employed by MPs and reproduced by journalists in an attempt to attract their readers’ interest and arouse their emotions. Rather than informing the public on the actual parliamentary work, journalists mostly aim at creating and/or maintaining solidarity between readers and newspapers of the same political and ideological orientation.

The Basic Models, Characteristics, and Directions of Civil Service Reform in China: Based on Analysis of the Competence of the Civil Service

In recent years, in order to solve the high-tech needs of government departments and cut financial expenditures, the Chinese government has introduced civil service reforms and consequently created a position-rank two-track system. This paper is written from the perspective of increasing civil service competency. A review and explanation of some of China’s most pertinent current models of civil service reform such as those of Jilin, Zhuhai, and Shenzhen will be presented. Those models will also be compared with other traditional civil service systems. Specific points that will be addressed are hiring, wages and termination. The article finally points out that the fundamental future direction of civil service reform is to further rationalize the relationship between the existing civil service system and the government employee system, and then establish and regulate the criteria and procedures regarding civil service recruitment, appraisal, promotion, and exit.

Bureaucratic Elitism in Bangladesh: The Predominance of Generalist Administrators

This article briefly examines bureaucratic elitism in Bangladesh, which basically inherited a transformed version of the British colonial administrative legacy. With its distinctiveness as a special social group, the bureaucracy maintains itself as a subsystem with pronounced autonomy. The Administrative Cadre of the civil service preserves the elitist tradition in supportive political conditions. It virtually shields itself from other functional groups and its members occupy key positions in the governmental structure and wield tremendous power and authority over policy making. Indoctrination and training is its own preserve and highly politicised groups within it regulate civil service recruitment and placements. Within the Administrative Cadre, elite integration is strong, while there is wide differentiation between this group and other cadres. Reform attempts failed to make inroads into changing bureaucratic behaviour mainly due to resistance from the elitist cadre, which remains the dominant instrument of the political executive.

The Dual State: The Unruly “Subordinate”, Caste, Community And Civil Service Recruitment In North India, 1930–1955

Abstract This paper explores the nature of the everyday state in historical perspective in colonial and postcolonial Uttar Pradesh, north India, through the lens of civil service recruitment. It argues that social relationships between different cadres of the revenue and police services effectively created a bureaucratic space in which citizens' approaches to the state recreated forms of ambiguity in the reach and authority of state power. In this sense, it provides a deeper historical basis for anthropological and sociological work on the nature of the “fuzzy” everyday state in postcolonial India. But it develops this literature further, arguing that important structural changes over independence in 1947, also transformed the ways in which caste and community lobby groups represented their corporate interests through bureaucratic recruitment. These lobby groups, as a result of disjunctions in state power and discourses, between centre, province and locality, were often able to subvert systems of caste and community reservation. In the process, their actions emphasized the inability of the state at central and provincial levels to adjust to local political identities that depended on hybridity.

Accountability in Civil Service recruitment

Accountability in Civil Service recruitment

Civil Service Recruitment: the Civil Service Commissioners' Annual Report 1996-97

Civil Service Recruitment: the Civil Service Commissioners' Annual Report 1996-97

Reply to Richard A. Chapman article "Civil Service Recruitment: Fairness or Preferential Advantage" (Volume 8, No. 2)

Reply to Richard A. Chapman article "Civil Service Recruitment: Fairness or Preferential Advantage" (Volume 8, No. 2)

Civil Service Recruitment: Fairness or preferential advantage?

Civil Service Recruitment: Fairness or preferential advantage?

The Labour Party and Whitehall

Labour Governments and the Mandarins The Attlee Government and the Reform of the Civil Service Labour and the Fulton Report Efficiency or Democracy? Labour and Civil Service Recruitment Labour, Parliamentary Accountability and Open Government Labour, Thatcher and the Future of the Civil Service.

The T’ang System of Bureaucratic Titles and Grades

T'ang Studies 5 (1987) The T'ang System of Bureaucratic Titles and Grades TS'EN CHUNG-MIEN translated by P.A. Herbert OSAKA UNIVERSITY (While working on the life of Chang Chiu-ling for my doctoral dissertation some years ago, 1 translated in full for my own reference Ts'en Chung-mien's article "I T'ang-tai kuan-chih shuo-ming Chang Ch'li-chiang chi fu-Iu kao-ming te ts'o-wu" ["Explaining the Errors in the Grants of Office Appended to Chang Chiu-ling's Works, According to T'ang Bureaucratic Institutions"].l During recent work on T'ang civil service recruitment, 1found the translation of this article to be very useful in explaining the complex system of titles and grades held by T'ang officials. 1 have here extracted the sections of general interest to share with other Western scholars of the T'ang, who may find the T'ang titles and grades as confusing as 1did before reading Ts'en's relatively obscure article. Except where otherwise indicated, all material that follows is translated verbatim from Ts'en Chung-mien's article.) A Summary of the Bureaucratic System of the T'ang Dynasty T'ang bureaucratic institutions, compared to those of any other dynasty , are most complex, and they make use of very many technical terms, each term often having two or more meanings. In outline, the bureaucratic system may be divided into substantive offices (chihshih -kuan ~ * '§), nominal offices (san-kuan it '§), noble titles (chiieh J.j.) and honorific titles (hsiin ilJ). Officials of the fifth rank and above often held all four, while even the lowest grade had a substantive office and a nominal office. Besides one often meets with upresentations " (tz'u ~), that is to say, decorations. These five grants were all independent (only the substantive office and nominal office having some relevance to each other in a technical sense), and they did not necessarily all change together, so that in the case of each decree granting a promotion or demotion in substantive office, it was necessary to make clear whether the other items remained as before. The grades of the bureaucratic system were thus. Civil officials were divided into those Uwithin the current" (liu-nei mt V'J) and those ((outsidethe current" (liu-wai mt 7}): liu-wai is the same as what was called wei-ju-liu ( *= A. mt) in the Ch'ing dynasty. Those within the current were divided into nine ranks (chiu-p'in .1L ~), each rank hav1Ts 'en Chung-mien '-if 1$ Ml, "I T'ang-tai kuan-chih shuo-ming Chang Ch'li-chiang chi fu-Iu kao-ming te ts'o-wu" 1R 1lf fC '§ $IJ ~R;SJI 51f aB iI~Mt jfk ~ frl (f.J it ~, Chung-shan la-hslieh hsiieh-pao (She-hui k'o-hsiieh) $ L1J *~~morrt 1t l4 ~ ) (February 1958), 56-68. 25 T'ang Studies 5 (1987) The T'ang System of Bureaucratic Titles and Grades TS'ENCHUNG-MIEN translated by P.A. Herbert OSAKA UNIVERSITY (Whileworkingon the lifeofChangChiu-lingfor mydoctoraldissertation some years ago, I translated in full for my own reference Ts'en Chung-mien'sarticle "I T'ang-tai kuan-chih shuo-mingChang Ch'il-chiangchi fu-lu kao-mingte ts'o-wu" 「'Explaining the Errors in the Grants of OfficeAppendedto Chang Chiu-ling's Works, Accordingto T'ang Bureaucratic Institutions"].1 During recent work on T'angcivilservicerecruitment, I foundthe translation ofthis article tobe very useful in explainingthe complexsystem of titles and grades held by T'ang officials.I have here extracted the sections of general interest to share with other Western scholarsofthe T'ang, whomayfind the T'ang titles and gradesas confusingas I did beforereading Ts'en's relatively obscurearticle. Exceptwhereotherwise indicated, all material that followsis translated verbatimfromTs'enChung-mien'sarticle.) A Summary of the Bureaucratic System of the T'ang Dynasty T'ang bureaucratic institutions, compared to those of any other dynasty , are most complex, and they make use of very many technical terms, each term often having two or more meanings. In outline, the bureaucratic system may be divided into substantive offices (chihshih -kuan 職事官）， nominal offices (san-kuan 散官）， noble titles (chiieh 爵） and honorific titles...

Financial Expertise, Examinations, and the Formulation of Economic Policy in Northern Sung China

This paper is primarily concerned with the institutional framework of economic policy formulation in China during the Northern Sung dynasty (960–1126). During this period there evolved a professional financial service whose members had a direct influence on economic legislation either as incumbents in fiscal offices or as members of Imperial advisory organs. The financial specialist was seen as possessing a specific body of expertise—administrative ability, talent in mathematics, a knowledge of classical Chinese monetary theory and familiarity with the history of economic policy. These attributes were tested in the civil service recruitment examinations and used as criteria for the recommendation and assignment of men to fiscal posts. The resulting consistency and predictability in legislation was a significant aspect of material progress in eleventh century China. The article is based on an extensive analysis of biographical information contained in chronicles, dynastic histories, records of conduct, and funerary inscriptions, as well as extant copies of examination questions and answers and edicts of appointment contained in the collected papers of Nordiern Sung writers.