Civil Service Management Research Articles

The Politics of Core Public Sector Reform in Rwanda

This paper’s objective is to provide a better understanding of the politics underpinning core public sector reforms (PSR) in Rwanda. It analyses five core public sector functions: government coordination; public finance management (focusing on budgeting and public procurement); civil service management; external audit; and anti-corruption policies. For each, it identifies the origins of reforms and analyses to what extent they led to change in both rules and practice. Overall, the paper argues that PSR has been successful and so strongly embraced because rulers considered an effective public sector as a crucial tool for their legitimation strategy, which was based on achieving rapid socio-economic progress and projecting an image of impartiality.

ЭТИКА ГОСУДАРСТВЕННОЙ СЛУЖБЫ

The article reviews the concept of the civil servant ethics as a separate type of professional ethics. According to the author’s opinion, the problems of the civil service management and search for mechanisms to increase its effectiveness are extremely important for the modern society. The specifics of the ethics of public service are determined by a number of factors. First, it is the spe-cial purpose of the state service itself, stipulated in the Constitution of the Russian Federation. Secondly, it is the special social and legal status of civil servants. Thirdly, these are the restrictions and obligations for the citizens of the Russian Federation while doing civil service. Fourth, it is the formation of effective human resources capacity of civil servants. Finally, it is the awareness of the high level of social responsi-bility of officials for the decisions taken in professional activities. Тhe article pays special attention to the analyzes of the ethical code aimed to increase the efficiency of the performance of duties by state officials. Awareness and observance of ethical principles are the key to assessing quality of their professional activities and behavior. Аpproved ethical principles of civil service set the common guidelines, ensuring the integrity and viability of the service as a system.

Effective State Ownership Administration in the Context of the Privatization Process in Russia

1. Introduction Strategic objectives of Russian modernization, including innovation development, need changes. Property relations have impact on the quality of the institutional environment that forms the innovative growth potential. By innovative development the author means economy based on knowledge, innovations and continuous technological improvement. It involves production and export of hi-tech goods with high additional cost, including export of technologies. Innovative economy is capable to use any innovations effectively and implies the corresponding innovative infrastructure: legislative base, material components of the innovative system and institutional transformations of state ownership. More than that, it includes six basic elements: (1) education; (2) science; (3) human capital and high quality of life; (4) innovative system; (5) innovative industry; (6) effective public administration (favorable environment of innovative system functioning). Institutional transformation of state ownership is one of the growth factors. This is the subject of scientific research in such fields as institutional economics (Coase, 1960; Alchian & Demsetz, 1973; Pejovich, 1990), public choice theory (Buchanan, 1978), and the theory of "collective action" (Olson, 1982). Scientists unanimously indicate the need for the increase of effectiveness in state ownership management (Clague, Keefer, Knack, & Olson, 1997; Cox, 2008; Pargendler, 2012; Marra & Cariei, 2014). The problems of effective use of state ownership are of interest from the practical point of view. The quantitative structure of the Russian state property fund has been changed in connection with the long-term period of state ownership privatization and approaches to it. The authorities consider modern privatization, firstly, as the instrument of investment attraction in public sector; secondly, as the instrument of competition development; and thirdly, as the instrument of state ownership involvement into the macroeconomic system. New algorithms of privatization are reflected in "The concept of federal property management until 2018" (Federal Agency for State Property Management [Rosimushchestvo], 2015) The system of socio-economic goals in state ownership administration involves a number of requirements to form an effective property structure--it has to include preferences of all main consumers: population, corporate sector, authorities, and investors. However, the necessity to improve the system of state ownership management is defined by the low level of consumers' satisfaction and growing market requirements. The concern of this article is to explain and understand the problems of effective state ownership administration in Russia, to develop a methodological base to assess it, and to suggest directions for the improvement of the management system. The key points of the research are reflected in the following sections: literature review and methodology, results, and discussion. The first section of the article reviews the theoretical basis concerning the influence of property rights protection on economic development. The author offers a system of indicators to measure the effectiveness of state ownership administration. The second part describes the purposes and the problems of modern state policy in the field of property administration; in particular, new instruments of administration are discussed. Also in this section author proposes ways to increase the effectiveness of state ownership administration. The author is sure that transformations in the system of state ownership management have to improve the structure as a whole; they must include both legislative regulations and improvement of the management process. Responsibility and motivation problems of the civil service management system, which are one of the ways to improve the management process, are discussed in the second part. …

Cause analysis of young patients with chest pain and negative results of coronary angiography

Objective To reduce the incidence of sudden cardiac death in young individuals with chest pain suspected to be acute coronary syndrome (ACS) and negative results of angiography, and so explored the causes of it. Methods A total of 134 young patients with suspected ACS admitted in PLA general hospital from January 2014 to December 2014 , were checked by coronary angiography. Comparisons of gender, professions, BMI, biochemical variables including glycohemoglobin (HBA1c), triglyceride (TG), C-reactive protein (CRP), troponin T (cTnT), high-density lipoprotein (HDL), brain natriuretic diuresis peptide (BNP)) and cardiac function including interventricular septum thickness, left ventricular posterior wall thickness, left ventricular end-diastolic volume and left ventricular systolic volume, stroke volume, ejection fraction and shortening fraction of left ventricle, E value, A value, E/A value among coronary angiography negative group (n=64), coronary angiography positive group (n=70) and healthy subjects group (n=77) . Quantitative variables were presented as means ± standard deviations, categorical data were presented as absolute values and percentages compared using t-test. One-way ANOVA was used to analyze variance between groups. Results The causes of negative group were found to be coronary atherosclerosis (90.6%), cardiac neurosis (4.7%), cardiomyopathy (1.6%), cardiac syndrome X (1.6%), and other 3.2%. There were 81.1% male and 58.9% officer of civil service management and business service personnel in negative group. The young patients in negative group had higher levels of BMI (P=0.000), total cholesterol (TC) (P=0.000), hypersensitive C-reactive protein (CRP) (P=0.003), cardiac troponin T (cTnT) (P=0.009) and lower high density lipoprotein (HDL) (P=0.000) compared with healthy subjects group. There was no significant difference in level of brain natriuretic peptide (BNP) between negative group and healthy subjects group (P=0.128). There were higher levels of left ventricular ejection fraction (LVEF) (P=0.000) and fractional shortening (FS) (P=0.000), and lower left ventricular end systolic volume (P=0.006) in negative group compared with positive group. Conclusions Coronary atherosclerosis is the major cause of young patients with chest pain suspected acute coronary syndrome (ACS) and with negative results of coronary angiography. Male, high stress occupation, a sedentary job, obesity, hyperglycemia and dyslipidemia are risk factors. Early diagnosis and prevention strategy are mandatory in these specific young individuals. Key words: Young people; Acute coronary syndrome; Sudden cardiac death; Chest pain; Causes; Coronary angiography negative; Biochemical indicators; Gender; Profession; Heart function

(Management of Public Service at the Level of Subjects of the Russian Federation)

Russian Abstract: В статье рассматривается система управления государственной службой на уровне субъектов Российской Федерации в целях координации деятельности государственных органов при решении вопросов государственной службы. Показано, что управление государственной гражданской службой образуется в целях реализации полномочий, установленных федеральным и областным законодательством.English Abstract: In article the control system of public service at the level of subjects of the Russian Federation for coordination of activity of government bodies at the solution of questions of public service is considered. It is shown that management of the public civil service is formed for realization of the powers established by the federal and regional legislation.

Overcoming the tensions between values: a challenge for French public service managers and their training schools

While there is universal recognition of their important role in the functioning of administrations and for the motivation of public officials, the values that serve as a reference for the public service are witnessing a change in the way they are understood and implemented in practice, particularly with regard to the new requirements of public management. The analysis developed in this article centres on the interplay between various dimensions relating to the perception and use of the key values of the French civil service and highlights the tensions that prevail despite the apparent preservation of the axiological reference universe of those concerned. It raises the question of the role of schools in the training of values management. It draws on the results of a survey conducted in France by the network of civil service schools (Réseau des écoles de service public; RESP) among managers undergoing training and their teachers and supervisory staff. Points for practitioners The study shows that organizations that are responsible for the initial or continuing training of civil servants offer a breeding ground for the (re)production of public service values. However, for civil service managers to be able to deal with the potential tensions between values (no clear hierarchy, apparent contradictions) it is necessary to develop their capacities for reflective analysis and practical application that will allow a critical distance and promote a contextualized ethical approach.

The Status of Public Interest in Iranian Administrative Law

Since the 18 th century coincided with constitutionalism movement and the idea of democracy maturity, public interest theory as the main characteristic of the modern states have emerged. Thereby, in the modern administrative law, mechanisms of the achievement of the public interest, in line with the government's interaction with the people have been the main official objective. In Iranian administrative law, public interest is a new argument. According to the policy of decentralization, privatization, and the project of downsizing of government in the Enforcement Law of General Policies of Article 44 of the Constitution and the Law of Civil Service Management, as well as the use of new public management ideas in legislate the Law of Civil Service Management, it can be said that Iranian lawmakers need crossing the old concepts of the administrative law and seek to create a situation in which the interests of citizens are more appropriately provided in the field of administrative law.

Employment relations in the UK civil service

Purpose– The purpose of this paper is to bring together two separate strands of the literature (politics and industrial relations) on civil service management and reform to enable consideration of the industrial relations implications of these changes.Design/methodology/approach– This paper is conceptual and has no empirical base. The paper is a general review of existing literature on the subject.Findings– The paper identifies the importance of historical legacy in both management and union behaviour in the civil service. By revisiting earlier civil service reforms, the reader is able to gain an understanding of the rationale for much of the current restructuring of the civil service. Additionally, any discussion of trade union behaviour should be located in the context of union tradition and evolution.Research limitations/implications– In being a general review, the paper does not report empirical evidence but instead provides the background for future research into civil service industrial relations and management.Originality/value– This paper is the first to provide a systematic review of management restructuring in the civil service whilst at the same time considering union responses. As such, the paper is of interest to academics and practitioners in the areas of both management and politics.

English

Public administration has always been the tool available to African governments for the implementation of developmental goals and objectives. It is seen as being crucial to the growth and development of African economies. To this end efforts have been made in many African countries to increase efficiency through decentralization, restructuring and privatization. This study presents Eritrea’s public administration reform experience, and assesses the extent to which Eritrea has taken up New Public Management reforms. The aim is to show the outcome of reforms on civil service, public enterprises and local government management. It is found that in Eritrea there is a need for periodic review and continuous administrative reform. In the civil service there are absence of promotion, retirement, and lack of competitive wages and salary increments. In local government there are lack of administrative capacity, absence of clear accountability lines and fiscal decentralization, and lack of coordination and information sharing among local government units and line ministries. The Eritrean government should now emphasize on investment in developing human capital towards effective policy formulation, analysis, implementation and evaluation, and on the reform of the public sector itself besides privatization aimed at allowing public enterprises to operate more efficiently and effectively. Key words:  Eritrea, reform, public administration, local government, civil service, public enterprises.

USING OF QUESTIONNAIRE METHODS IN THE CIVIL SERVICE MANAGEMENT

This article presents pilot research findings for effectiveness of governmental body human resources work made to control observation of the Civil Service Law at one of the executive bodies of the Rostov Region. This article proves appropriateness of answering methods to execute extradepartmental control of observation of the Civil Service Law. Purpose: approbation of possibility to implement questionnaire methods into extradepartmental control technology of the state civil service system Method of work: both theoretical methods of analysis and synthesis, comparison, generalization, system approach, and empirical methods (questionnaire method) were used to develop this article. Findings: confirmation of the possibility of introducing implementation of applied sociology methods into the technology of extradepartmental control for observation of the civil service legislation Area of findings application: civil service management.

Central civil service management structures as brokers of de-politicization and evidence based civil service management: A typology

Abstract This article provides a methodological tool for studying central civil service management structures (CCSMS) and their role in de-politicizing the civil service, thereby contributing to evidence-based civil service management. This tool can be used in comparative studies of CCSMS across, but also within countries, since civil service management functions are often split between several central organizations in one country. The comparative study of CCSMS is particularly useful for contemporary policy makers in EU member states, who currently face the challenge of reforming civil service systems due to EU pressure. There is therefore an urgent need to establish which type of central structure would effectively support the EU’s favored values of professionalizing and de-politicizing the civil service. Stemming from theory on organizational autonomy, our typology focuses on two key dimensions of the CCSMS that support these values: decision-making autonomy over individual civil servants and structural accountability.

Теоретичне обґрунтування управління професійним простором державної служби

У статті розроблено основні теоретичні положення стосовно практичних аспектів управління професійним простором державної служби. Розробка теоретичних засад управління професійним простором державної служби надає науці державного управління новий, більш комплексний методологічний інструментарій для адекватного аналізу та управління як соціально-професійними процесами в державній службі, так і процесами, що тривають у підпросторах, полях та середовищах всіх професій. Професійний простір державної служби визначає основні параметри та спрямованість державної служби, професійного середовища державних органів. Як простір спільної діяльності він потребує спеціального формування та управління. Автором описано зміст функцій процесу управління професійного простору державної служби, а також надано відповідні практичні рекомендації. Робиться висновок про те, що професійний простір державної служби має стати висхідною точкою для аналізу, прогнозування, планування, прийняття й реалізації управлінських рішень у сфері управління державною службою в Україні.

Job Satisfaction as a Moderator of the Relationship between Work-Family Conflict and Stress among Female Civil Service Managers

The main objective of the study was to investigate job satisfaction as a moderator of the relationship between work-family conflict and stress among female civil serve managers in the education department. The study was conducted in the geographical outlying town of King William’s Town, and the data was collected from a sample of 100 employees in the education department using: (i) a self-designed biographical and occupational data questionnaire; (ii)to measure occupational stress, Eum, Lee and Paek’s (2007) 23-item Effort-Reward Imbalance questionnaire was used; (iii) Bedenia, Burke and Moffat’s (1998) Short-form Work-family conflict questionnaire was used; and to measure job satisfaction, Halpern’s (1966) 10-item seven-point Likert-type rating scale was used. Data analysis was done by means of the Pearson Product Moment Correlation Technique, Analysis of Variance, and Multiple Regression Analysis. The results indicated that job satisfaction does not moderate the relationship between work-family conflict and occupational stress. The study also indicated a significant positive correlation between work-family conflict and job satisfaction. The results further showed that both work-family conflict and job satisfaction respectively accounts for a significant proportion of variance in occupational stress. DOI: 10.5901/mjss.2014.v5n2p579

Recentralization of local government chief administrative officers appointments in Uganda: Implications for downward accountability

The Uganda Constitution of 1995 spelt out the principle of decentralization by devolution. Accordingly, from 1995 to 2005, district local governments had a dejure mandate to hire and fire all categories of civil servants through their respective district service commissions (DSCs). Following the Constitutional amendment in September 2005, the right to hire and fire district chief administrative officers (CAOs) reverted to central government. Critics of recentralization of CAO appointments contend that the shift in the policy and legislation for managing CAOs runs contrary to the principles of decentralization by devolution. This paper argues that recentralization of CAOs has confused reporting, reduced the autonomy of sub-national governments in civil service management, undermined accountability of CAOs to elected councils, and shifted the loyalty of CAOs from local governments with and for which they work to central government that appoints and deploys them. To deepen accountability in local governments, the paper advocates for decentralization of CAO appointments, but for participation of central government in recruitment of CAOs within the confines of a separate personnel system. It further calls for a rethinking of the current call by the 9th Parliament to recentralize human resource in health in local governments owing to accountability challenges of managing the civil service in sub-national governments under an integrated personnel system.

State of Bangladesh Civil Service Management (2009–2012)

The Awami League (AL)-led Grand Alliance came to power with a ‘Charter for Change’ in 2009 in order to ensure good governance in Bangladesh. From 2009 to 2012, the government has taken various steps to make the civil service efficient and capable. This article strives to explore what the AL government has done to manage the civil service during 2009–12. The article analyses newspaper articles on the AL government’s actions on recruitment, promotion, and transfer. It also analyses the role of the media in exposing the state of the civil service management by conducting structured interviews of purposively sampled respondents. The article shows that the AL-led government has manoeuvred the civil service through partisan decisions on recruitment, promotion and transfer, which have left the civil service management in disarray.

Politics-Bureaucracy Interface in Bangladesh: A Civil Service Management Perspective

Purpose of the paper- This paper analyzes mechanisms, strengths and limitations of recruitment, promotion, transfer of civil servants to point out the manner in which politics-bureaucracy operates in Bangladesh. Approach of the study- This article has reviewed available and relevant literatures on politics-bureaucracy interface and politico-administrative aspects of civil service management in Bangladesh. Findings- Our analysis indicates that politics-bureaucracy interface in Bangladesh is significantly blurred as politics has been making inroads into the bureaucracy through civil service management functions, such as in areas as of recruitment, promotion, transfer and training. In other words, bureaucrats also have been using the process to be involved in politics both at national and local levels to maximise their individual, professional, economic and social gains. Research Limitations-This article is a review one and thus it does not draw inference on politics-bureaucracy interface in Bangladesh based on empirical data. That is why it leaves an open space for future empirical study on this issue.

Driving up Standards: Civil Service Management and Decentralization: Case Study of Uganda

There is a consensus that decentralization by devolution leads to improved service delivery, but debate on the appropriate type of personnel arrangements for delivering decentralized services is far from over. Put differently, the discourse on whether civil service management should be decentralized or devolved still rages on. Little wonder that countries which started off with decentralized civil service management models in the 1990s are currently centralizing some aspects of personnel management while others are having centralized and decentralized personnel arrangements operating side by side in sub-national governments. The paper argues that civil service management should be decentralized whenever a country chooses the path of decentralization by devolution. Using Uganda’s example, the paper highlights two major challenges of managing the civil service under separate personnel arrangements: civil service appointments devoid of merit, and the perennial failure to attract and retain qualified human resource. The paper presents proposals on how to ensure meritocracy in appointments and how to bolster attraction and retention of human capital in local governments.

The post-independence civil service in Kosovo: A message of politicization

This contribution discusses the politicization of the civil service system in Kosovo as a framework through which politicians exert influence in the system. The article employs the concept of formal-political discretion, as a means of explaining and elucidating the extent to which both the United Nations Interim Administration Mission in Kosovo (UNMIK) and current legislation regulating civil service preconditions/pre-favours the politicization of the senior civil service in Kosovo. It first discusses the concept of politicization based upon current scholarship and gives hints on the way in which these concepts fit with both UNMIK and Kosovo’s current situation. Next, the article discusses and compares the previous civil service system built by UNMIK with the current one – built in post-independence Kosovo based upon the formal-political discretion model. The article further argues that the former system of civil service – in contrast to the current system – provided less formal-political discretion to political elites with which to politicize the senior civil service. The article concludes by suggesting that the current post-independence legislation regulating the civil service grants the executive institutions a significant level of formal-political discretion in the appointment, dismissal and promotion of civil servants.Points for practitionersThe articles offers a thorough, both theoretical and practical, policy explanation of the model and structure of Kosovo's civil service, hinting on the previous and current legislative gaps that allow for partisan influence and control. The article also portrays the routes via which the politicization of the civil service in Kosovo is being developed, giving insights on how civil servants perceive such a process. Comparing the previous civil service system with the current one, the article informs practitioners on the directions that the new reform on Kosovo's civil service should take. Finally, the article provides in-depth policy information on the means to redesign the key protection mechanisms of Kosovo's senior civil service management.

Civil Service Management in Devolved Government: Reconciling Local Accountability and Career Incentives in Pakistan

This paper looks at the case of Pakistan’s decentralization reform of 2001–09 and its impact on civil service management. A key point made in this paper is that the relationship between organizational change and civil service is, by no means, unidirectional. The issues are viewed in the context of decentralization, its opportunities, and outcomes for efficiency and equity. We then evaluate whether administrative decentralization has enhanced or diminished the potential for political and fiscal decentralization for service delivery in Pakistan.

PUBLIC AGENCY LEADERSHIP: THE IMPACT OF INFORMAL UNDERSTANDINGS WITH POLITICAL APPOINTEES ON PERCEIVED AGENCY INNOVATION IN TAIWAN

In Taiwan's post‐democratization, public managers reduced their leadership and initiative‐taking, thereby creating concerns about public sector leadership. This article defines the concept of informal ‘executive initiative understandings' (EIUs) between political appointees and career executives, and examines how such understandings affect public managers' efforts and agency leadership. Based on an in‐person survey of Taiwan central government executives, findings show that: (1) about half of senior career executives agree that they have an informal understanding with appointees' about their initiative‐taking; and (2) having an EIU significantly and strongly increases executives' efforts and perceptions of agency innovation. This study also finds (3) that EIUs are associated with executives' public service motivation, perceptions of appointees' competence, and executives and appointees having similar political views. This article concludes with suggestions for increasing executive initiative‐taking in public agencies.