Relevant bibliographies by topics / Australia Officials and employees Selection and appointment

Academic literature on the topic 'Australia Officials and employees Selection and appointment'

Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Australia Officials and employees Selection and appointment"

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Map, Jurnalmap, and Herawati ÔÇÄ. "IMPLEMENTASI KEBIJAKAN PENGANGKATAN APARATUR SIPIL NEGARA DALAM JABATAN STRUKTURAL DI KABUPATEN INDRAGIRI HILIR PROVINSI RIAU." MAP (Jurnal Manajemen dan Administrasi Publik) 4, no. 1 (April 20, 2021): 41–54. http://dx.doi.org/10.37504/map.v4i1.304.

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This study aims to describe the implementation of the policy of appointing state civil servants in structural positions and the factors that influence them in Indragiri Hilir Regency. This research uses descriptive qualitative research and data collection with in-depth interviews. The process of implementing ASN appointment in Indragiri Hilir Regency there are 5 stages including planning, announcement, registration, selection and appointment. Planning is carried out based on the proposed workforce needs and the slack of officials in the region which are forwarded to each agency. The announcement phase was carried out by the Baperjakat Team after it was discovered that the SKPD needed employees and had been scheduled beforehand. The registration and selection stage for the appointment of the State Civil Apparatus in Indragiri Hilir Regency is the core stage in the appointment process. The final stage in the process of appointing a State Civil Apparatus in a position in Indragiri Hilir Regency is the appointment stage. This stage was carried out after the ASN candidate had carried out the examination and was declared eligible to become a State Civil Apparatus. Keywords: appointment, state civil apparatus
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Map, Jurnalmap, Herawati ÔÇÄ, Sri Mulyani, and Hadi Susanto. "IMPLEMENTASI KEBIJAKAN PENGANGKATAN APARATUR SIPIL NEGARA DALAM JABATAN STRUKTURAL DI KABUPATEN INDRAGIRI HILIR PROVINSI RIAU." MAP (Jurnal Manajemen dan Administrasi Publik) 4, no. 2 (July 5, 2021): 180–93. http://dx.doi.org/10.37504/map.v4i2.315.

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This study aims to describe the implementation of the policy of appointing state civil servants in structural positions and the factors that influence them in Indragiri Hilir Regency. This research uses descriptive qualitative research and data collection with in-depth interviews. The process of implementing ASN appointment in Indragiri Hilir Regency there are 5 stages including planning, announcement, registration, selection and appointment. Planning is carried out based on the proposed workforce needs and the slack of officials in the region which are forwarded to each agency. The announcement phase was carried out by the Baperjakat Team after it was discovered that the SKPD needed employees and had been scheduled beforehand. The registration and selection stage for the appointment of the State Civil Apparatus in Indragiri Hilir Regency is the core stage in the appointment process. The final stage in the process of appointing a State Civil Apparatus in a position in Indragiri Hilir Regency is the appointment stage. This stage was carried out after the ASN candidate had carried out the examination and was declared eligible to become a State Civil Apparatus.Keywords: appointment, state civil apparatus
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Pyrih, I. "TO THE QUESTION OF ACCESSORIES OF JUDICIAL EXAMINATION TO INVESTIGATIVE ACTIONS." Criminalistics and Forensics, no. 64 (May 7, 2019): 58–68. http://dx.doi.org/10.33994/kndise.2019.64.03.

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The article deals with problematic issues related to the norms of criminal procedure legislation, considering the involvement of an expert as an investigative action. Among criminal scientists and proceduralists there is no consensus on the procedural definition of forensic examination. Most of them include forensics to investigative actions. By the definition of a forensic examination, it is clear that an integral feature of a procedural action is to conduct it exclusively by officials of state bodies authorized by law to conduct criminal proceedings. These include: employees of the operational units, an investigator, a prosecutor, a judge. The subject of the examination is an expert – a person not authorized by law to conduct investigative actions. That is why, in our opinion, it is impossible to refer an examination to investigative actions. Proponents of referring a forensic examination to investigative actions most often mean it as «the appointment and conduct of a forensic examination». It is argued that actions regarding the appointment and conduct of the examination are different in nature and subjects of conduct. If we consider the stage of appointment of the examination, and for the current Criminal Procedure Code of Ukraine – the involvement of an expert, then its subject is the investigator. The subject of the examination is an expert. Considering the characteristic features of the investigative action, it can be concluded that the stage of appointment of the examination or the involvement of an expert, which scientists consider as preparatory to the examination, has all the signs inherent in an independent investigative action. It is governed by the rules of procedural law, carried out in the framework of criminal proceedings, authorized by the person. When an expert is involved, the investigator conducts certain actions, the result of which is reflected in the ruling of the investigating judge. The purpose of the examination is to obtain, research and verify evidence. Considering the involvement of an expert as a separate investigative action, we define its content, divided into generally accepted stages: preparatory, working and final. To the preparatory stage, we include such actions: the decision to conduct an examination; selection of an expert institution or a private expert; determination of the type of examination and subject of study; determining the order of appointment of examinations in relation to the same objects; timing of appointment examination. The following should be attributed to the working stage: selection of objects for examination; receipt of the decision of the investigating judge for the examination. The final stage consists of the following stages: determining the circle of persons who may be present during the examination; referrals and necessary materials to the expert institution. Key words: investigative (search) action, forensic examination, appointment of expertise, involvement of an expert.
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Pronevych, O. "THE INSTITUTE OF COUNSELOR IN THE DOMESTIC SYSTEM OF PUBLIC SERVICE: THE STATE AND PROBLEMS OF LEGAL FIXING." Bulletin of Taras Shevchenko National University of Kyiv. Legal Studies, no. 118 (2021): 106–12. http://dx.doi.org/10.17721/1728-2195/2021/3.118-19.

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The article is devoted to understanding the specifics of the social mission and the state of legal consolidation of the administrative legal personality of councilors in public authorities and local governments. It is emphasized that the problem of selection of candidates for the positions of advisers to the heads of public authorities is the subject of lively discussion, as a rather controversial collective image of the adviser has formed in the public consciousness. This is due to his belonging to officials who hold a particularly responsible position and perform official duties in the presence of a high level of corruption risks. It is established that the commitment of candidates for advisers is carried out in the context of providing scientific support for the formation and implementation of public policy, implementation of best management practices, finding optimal management and legal algorithms for resolving conflicts, improving the quality of management decisions. The urgent need to improve the domestic service legislation by adopting a special law on patronage service in order to unify the legal framework for the organization and operation of patronage services. First of all, it is necessary to normatively enshrine the right of specific public authorities to establish a patronage service, to provide an exhaustive list of patronage service positions for each of these bodies, to provide the right of equal access to patronage service, to introduce a single mechanism for selection and appointment of patronage service employees. professional achievements and personal business qualities, to differentiate their powers depending on the specifics of public authority of individual officials, which create patronage services. There is also a need to specify the functions, main tasks and powers of advisers to heads of public authorities, articulation of basic qualification requirements for candidates for advisers, clear definition of legal bases of interaction of advisers with career civil servants and communication with civil society institutions, articulation of moral and ethical imperatives. official activity of advisers. Keywords: public service, patronage service, adviser in state authorities and local self-government bodies, staff adviser, advisor on a voluntary basis.
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Baghadam, Ghazanfar, Saeed Sayadi, Hamdolla Manzari Tavakoli, Sanjar Salajegheh, and Ayob Sheykhi. "Educating a Human Resources Accounting Model in the Maskan Bank Branches of Shiraz." Revista Tempos e Espaços em Educação 13, no. 32 (March 18, 2020): 1–21. http://dx.doi.org/10.20952/revtee.v13i32.13261.

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The aim of the present study is to Educate a human resources accounting model in the branches of Maskan Bank of Shiraz. The research population to test the model included 30 experts. The opinions of 200 managers, deputies, and head of the headquarters, deputy of the headquarters, bank officials and experts of the branches were used to measure variables in branches of Maskan Bank in Shiraz. This research is a descriptive research conducted by using survey method. It is also a developmental-applied research in terms of objective. A combination of library and field studies was also used to collect the data. The data collection tool to measure non-monetary valuation was a questionnaire whose validity and reliability were confirmed. Monetary valuation was done using the information obtained from human resources development management of Fars Province Maskan Bank. Data were analyzed by SPSS24 software and Excel software. The research results confirmed the proposed model and showed that non-monetary valuation components used in this study included supply cost, health services cost, welfare cost, sports club cost, holding training course cost, salaries, overtime, appointment cost, and selection cost. Non-monetary valuation in this study also includes motivation and reward, commitment and loyalty to the organization, creativity, leadership skills, participation, communication, decision making, change, professional skills, applying positive self and others’ capabilities, and development of team capabilities. By educating this model employees can reach prosperity along with Bank’s achievement.
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Bobrova, N. A. "Conflict of interest: law enforcement and conflictology." Law Enforcement Review 5, no. 4 (January 5, 2022): 89–99. http://dx.doi.org/10.52468/2542-1514.2021.5(4).89-99.

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The subject. The article is devoted to conflictology as one of the most relevant, almost significant, debatable problems in law theory, legal sciences, political science, philosophy, psychology and economics. The author analyzes specific examples of conflicts of interest in various corruption spheres and manifestations, for example, in the sphere of participation of economic actors in the procurement announced by state and municipal authorities.The purpose of the article is to identify the nature of conflicts of interest as the basis of corruption.The methodology. The author uses comparisons of common and private, cause and effect, patterns and randomness, content and form, essence and phenomenon, the transition of quantity into quality, as well as the methods of sociology and psychology.The main results, scope of application. The article analyzes the relationship between corruption and nepotism. The article discusses legal and moral ways to prevent conflict, the role of ethical standards in conflict prevention, regulatory framework for preventing and settling them, the ratio of conflict of interest and employee qualifications, balance of material and personal interest, Commissions to prevent conflicts of interest, guaranteeing the role of writing notice of a conflict of interest, Features of the notification procedure, moral means of preventing and resolve conflicts of interest. Exclusively legal methods are insufficient to prevent and eliminate conflicts of interest and corruption-related risks. A combination of legal and moral measures is necessary, and most importantly, the exclusion of kinship and other forms of nepotism in the formation of government bodies and the appointment of officials, the hiring of state and municipal employees. It is necessary to exclude formalism from the institution of competitive selection of civil servants.Conclusions. The elimination of the contradictions between some federal anti-corruption laws has much less effect on the state of corruption in the state than the flourishing nepotism. The exercise of official functions takes place in the form of law enforcement: if there is no application of the law – there is no corruption. The main emphasis should be directed to the process of forming the apparatus of state and municipal authorities, employees of state and municipal institutions, primarily in the educational sphere, on which the upbringing of new generations of employees depends, the steady observance of high professional and moral requirements imposed on state and municipal employees and teachers in schools and universities.
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Semenova, Natalia L., and Sergey V. Lyubichankovskiy. "THE INSTITUTE OF MILITARY GOVERNORSHIP IN THE ADMINISTRATION OF THE ORENBURG PROVINCE AT THE END OF THE 18TH — FIRST HALF OF THE 19TH CENTURIES." Ural Historical Journal 77, no. 4 (2022): 157–67. http://dx.doi.org/10.30759/1728-9718-2022-4(77)-157-167.

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At the end of the 18th — first half of the 19th century, the Orenburg province was a vast frontier region in the southeast of the Russian Empire. The border position on the border with the Kazakh steppe, the presence of a defensive line on which irregular troops served, the motley ethno-confessional composition of the population were the differences between this territory and the “internal provinces”. The specifics of the Orenburg province led to the formation of a special regional administration. Its center was the institution of military governorship, which had the features of a special administration. The status of the military governor, as a “chief of the province”, was determined by the law of appointment; the possibility of direct appeal to the emperor; principles of selection for the position; powers for military border management, management of the Separate Orenburg Corps, management of the civilian part of the province. He had the right of administrative initiative, control and supervisory functions in relation to provincial institutions. The government showed interest in the stable functioning of the institute of military governorship. This was reflected in the expansion of the staff of the office, the adaptation of its structure to the functions performed, and the increase in the employees’ salaries. Officials on special assignments were among the most trusted persons of the military governor. They took a real part in the administration of the region. The regional model of governance of the Orenburg province at the end of the 18th — first half of the 19th century solved the problems it faced. It ensured stability and unity of government in the vast border region.
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Gula, Olena. "FOREIGN EXPERIENCE OF HUMAN RESOURCES IN THE PUBLIC GOVERNANCE SYSTEM." Electronic scientific publication "Public Administration and National Security", no. 1(17) (2017). http://dx.doi.org/10.25313/2617-572x-2021-1-6952.

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The article analyzes the experience of foreign countries in ensuring personnel security in the public administration system. However, abroad, personnel security is not considered as the basis for the formation of an effective public service system. At the same time, there are personnel procedures and mechanisms that ensure the protection of the public administration system from unprofessional, dishonest employees, at the same time there is a whole set of procedures for personnel development and improvement. The institution that provides personnel security in the US public service is the Bureau of Civil Service Personnel Management, which is tasked with ensuring the centralization and coordination of personnel work in the administration of public administration. The competence of the Bureau includes the appointment of employees to positions and their promotion, evaluation of their work, training, promotion and punishment, development of recommendations for improving staffing. For most American officials, promotion is based on the principle of the merit system - the selection of the best candidates for promotion in competitive exams, as well as on the basis of an annual assessment of their performance. In the very center of personnel security of public administration in France is the principle of distinction between rank and type of work. For the development of professionalism, the civil service provides for the development of mobility among civil servants. In order to introduce elements of comparison between different tasks (different types of work) and help to organize a real career growth based on the capitalization of different professional experiences enriched with mobility, as well as continuous training, it is necessary to create a system of interconnection. This is what in France is called a "grid" of qualifications and awards. Personnel security of the Spanish public administration system is organized on the principle of the so-called career or closed system, the main feature of which is the recruitment of staff to public authorities (announcements and administrative processes) for a separate position at the basic level, within which career advancement is possible. promotion) and salary increase.
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Dissertations / Theses on the topic "Australia Officials and employees Selection and appointment"

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黃慧妍 and Wai-yin Erica Wong. "A study of the recruitment and selection of assistant education officer in the Education Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B31966664.

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Mthethwa, Kholekile F. "Training and localisation policy: a case study of Swaziland." University of the Western Cape, 2004. http://etd.uwc.ac.za/index.php?module=etd&amp.

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The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.
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Mettler, Heinrich. "An evaluation of the recruitment and selection policy and practice in the Department of Water Affairs and Forestry." Thesis, Port Elizabeth Technikon, 2004. http://hdl.handle.net/10948/232.

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The objective of this study was to evaluate the current recruitment and selection policy of the Department of Water Affairs and Forestry (DWAF) and to determine whether the recruitment and selection practices comply therewith. To establish whether the policy enhances DWAF’s objective to improve its service delivery, a content analysis of the recruitment and selection policy was executed. To determine whether the recruitment and selection practices comply with the written and accepted policy a questionnaire was designed based on the provisions of the policy and best practices. The questionnaire was personally delivered to 50 potential respondents, of which 35 completed it. The completed questionnaires were processed and analysed using Microsoft Excel 2000. The policy was found to be well researched, comprehensive and efficient to DWAF’s missions and objectives. It however showed signs that indicate the danger of being applied inconsistently. Clarity in terms of procedural sequence and conditions for use eluded some policy provisions, making it acceptable to assume and base decisions on the users discretion. Trained human resource managers guide recruitment and selection practices. The study concluded that the policy was being implemented: the recruitment and selection practices within DWAF complied with its accepted policy. There are standardisation on advertising as recruitment method, and interviewing as selection method. The recruitment and selection activities that are not mentioned within the recruitment and selection policy are done at the line manager and human resource manager’s discretion - this is found to be inconsistent and potentially dangerous to the process. DWAF employs recruitment and selection as tool to enhance performance management and effective service delivery. Recommendations are made to assist DWAF in its quest to achieve maximum return on investment from its human capital.
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De, Kock Francois Servaas. "The validation of the selection battery for pilots of the South African Air Force." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/50198.

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Assignment (MComm)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: The recent procurement of modern fourth-generation fighter aircraft by the South African Air Force (SAAF), severe budget constraints, as well as demographic transformation of the South African National Defence Force (SANDF) impacted heavily on the selection and training of SAAF pilots. Against this backdrop, this predictive criterion-related validation study attempted to find an optimal battery to predict various aspects of pilot training performance, using all SAAF qualified pilots from 1997 to 2002 as the sample (N=107). Multiple regression analyses were performed to construct a model which can be used to predict the success of trainee pilots in three phases of pilot training, namely officers' formative training, ground school training and practical flight training. Stepwise regression analyses with training grade achieved as criterion were performed on the data for each of the phases of training. Multiple correlations of 0,34 (p<0,001), 0,21 (p>0,05) and 0,22 (p<0,05) were obtained for flight, ground school and formative training results respectively. Various recommendations regarding the present composition of the battery are made
AFRIKAANSE OPSOMMING: Die onlangse aanskaffing van moderne vierde-generasie vegvliegtuie deur die Suid Afrikaanse Lugmag (SALM), sowel as omvattende begrotingsbeperkinge en die demografiese transformasie van die Suid-Afrikaanse Nasionale Weermag (SANW) het In swaar impak op die keuring en opleiding van SALM vlieëniers gehad. Teen hierdie agtergrond het hierdie voorspellende kriteriumgerigte valideringsstudie gepoog om In battery saam te stel wat die verskeie aspekte van prestasie tydens vlieëniersopleiding optimaal kon voorspel. AI die SALM vlieëniers wat gekwalifiseer het van 1997 tot 2002 is in die steekproef ingesluit (N=107). Meervoudige regressieontledings is uitgevoer om In model te bou wat die sukses van kandidaatvlieëniers kon voorspel tydens die drie fases van opleiding, naamlik offisiersvorming, grondskool en praktiese vliegopleiding. Stapsgewyse regressie-ontleding is gedoen vir elke fase van opleiding, met opleidingspunt behaal as kriterium in elke fase. Meervoudige korrelasies van 0,34 (p<0,001), 0,21 (p>0,05) en 0,22 (p<0,05) is verkry vir vlieg-, grondskool-, en vormingsopleidingspunt onderskeidelik. Verskeie aanbevelings in verband met die samestelling van die battery word gemaak.
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Dolgin, Anthony Shane. "The expanding role of the United States Senate in Supreme Court confirmation proceedings." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ37201.pdf.

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McMahon, Adam Michael. "From Blooming Judicial Philosophies to Castrated Legislation: Sexuality, Desire, and Nominations to the Supreme Court of the United States." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/288.

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Society and institutions of government reinforce norms that constrain the behavior of individuals. Heteropatriarchal norms traditionally favor the perspective of white, male, heterosexual, reason, judicial restraint, and democratic authority over their binary, and minority, counterparts: black, female, homosexual, desire, judicial activism, and individual rights. According to the theory of Queer New Institutionalism, these dichotomous pairs are mutually dependent upon each other for definition and maintenance. The perpetuation of these binarisms is made through language, often assumed and unquestioned. However, the use of sexualized language and metaphors are identified in efforts to draw suspicion and consternation for these minoritized Others. When the presence of an Other is missing, those that would reinforce these norms being to skirt the line between the pairings, taking the position of the individual they would otherwise criticize. By utilizing critical discourse analysis, Supreme Court nomination hearings during the 109th and 111th Congresses were reviewed for support for the theory of Queer New Institutionalism. Senators and witnesses before the committee operated within the constraints of binary thinking and instances of sexualized and gendered language, as well as metaphors, were used to perpetuate these norms and link the nominees to the suspicion surrounding Others.
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Wangkajornwuttisak, Amporn. "Senior executive service candidate development programs : a descriptive analysis of five federal agencies /." Diss., This resource online, 1994. http://scholar.lib.vt.edu/theses/available/etd-06062008-145016/.

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Ramsey, Evelyn Michele Eaton. "Enacting Racism: Clarence Thomas, George Bush, and the Construction of Social Reality." Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278489/.

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This study analyzes the confirmation hearings discourse of Clarence Thomas and George Bush. Language constructs social reality. The United States has a history of racism and this history manifests itself in our language. The discourse of Clarence Thomas and George Bush created a social reality that equated opposition to Thomas' confirmation with racism using rhetorical strategies that included metaphor and narrative construction.
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錢樑. "領導幹部選拔任用制度中晉升工作之研究 : 問題、原因及對策." Thesis, University of Macau, 2004. http://umaclib3.umac.mo/record=b1636904.

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Gijana, Andile Patrick. "Assessing challenges in public appointments and recruitment processes in Chris Hani District Municipality: a case study of human resource department in Lukhanji Local Municipality." Thesis, University of Fort Hare, 2011. http://hdl.handle.net/10353/325.

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The aim of this study was to assess challenges in Public Appointments and Recruitment Processes in Chris Hani District Municipality: A case study of Human Resource Department in Lukhanji Local Municipality (2008-2010) of the Eastern Cape Province. There has never been a detailed research study conducted in the Chris Hani Human Resource Department, regarding the subject in question. The Constitution of the Republic of South Africa in Section 195(i) directs that Public Administration must be broadly representative of the South African people, with employment and personnel management practices based on ability, objectivity, fairness and the need to redress the imbalances of the past to achieve broad representation. The literature review explored extensively the models used in implementing recruitment and appointment processes globally. From those tested models elsewhere, it was evident that South Africa has a great Constitution and good policies regarding Local Government Human Resource Department recruitment and appointment processes not withstanding some challenges cited in the study. This assessment of challenges in the public appointments and recruitment processes in Chris Hani District Municipality assisted in the establishment of the real facts about effective and fair recruitment and appointment processes in the Local Government Human Resource Management Department to deserving communities. It became clear from the study that providing efficient and fair recruitment and appointments processes to the Local Government Human Resource Department in South Africa requires a broader advocacy agenda encompassing the development of Human Resource systems and the generation of numerous skills and expertise to deliver services to the poor people of our country.
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Books on the topic "Australia Officials and employees Selection and appointment"

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Only the most able: Taking the politics out of presidential appointments. Lanham, Md: Rowman & Littlefield Publishers, 2012.

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Roy, S. K. Dey. The Law's law governing ad hoc appointment & promotion. Bhubaneswar: The Law, 2004.

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Paganetto, Giuliana. Il potere governativo di nomina. Napoli: E. Jovene, 1994.

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Public Service Commission of Canada. Staffing information =: Renseignements sur la dotation. [Ottawa, Ont.]: Public Service Commission of Canada, 1993.

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Imo State (Nigeria). Appointments Review Committee on Appointments. Government white paper on the report of the Review Committee on appointments made between 10th January 1999 and 28th May 1999 in the Imo State public service. Owerri: Office of the Secretary to the State Government, Imo State of Nigeria, 1999.

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Luân chuyển cán bộ, khâu đột phá trong công tác cán bộ ở tỉnh Đăk Lăk: Sách tham khảo. Hà Nội: Nhà xuất bản Chính trị quốc gia, 2010.

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Tsay, Jenn-Rong. Leistungshemmende Faktoren im Recht des öffentlichen Dienstes und Reformbestrebungen in der Bundesrepublik Deutschland und in der Republik China (Taiwan). Tübingen: Sofort-Druck, 1987.

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Hòa, Lê Thị Thanh. Lựa chọn và sử dụng nhân tài trong lịch sử. Hà Nội: Khoa học xã hội, 1994.

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United, States Congress Senate Committee on Commerce Science and Transportation. Nominations--May-June: Hearings before the Committee on Commerce, Science, and Transportation, United States Senate, One Hundred First Congress, first session, on nominations, May 12, 1989 ... Washington: U.S. G.P.O., 1989.

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Lê, Thị Thanh Hoà. Việc đào tạo và sử dụng quan lại của triè̂u Nguyẽ̂n từ năm 1802 đé̂n năm 1884. Hà Nội: Nhà xuá̂t bản Khoa học xã hội, 1998.

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