Relevant bibliographies by topics / Civil service Australia Officials and employees

Academic literature on the topic 'Civil service Australia Officials and employees'

Author: Grafiati
Published: 10 December 2022
Last updated: 29 January 2023

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Journal articles on the topic "Civil service Australia Officials and employees"

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Shumylo, Mykhailo. "Judicial assistant: current state of legal regulation and review of court practice." Yearly journal of scientific articles “Pravova derzhava”, no. 32 (2021): 323–30. http://dx.doi.org/10.33663/0869-2491-2021-32-323-330.

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Patronage service(executive support service)is a type of service and employment relations that arise, change and terminate to ensure effective, proper and quality performance of their duties by officials who are legally entitled to have a patronage servant. The term “patronage” comes from “patronatus” in Latin- the state or rights of the patron. In the national legislation, the patronage service is a quite new category and was first introduced in 1993 with the adoption of the Law on Civil Service, and therefore has no old traditions. The change in the status of the patronage service in Ukraine indirectly indicates its formation. There is no single approach to the principles of patronage service in foreign countries, for example, in Italy and Germany patronage service does not stand out as a separate concept, but such kind relationships are included in the public service, while in Australia, Britain, Georgia, Canada, Lithuania and Poland patronage service conceptually stands out as a category of public service with a number of special rules. The establishment of a patronage service in Ukraine was an objective necessity and today it operates in the system of legislative, executive and judicial branches. The labor functions of patronage service employees are directly correlated with the labor functions of public law official to whom they are assigned (subordinated). The patronage service includes advisers, assistants, commissioners, press-secretaries of the President of Ukraine, employees of the secretariats of the Chairman, First Deputy Chairman and Deputy Chairman of the Verkhovna Rada of Ukraine, employees of patronage services of the Prime Minister of Ukraine and other members of the Cabinet of Ministers of Ukraine, advising assistants of People's Deputies of Ukraine, judicial assistants and scientific advisers to judges of the Constitutional Court of Ukraine, judicial assistants, advisers to the Chairman of the Supreme Court and chairmen of cassation courts, as well as positions of patronage servants in other state bodies. At the same time as for judiciary, part 4 of Article 92 of the Civil Service Law (2015) states that the specifics of patronage service in courts, bodies and institutions of the judicial system are determined by the legislation on the judiciary and the status of judges. Judicial assistants are an integral part of the judiciary. Despite their legal status, whether civil or patronage servants, the lion's share of work is performed by judicial assistants. It can be concluded, directly or indirectly, that effective work of a court or a judge is not possible without the effective work of judicial assistants (judges' offices) and this interdependency is obvious. It should also be noted that a significant number of assistants later become judges, or if we take a look at the biographies of judges of all levels we can find out that many of them took their first steps in the legal profession as judicial assistants. This might lead to the conclusion that “judicial assistants environment” is a kind of a personnel reserve of the judiciary.
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Gurdon, Michael A. "Divergent Paths: Civil Service Employment Relations in Australia and Canada." Articles 42, no. 3 (April 12, 2005): 566–76. http://dx.doi.org/10.7202/050336ar.

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This article describes the legislated strengthening of employee involvement in decision-making within the federal civil service in Australia. While the quite distinct differences between the two industrial relations Systems must be recognized, particularly the resulting distribution of power between the government as employer and its employees, aspects of the general philosophy underlying the Australian model may find some useful applications as the Canadian public sector Systems continues to evolve.
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Iqbal, Muhammad. "Is Good Governance an Approach to Civil Service Reforms?" Pakistan Development Review 45, no. 4II (December 1, 2006): 621–37. http://dx.doi.org/10.30541/v45i4iipp.621-637.

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The Civil Service refers to the body of officials who carry out functions of government under the direction and supervision of the head of government [Rahman (1998), p. 2]. Excluded in this definition are employees of state-owned enterprises, the army, teachers, the judiciary and the police who, together with civil servants, collectively constitute the public sector. It is the civil service, and not the public sector, which will be the focus of this paper. Civil Service arrangements have emerged as important mediating institutions which interface between the state and its citizens. Traditionally these were monolithic, centralised, powerful structures with immense power over the management of the affairs of a nation, and often not very responsive to the changing needs of governance and public management.
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Selitubun, Yakobus Yosias. "Motivation of public service at the department of population and civil registration (Dukcapil) of Merauke Regency." International journal of social sciences 5, no. 4 (October 11, 2022): 262–68. http://dx.doi.org/10.21744/ijss.v5n4.1982.

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This study aims to analyze the motivation of public services at the Department of Population and Civil Registration (Dukcapil) Merauke Regency. The method used in this research is a qualitative research research. The results of this research show 1) The level of interest of officials in the Department of Population and Civil Registry of Merauke Regency in making public policies that make it easier for the community to provide services. 2) The commitment of all employees at the Department of Population and Civil Registry of Merauke Regency to the public interest is very good. But peru must be improved again. 3) Lack of sympathy or compassion for the employees at the Population and Civil Registry Office of Merauke Regency, because there are still many complaints from the community regarding difficulties and taking care of family cards and birth certificates and their complaints are not responded to by employees at the Population and Records Office Merauke Regency Civil. 4) The lack of self-sacrifice that is owned by the Merauke Regency Population and Civil Registration Service employees because there are many complaints from the community where in community service they feel dissatisfied.
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Jafar, M. Ulfatul Akbar, M. Taufik Rachman, and Dedy Iswanto. "PERSEPSI PEGAWAI TERHADAP KEHADIRAN CALO LAYANAN ADMINISTRASI PADA DINAS KEPENDUDUKAN DAN CATATAN SIPIL KABUPATEN BIMA." Journal of Government and Politics (JGOP) 2, no. 2 (December 22, 2020): 166. http://dx.doi.org/10.31764/jgop.v2i2.3147.

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Public interest in the community is the main target in public service providers. Officials of the Office of Population and Civil Registry as a bureaucrat at the regional level are required to be able to handle the constraints faced in the government's promoted development efforts. Officials of the Office of Population and Civil Registration must be able to carry out its first function is to provide services to the community well, deft, effective and efficient. Another problem that often arises is the discipline of employees in providing services this proved many employees who come not on time, start the service not on time, rest not in time, and employees also home before the time to go home. This also greatly affects the service because if the shortage of employees then the counter service that will be opened also a little, so that the impact of many people who are not served. The purpose of this research are; 1) To know Employee Perception Against Attendance of Administration Service Bureau at Department of Population and Civil Regent of Bima Regency; 2) To know the Factors that may affect the Presence of Calo Administration Services At the Department of Population and Civil Registration Bima District.This research uses qualitative approach method with technique of determination of informant use Purposive sampling, meaning intentionally intake technique. Methods of data collection ie observation, interview (Interview) and documentation. Data type is qualitative data and sourced from secondary and primary data with data analysis technique Data Reduction, Data Presentation (Data Display), and Conclusion drawing / verification.The result of research shows that: The distance of the Office of Population and Civil Registry of Bima Regency is far and there is no public transportation passing through it. So that has a private vehicle that many do service in the Department of Population and Civil Registry Bima District, for people living in remote areas usually take care of services, especially the service of birth certificate by handing someone close to his relationship with bureaucracy or brokers even if they have to pay more. The presence of brokers is difficult to separate from public services. But now their existence began to decrease, because the government increasingly simplify the process of document management and licensing.)
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Aksa, Rahadian. "DISCRIMINATION OF PUBLIC SERVICE IN POPULATION AND CIVIL REGISTRATION AGENCY NORTH LAMPUNG REGENCY." NATAPRAJA 6, no. 1 (August 6, 2018): 11. http://dx.doi.org/10.21831/jnp.v6i1.20702.

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The objective of this research is to determine the forms and causes of discrimination in the services delivery provision of North Lampung population and civil registration agency. The research was a descriptive qualitative. Research results showed the prevalence of discriminatory practices in the delivery of services in the Population and Civil Registration agency in North Lampung Regency. Dissemination took forms of time required, and cost incurred to obtain services, attitude of service providers, and procedures that differed between those that applied to ordinary citizens (long and tedious) and for others (short and quick) that included the rich, officials, community leaders and relatives or acquaintances of population and civil registration agency. However, there was no evidence of discrimination in service delivery that was based on race and religion. Culture, as manifested in paternalistic form and bureaucratic hierarchy was the main cause of discrimination in the services delivery in population and civil registration agency. Thus, paternalism and bureaucracy culture underlie favoritism accorded to officials and rulers, individuals in key positions of government and society, and relatives and acquaintances of employees in the agency as opposed to other members of society.
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Wen, Bo, Shui-Yan Tang, and Carlos Wing-Hung Lo. "Changing Levels of Job Satisfaction among Local Environmental Enforcement Officials in China." China Quarterly 241 (September 2, 2019): 112–43. http://dx.doi.org/10.1017/s0305741019000791.

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AbstractAs a result of multiple waves of administrative reforms in the past three decades, China's civil service has become more professionalized. Yet public employees appear to have become increasingly dissatisfied in recent years. Based on questionnaire surveys and interviews with environmental enforcement officials in a southern city, this paper traces changes in the job satisfaction levels of these officials between 2000 and 2014. It shows that satisfaction with the extrinsic rewards received and overall job satisfaction declined during this period. These downward trends partly reflected the increasingly challenging institutional environments faced by the officials: rising political and societal demands, inadequate fiscal and personnel resources, and limited enforcement authority. In addition, as the officials became more highly educated and professionalized, mission match became a stronger antecedent of job satisfaction. These findings suggest the importance of meeting the motivational needs of a more professionalized workforce.
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Olijnyk, A. M. "Basic principles in the mechanism of assessment of employees of the organs of incomes and charges in Ukraine." Public administration aspects 6, no. 9 (October 19, 2018): 73–79. http://dx.doi.org/10.15421/151856.

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The article analyzes the issues of principles in the mechanism of assessment of employees of the organs of incomes and fees, as the main, initial ideas, guidelines used in the evaluation process of officials of the fiscal services. It is revealed that the principles are an important part of the civil service, and the definition of their content during the assessment is a determining factor in a stable personnel policy in the system of organs of the fiscal service.The normative list of principles of civil service, consisting of rule, lawfulness, professionalism, patriotism, integrity, efficiency, ensuring equal access to public service, political impartiality, transparency and stability are considered.It is determined that the list of evaluation principles is contained in the «Typical evaluation procedure for the performance of civil servants» and consists of the principles of objectivity, authenticity, accessibility and transparency, interaction and respect for dignity. However, this list of principles does not cover the whole assessment procedure, therefore, we propose to include the following principles of civil servants’ assessment of the revenue and expenditure of the organs of government as follows: legality, equality of all before the law, objectivity, transparency and openness, humanism, interaction of sub objectives of evaluation, professionalism. The principles of evaluation of employees of the organs of incomes and fees are considered and characterized, attention is paid to their normative content and the mechanism of their implementation.It is concluded that the principles in the mechanism for assessing employees of the organs of income and fees determine certain patterns in the system of organization of service in the fiscal services, highlight the general provisions of the civil service in these organs, establish their organizational and legal ties.
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Rengifurwarin, Zainal Abidin. "Analysis of Public Service Professionalism at the Department of Population and Civil Registration Ambon City." International Journal of Science and Society 2, no. 4 (October 10, 2020): 383–403. http://dx.doi.org/10.54783/ijsoc.v2i4.223.

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Public services by local government officials are currently required to be carried out professionally is a tough task to improve the expected quality. In reality, the service quality has not been satisfactory, including at the Ambon City Population and Civil Registry Service (Hereinafter known as DISDUKCAPIL). This research aims to analyze and explain the description of how the quality of public services in this department, and the dimensions of employee service professionalism, are determinants of support and obstacles. The number of informants in this research was 11 people. The research data were collected through interview techniques, observation and documentation, and analyzed using qualitative descriptive analysis techniques. The findings of this research indicate that the level of service quality in the field of population administration at the research location is in quite good condition. This is a contribution from several dimensions of the professionalism of employees' work.
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10

Johnson, Tim, and Gregory B. Lewis. "Inspecting the Merit System’s “Pivotal Idea”: Does Competitive Examination Increase the Qualifications and Quality of the U.S. Federal Service?" Review of Public Personnel Administration 40, no. 2 (August 30, 2018): 202–21. http://dx.doi.org/10.1177/0734371x18794808.

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According to its designers, the U.S. merit system centered on a “pivotal idea”: The civil service would use “open, fair, honest, impartial, competitive examination” to find the people “best fitted to discharge the duties of the position.” Officials would announce job openings to the widest-possible applicant pool and assess that pool on uniformly applied, job-relevant criteria. Over time, however, alternative hiring mechanisms have increased in popularity as means to improve the speed or flexibility the hiring process, with limited research on their impact on the federal service. To understand their effects, we examine all federal, nondefense employees hired between 1983 and 2013 to assess whether four alternative hiring procedures affect the educational attainment (a proxy for qualifications) and career advancement (a proxy for quality) of new hires. We find that employees hired through competitive examinations possess more education upon entry than employees selected through two of those alternative procedures; however, employees hired through all four alternative procedures advance in their careers at least as rapidly as those selected via competitive examinations.
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Dissertations / Theses on the topic "Civil service Australia Officials and employees"

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Wright, David R. "Accident experience of Commonwealth Government employees in Western Australia : 1 June 1993 to 2 December 1995." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 1998. https://ro.ecu.edu.au/theses/1444.

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This quantitative study documents, analyses and discusses the accident experience of Commonwealth employees in Western Australia from 1 July 1993 to 2 December 1995 as recorded on 1663 accident report forms. The research addresses the problem of lack of knowledge of accidents in the Commonwealth sector of the Western Australian work force. Its purpose is to identify possible areas of health and safety improvement and highlight where accident frequency may be reduced. Risk management is adopted as a conceptual framework to explore categories of accident related data, including month of year, time of day, day of the week of accidents, number of years of job experience, age and gender of the worker, accident frequency and severity. Where applicable accident related data was subjected to Chi-square statistical tests. Important findings, amongst others, include the identification of the month of August as having a higher frequency of accidents, inexperienced Commonwealth workers incurring 80.5% of accidents, and 64% of accidents involving men. Such findings are of importance to the Commonwealth so that prevention strategies targeted at these areas can be developed. Additional research utilising national data is recommended.
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2

Kwok, Kok-ming Andrew. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12361100.

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郭國銘 and Kok-ming Andrew Kwok. "The role and function of the Standing Commission on Civil Service Salaries and Conditions of Service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975410.

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Luk, Ming, and 陸明. "A study of the ranking process of civil service grades in the Hong Kong government." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31975112.

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Leong, Yua-yan Susanna. "Investment in people : training strategy of the Environmental Protection Department /." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13762187.

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Ip, Oi-chun Stella, and 葉愛珍. "A study of pay policy in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974429.

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Chan, Wong Yan-lan Elaine, and 陳黃紉蘭. "Allowances as incentives: a study of practicein the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31974995.

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Chan, Wong Yan-lan Elaine. "Allowances as incentives : a study of practice in the Hong Kong civil service /." [Hong Kong : University of Hong Kong], 1987. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12335204.

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Ho, Siu-wah Annie, and 何小華. "The evaluation of training in the Hong Kong civil service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1993. http://hub.hku.hk/bib/B31964278.

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Kwong, Woo-shun Allan. "Promotion policy in the Hong Kong Civil Service." [Hong Kong] : University of Hong Kong, 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13236179.

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Books on the topic "Civil service Australia Officials and employees"

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Organisation for Economic Co-operation and Development. Public Management Committee., ed. Pay reform in the public service: Initial impact on pay dispersion in Australia, Sweden and the United Kingdom. Paris: Organisation for Economic Co-operation and Development, 1996.

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Elliott, R. F. Pay reform in the public service: Initial impact on pay dispersion in Australia, Sweden, and the United Kingdom. Paris: Organisation for Economic Co-operation and Development, 1996.

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Simms, Marian. Militant public servants: Politicisation, feminisation, and selected public service unions. South Melbourne: Macmillan, 1987.

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Preston, Noel. Encouraging ethics and challenging corruption: Reforming governance in public institutions. Annandale, N.S.W: Federation Press, 2002.

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G, Edwards P., and Australian National University. Strategic and Defence Studies Centre., eds. Defence policy-making: A close-up view, 1950-1980 : a personal memoir. Canberra: ANU E Press, 2008.

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The Rainbow Beach man: The life and times of Les Ridgeway, Worimi elder. Melbourne: Brolga Pub., 2009.

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B, Johnston William. Civil service 2000. Washington, D.C: U.S. Office of Personnel Management, 1988.

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B, Johnston William. Civil service 2000. Washington, D.C: U.S. Office of Personnel Management, 1988.

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Stephanie, Faul, Hudson Institute, and United States. Office of Personnel Management. Career Entry Group., eds. Civil service 2000. Washington, D.C: U.S. Office of Personnel Management, 1988.

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Michele, Lipson, ed. Federal civil service jobs. Lawrenceville, N.J: Thomson Learning, 2003.

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