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Articles de revues sur le sujet « Civil service reform – Macedonia »

Auteur : Grafiati

Publié le 10 mars 2023

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1

Gorodnitskiy, Pavel. « Municipal service Institute at the present stage : a comparative and legal aspect ». Current Issues of the State and Law, n^o 16 (2020) : 463–76. http://dx.doi.org/10.20310/2587-9340-2020-4-16-463-476.

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In the context of the local self-government system dynamic reform in Russia, the role of the municipal official is significantly increasing, the re-quirements not only for his professional education, skills and abilities, but also for ethics, business behavior and attitude towards service are increasing. In contradistinction from Western countries, where it is customary to con-sider the general institution of state service, the municipal service in the Rus-sian Federation is clearly separated from the state civil service. In the context of the research, we analyze the approach to the regulating issues of municipal official’s ethics and professional conduct of in the European practice of young democracies. We carry out a broad analysis of the codes provisions of official’s ethics and conduct in a number of former Eastern bloc countries: Estonia, Latvia, Poland, Czech Republic, Bulgaria, Macedonia. We establish that the domestic and foreign approaches are very similar to each other, and the main goal of adopting the relevant codes is the desire for transparency and the eradication of the communist era foundations. We establish that the domestic and foreign approaches are very similar to each other, and the main goal of adopting the relevant codes is the desire for transparency and the eradication of the communist era foundations. At the present stage, the document requires flexibility and a transition from formal to more informal and understandable for the municipal official.

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Nackovska – Veljkovikj, Biljana. « The Impact of Modern Trends in the Social Work and Social Care in the Republic of Macedonia ». European Journal of Multidisciplinary Studies 1, n^o 2 (30 avril 2016) : 58. http://dx.doi.org/10.26417/ejms.v1i2.p58-65.

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Social care is an organised network of institutional and non-institutional facilities designed to meet the needs of citizens. The reforms that are taking place in social protection are influenced by modern trends in social work, expressed through decentralization, de-institutionalization, pluralism, strengthening of civil society and the possibility of providing private services, affecting and enriching the content of social work. These change the relationship to the client's position and improve the professionalism of social worker. Changes in social policy, resulting from diverting from central to local level, influence and give direction to the overall social activity. The paper describes the three components thereof (areas): the state of social work and social protection in the Republic of Macedonia, rights and services in the social protection system in the Republic of Macedonia and research part. Starting from the assumption that modern trends affect reforms in the social protection system of the Republic of Macedonia, this paper aims to determine the state of social protection in the Republic of Macedonia. The aim is to gain knowledge about the situation and the changes occurring in the social institutions of public character, influenced by modern trends. Also this paper makes analysis of the legislation in the Republic of Macedonia in the field of social protection. Ultimate goals of the implementation of reforms in the social protection are the welfare of the beneficiary, improving the quality of work and professional development of social workers.

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3

Gossett, Charles W. « Civil Service Reform ». Review of Public Personnel Administration 22, n^o 2 (juin 2002) : 94–113. http://dx.doi.org/10.1177/0734371x0202200202.

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4

Battaglio, R. Paul, et Stephen E. Condrey. « Civil Service Reform ». Review of Public Personnel Administration 26, n^o 2 (juin 2006) : 118–38. http://dx.doi.org/10.1177/0734371x06287200.

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5

Ujhelyi, Gergely. « Civil service reform ». Journal of Public Economics 118 (octobre 2014) : 15–25. http://dx.doi.org/10.1016/j.jpubeco.2014.06.009.

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6

Bowman, James S., et Jonathan P. West. « Civil Service Reform Today ». Review of Public Personnel Administration 26, n^o 2 (juin 2006) : 99–101. http://dx.doi.org/10.1177/0734371x06287872.

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7

Nam Koong, Keun. « Civil Service Reform in Participatory Government : Civil Service System in Transition ». Korean Journal of Policy Studies 22, n^o 1 (31 août 2007) : 19–45. http://dx.doi.org/10.52372/kjps22102.

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This paper analyzes the recent reform initiatives of the civil service system in Korea. The modern civil service system was founded during the Park Jung-Hee Administration. The major characteristics of the system can be summarized as a merit-based, rank-oriented, closed career, and centralized managemetn system. The Korean civil service system was instrumental during the period of government-led growth. However, the 1997 financial crisis and the ensuring economic recession instigated the Korean government reform program, including civil service reform. As the package of civil service reform policies has been formulated and implemented during the Kim Dae-Jung and Roh Moo-Hyun administrations, the Korean civil service system is experiencing a paradigm shift from a rank-oriented, closed career, seniority-based, and centralized management system to a job-oriented, open-career, performance-based, and decentralized system. This article outlines three factors explaining the transformation. For Korean civil service reform to be successful, implementation is required for a certain period of time. The article discusses several tasks that are necessary for fully achieving the reform goals of the participatory government.

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8

Burns, John P. « Civil Service Reform in China ». OECD Journal on Budgeting 7, n^o 1 (22 mai 2007) : 1–25. http://dx.doi.org/10.1787/budget-v7-art3-en.

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9

Massey, Andrew. « Civil Service reform and accountability ». Public Policy and Administration 10, n^o 1 (mars 1995) : 16–33. http://dx.doi.org/10.1177/095207679501000103.

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10

Rao, V. Bhaskara, et P. Narasimha Rao. « Civil Service Reform in India ». Indian Journal of Public Administration 53, n^o 3 (juillet 2007) : 486–95. http://dx.doi.org/10.1177/0019556120070314.

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11

McGill, Ronald. « Civil service reform in Tanzania ». International Journal of Public Sector Management 12, n^o 5 (septembre 1999) : 410–19. http://dx.doi.org/10.1108/09513559910300163.

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12

Bogdanor, Vernon. « Civil Service Reform : A Critique ». Political Quarterly 72, n^o 3 (juillet 2001) : 291–99. http://dx.doi.org/10.1111/1467-923x.00388.

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13

Nigro, Lloyd G., et J. Edward Kellough. « Civil Service Reform in Georgia ». Review of Public Personnel Administration 20, n^o 4 (octobre 2000) : 41–54. http://dx.doi.org/10.1177/0734371x0002000405.

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14

Sims, Ronald R. « Civil Service Reform in Action ». Review of Public Personnel Administration 29, n^o 4 (24 juin 2009) : 382–401. http://dx.doi.org/10.1177/0734371x09338507.

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15

Jing, Yijia, et Qianwei Zhu. « Civil Service Reform in China ». Review of Public Personnel Administration 32, n^o 2 (28 mars 2012) : 134–48. http://dx.doi.org/10.1177/0734371x12438243.

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16

Burns, John P. « Civil service reform in China ». Asian Journal of Political Science 2, n^o 2 (décembre 1994) : 44–72. http://dx.doi.org/10.1080/02185379408434044.

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17

SHIMADA-Logie, Hiroko. « The Japanese Civil Service ». Halduskultuur 21, n^o 2 (24 décembre 2021) : 64–79. http://dx.doi.org/10.32994/hk.v21i2.278.

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This essay, based on a public lecture, deals with the last Civil Service (CS) Reform in Japan, which had been attempted since the 1990s and was completed in 2014. Bureaucrats enjoyed a “summer” where they actively were engaged in policy-making. But a series of policy failures and scandals revealed in the 1990s were attributed to their excessive autonomy, and centralized personnel control by the prime minister was introduced. However, discourse analysis of the Diet (Parliament) during the period of Reform indicates that there was neither a shared understanding of the meaning of CS impartiality, nor of the values to be borne by the CS. The driving force of the Reform was mainly people’s fury. It therefore resulted in relegating bureaucrats to being “lackeys” of the prime minister, ignoring their self-respect. This has given rise to various undesirable consequences. Will the CS see another “spring” in Japan?

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18

Peters, B. Guy, et Donald J. Savoie. « Civil Service Reform : Misdiagnosing the Patient ». Public Administration Review 54, n^o 5 (septembre 1994) : 418. http://dx.doi.org/10.2307/976426.

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19

Smith, James. « Civil Service Reform : a Scottish Perspective ». Scottish Affairs 20 (First Serie, n^o 1 (août 1997) : 47–67. http://dx.doi.org/10.3366/scot.1997.0036.

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20

Grünberg, Nis. « Wang Xiaoqi, China's Civil Service Reform ». Copenhagen Journal of Asian Studies 31, n^o 2 (23 mai 2014) : 109–10. http://dx.doi.org/10.22439/cjas.v31i2.4336.

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21

Burns, John P. « Civil Service Reform in Contemporary China ». Australian Journal of Chinese Affairs 18 (juillet 1987) : 47–83. http://dx.doi.org/10.2307/2158583.

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22

Shihata, Ibrahim F. I. « Civil Service Reform in Developing Countries ». Indian Journal of Public Administration 44, n^o 3 (juillet 1998) : 732–35. http://dx.doi.org/10.1177/0019556119980346.

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23

McGill, Ronald. « Civil service reform in developing countries ». International Journal of Public Sector Management 10, n^o 4 (juillet 1997) : 254–67. http://dx.doi.org/10.1108/09513559710180529.

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24

Liou, Kuotsai Tom, Lan Xue et Keyong Dong. « China’s Administration and Civil Service Reform ». Review of Public Personnel Administration 32, n^o 2 (avril 2012) : 108–14. http://dx.doi.org/10.1177/0734371x12438241.

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25

Wu, Alfred M. « Book review : China’s Civil Service Reform ». China Information 27, n^o 1 (mars 2013) : 128–29. http://dx.doi.org/10.1177/0920203x12472012b.

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26

LEWIS, LEIGH. « Civil Service Reform-Trust on Trial ». Political Quarterly 85, n^o 1 (janvier 2014) : 84–86. http://dx.doi.org/10.1111/j.1467-923x.2014.12065.x.

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27

Ngeow, Chow Bing. « Xiaoqi Wang, China’s Civil Service Reform ». Journal of Chinese Political Science 20, n^o 3 (21 août 2015) : 355–56. http://dx.doi.org/10.1007/s11366-015-9368-9.

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28

McCourt, Willy. « Political Commitment to Reform : Civil Service Reform in Swaziland ». World Development 31, n^o 6 (juin 2003) : 1015–31. http://dx.doi.org/10.1016/s0305-750x(03)00044-5.

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29

Liou, Koutsai Tom. « Issues and Lessons of Chinese Civil Service Reform ». Public Personnel Management 26, n^o 4 (décembre 1997) : 505–14. http://dx.doi.org/10.1177/009102609702600407.

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This study examines the experience of China's civil service reform during its economic development years. The study focuses on major issues that are related to the reform, including: the reform background and motives, the reform process, reform characteristics and major challenges. Based on the analysis of the Chinese reform experience, the study further discusses some lessons that may contribute to the knowledge of civil service reform.

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30

Gusarov, Serhii. « Certain Aspects of State Service Reform ». Journal of the National Academy of Legal Sciences of Ukraine 27, n^o 1 (27 mars 2020) : 14–25. http://dx.doi.org/10.37635/jnalsu.27(1).2020.14-25.

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The study of the issues of civil service reform in Ukraine in the current conditions of development of Ukrainian society and the state is an extremely relevant subject and requires appropriate research. The author aims to analyse the most resonant reform measures in the civil service, which were recently initiated by the government and received mixed reviews, in particular, the announced redundancy in the staff of civil servants and the introduction of a contract form of civil service, as well as to offer scientifically sound proposals for improvement of appropriate measures. In the work with the use of general scientific and special methods of scientific knowledge (dialectical, Aristotelian, comparative law, system analysis) the legal bases and scientific sources on redundancy of staff and contractual form of employment are considered; the provisions of the national labor legislation were compared with the provisions of the national legislation on the civil service, which provide for the rules of staffing cuts among civil servants, including guarantees of their rights upon dismissal on appropriate grounds; the provisions of the national legislation concerning the rules of application of contracts upon appointing civil servants are investigated. The conclusion is made: 1) on the need for appropriate revision of the Law of Ukraine "On Civil Service"; 2) on the expediency of creating new productive jobs in various sectors of the national economy, where redundant civil servants will be sent after retraining; 3) that any reforms of society and public administration must be carried out subsequent to an in-depth study of public opinion, analysis of possible negative consequences, development and implementation of compensatory mechanisms. It is emphasized that it is mandatory to involve scientists, experts-practitioners, employers, and representatives of public, in particular trade unions, in the process of developing reforms in civil service.

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31

Thomas, Peter. « Building transformative capability through civil service reform ». Administration 68, n^o 4 (1 décembre 2020) : 73–96. http://dx.doi.org/10.2478/admin-2020-0025.

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Abstract This article explores the importance of capability building to the success of public service reforms. It draws on the neglected literature on capability to explore how capability is a product (or not) of the interaction between the skills, experience and methods of an individual – and the culture, structures, processes of the organisation they work in. The analysis identifies four key features of successful capability-building reforms in the UK, which are also found in the early successes of the Goal Programme for Public Service Reform and Innovation: an iterative and permissive approach to project identification and scoping; projects on high-priority, cross-cutting outcomes that demand new ways of working; projects that are connected with conducive elements of the organisational and leadership context; projects that are designed to create or adapt ‘enabling routines’ which civil servants ‘learn by doing’. Such reforms have acted as capability factories. And as the early adopters of new routines rise through the organisation and take on new roles, they become advocates and teachers of the routines and practice they have acquired. This is how organisations learn and build the capability they need to succeed.

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32

Khurshid, Anjum. « Public Policy, Training, and Civil Service Reform ». Pakistan Development Review 45, n^o 4II (1 décembre 2006) : 1227–39. http://dx.doi.org/10.30541/v45i4iipp.1227-1239.

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There are very few countries of the world that are satisfied with their public bureaucracies and civil service systems. Civil service reform is being discussed in Africa, Latin America, Europe and North America [Ingraham (1996)].1 There are some that are trying to develop a career civil service and others that are fixing the problems of having a career civil service. There are some that are dealing with legacies of past colonial civil service systems while others that are struggling with identifying the role of civil service in a changing political environment. Whatever the case may be, civil service reforms are a topic of interest around the world. Each nation of the world is faced with the challenge of adjusting its domestic and international policies rather rapidly in response to forces of globalisation and technological change [Skogstad (2000) and Farazmand (1999)].2,3 The role of the civil service in economic development, governance, and public service is vital irrespective of the institutional and structural differences across countries. It is not surprising to see in the table below the number of civil service reform programmes funded by the World Bank in different parts of the world. The number of such programmes has significantly increased from 1980 to 2001.

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33

Villanueva, A. B., Robert Maranto et David Schultz. « American Civil Service Reform in Historical Perspective ». Public Administration Review 53, n^o 3 (mai 1993) : 276. http://dx.doi.org/10.2307/3110142.

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Bowman, James S., Marc G. Gertz, Sally C. Gertz et Russell L. Williams. « Civil Service Reform in Florida State Government ». Review of Public Personnel Administration 23, n^o 4 (décembre 2003) : 286–304. http://dx.doi.org/10.1177/0734371x03256861.

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35

Beecher, Donna D. « The Next Wave of Civil Service Reform ». Public Personnel Management 32, n^o 4 (décembre 2003) : 457–74. http://dx.doi.org/10.1177/009102600303200401.

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36

Battaglio, R. Paul. « Assessing the State of Civil Service Reform ». Public Administration Review 67, n^o 3 (mai 2007) : 597–98. http://dx.doi.org/10.1111/j.1540-6210.2007.00741_6.x.

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37

Langseth, Petter. « Civil service reform in Uganda : Lessons learned ». Public Administration and Development 15, n^o 4 (1995) : 365–90. http://dx.doi.org/10.1002/pad.4230150403.

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38

Bogoevska, Natasha, Svetlana Trbojevik et Sofija Georgievska. « Financing of Social Services for Children in Macedonia ». European Journal of Marketing and Economics 1, n^o 3 (29 novembre 2018) : 7. http://dx.doi.org/10.26417/ejme.v1i3.p7-20.

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Over the last decade the social services sector in Macedonia has been involved in a reform processes in line with the strategic paths towards decentralization, deinstitutionalization and pluralization of social welfare. Children are in the main focus of the reform processes through twofold policy interventions: reduction of child poverty with incentives for improving range and amount of child benefits and advancement of social services for children facing social problems. Additionally, the reform processes were instigated by substantial budgetary allocations for administration of child benefits and delivery of social services for children followed by a critique for inappropriate targeting of children, undeveloped, low quality and expensive services for children mainly organized in massive residential institutions. Whereas, several researches had been carried out with focus on the quality of social services for children and coverage gaps, there is an insufficient evidence and analysis of the costs of services and their budgeting. This analysis is to serve the purpose of filling in the existing data gap through: (1) to map the existing social protection measures for children in Macedonia executed by state, non-governmental organizations and private service providers; (2) to identify the main mechanisms for financing social services for children and to provide clear insight into state financial support in the social services delivery and alternative child care support arrangements.

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39

Pesti, Cerlin, et Tiina Randma-Liiv. « Towards a Managerial Public Service Bargain : The Estonian Civil Service Reform ». NISPAcee Journal of Public Administration and Policy 11, n^o 1 (1 juin 2018) : 135–54. http://dx.doi.org/10.2478/nispa-2018-0006.

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Abstract The aim of this article is to explore and explain the 2012 civil service reform in Estonia. The study builds on the concept of public service bargain, which facilitates the operationalization of changes in the civil service system. Although public service bargain has attracted a lot of interest of public administration scholars, it has not been previously applied in the civil service research in Central and Eastern Europe. The theoretical part synthesizes previous literature on typologies of public service bargain, thus elaborating an analytical framework for the empirical study. The empirical study addresses the following research question: did the civil service reform change the public service bargain in Estonia and if so, how ? The empirical research was carried out by relying on desk research, secondary literature on Estonian administrative reforms and participant observation. The study builds partly on the materials collected for the EUPACK case study on Estonia. The analysis shows that the civil service reform brought along changes in all three components of public service bargain: reward, competency and loyalty, although the agency-type bargain was retained. The shift towards the managerial public service bargain is evidenced in the greater emphasis on flexibility in employment relations, the use of fixed-term contracts, increased private-sector-style practices at all levels of the civil service, an emphasis on performance management, and the reduction of job security. Despite the widespread criticism of NPM, the Estonian civil service reform presents a “textbook case” of managerial NPM-oriented reform. It is argued that substantially diminished rewards may contribute to a vicious circle of temporary civil servants, including problems with recruiting new officials and a further increase in their turnover, ultimately leading to a “temporary state”. The loyalty of civil servants may in turn shift towards instrumental, short-term and easily influenced or changing loyalty, thus challenging the fundamental values of democratic governance.

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Burns, John P., et Wang Xiaoqi. « Civil Service Reform in China : Impacts on Civil Servants' Behaviour ». China Quarterly 201 (mars 2010) : 58–78. http://dx.doi.org/10.1017/s030574100999107x.

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AbstractChina's civil service reforms sought to improve the performance of civil servants by introducing more competitive selection processes, incentives to reward performance, and tightened monitoring and supervision. The impact of the reforms was undermined by clashes with other policies being implemented at the time and by a failure to address elements of organization culture that have rewarded various forms of illegal behaviour, such as corruption. Empirical material for our study is drawn from government data and the experience of civil service reform in three Chinese urban areas (Beijing's Haidian district, Changchun and Ningbo) since the 1990s.

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Aufrecht, Steven E., et Li Siu Bun. « Reform with Chinese Characteristics : The Context of Chinese Civil Service Reform ». Public Administration Review 55, n^o 2 (mars 1995) : 175. http://dx.doi.org/10.2307/977183.

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42

GREENAWAY, JOHN R. « PARLIAMENTARY REFORM AND CIVIL SERVICE REFORM : A NINETEENTH-CENTURY DEBATE REASSESSED ». Parliamentary History 4, n^o 1 (17 mars 2008) : 157–69. http://dx.doi.org/10.1111/j.1750-0206.1985.tb00655.x.

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43

Lee, Geunjoo. « The Causes and Status of Civil Service Reforms in Korea ». Korean Journal of Policy Studies 16, n^o 2 (28 février 2002) : 67–76. http://dx.doi.org/10.52372/kjps16206.

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This paper seeks to evaluate the status of civil service reform, which followed the prescription of the so-called neo-liberalism and new public management. The first part of the paper explores the environmental causes that brought about the recent civil service system reform in Korea. Major factors that shape the details of civil service reform are examined. The second part of the paper reviews the reform effort and assesses the outcomes of the reform programs. The tentative evaluation shows that some civil service reform programs produced noticeable achievement while others are in need of continouos attention.

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Jung In, Kim. « Factors Influencing Human Resource Professionals` Perceptions of the Effectiveness of Civil Service Reform in Six U.S. State Governments ». Korean Journal of Policy Studies 28, n^o 1 (30 avril 2013) : 67–91. http://dx.doi.org/10.52372/kjps28104.

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Civil service reform has been carried out to achieve ideological, political, and technical changes in various countries. Most research about civil service reform has attempted to find factors that influence the extent and intensity of reform elements such as at-will employment, pay for performance, and broadbanding. No prior study has systematically examined factors that affect human resource professionals` perceptions of the effectiveness of civil service reforms. This study focused on that issue, using 2010 Civil Service Reform Assessment survey data from six U.S. state governments to examine the relationships between factors associated with human resources professionals` managerial competencies and demographic characteristics and their perceptions of the effectiveness of civil service reforms with regard to both goal achievement and process. Among its findings was that human resources professionals` competency in consultation on civil service reform with officials in other states was likely to be positively associated with their perceptions of the effectiveness of civil service reforms.

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Dalingwater, Louise. « Civil Service Reform and the Legacy of Thatcherism ». Observatoire de la société britannique, n^o 17 (1 novembre 2015) : 61–78. http://dx.doi.org/10.4000/osb.1765.

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46

Kovalchuk, O., et K. Dubych. « PROBLEMS OF CIVIL SERVICE REFORM IN CUSTOMS AUTHORITIES ». Investytsiyi : praktyka ta dosvid, n^o 15 (19 août 2021) : 120. http://dx.doi.org/10.32702/2306-6814.2021.15.120.

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47

Burney, John M. « Education, the Middle Class, and Civil Service Reform ». Review of Education 11, n^o 4 (septembre 1985) : 251–54. http://dx.doi.org/10.1080/0098559850110404.

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48

Gibbs, Daniel. « Civil service reform, self‐selection, and bureaucratic performance ». Economics & ; Politics 32, n^o 2 (10 février 2020) : 279–304. http://dx.doi.org/10.1111/ecpo.12151.

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49

Woolis, Diana D., et Julia R. Galosy. « Learning and New York City Civil Service Reform ». Adult Learning 7, n^o 4 (mars 1996) : 29–31. http://dx.doi.org/10.1177/104515959600700414.

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Pradhan, Gireesh. « Civil Service Reform in Independent India : An Overview ». Indian Journal of Public Administration 47, n^o 4 (octobre 2001) : 727–51. http://dx.doi.org/10.1177/0019556120010408.

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