Dissertations / Theses on the topic 'Civil service reform Local government Local government'

This research focused on affirmative action, equity in the workplace, skills development and training. It examined the manner in which policies and practices aimed at realising representativeness were implemented by the City of Cape Town. Reasons for the slow progress made at realising representativeness in the City of Cape Town were identified as well as the shortcomings of current policies, procedures and practices.

Pour être reconnu « citoyens », les Vietnamiens ont dû subir de longues années de guerre. Une République socialiste indépendante est créée et s’est développée mais la vie des citoyens est toujours difficile en raison notamment de la gestion de l’État à l’égard d’une économie planifiée suivant le modèle bureaucratique. Surmonter ces difficultés et améliorer la vie des citoyens deviennent des tâches urgentes pour l’État vietnamien. Cela a conduit à l’ouverture de Đổi mới (Renouveau) en 1986. Cette réforme économique en faveur du développement de l’économie de marché exige celle de l’administration, notamment en matière des formalités administratives. Cependant, il faut attendre jusqu’en 2001 pour avoir un premier programme de réforme administrative qui est appliqué dans tout ensemble du pays.L’exécution de ces réformes a apporté plusieurs changements dans tous les domaines pour le Vietnam, l’économie s’est développée et le niveau de vie des citoyens est de plus en plus important. Cependant, les inconvénients et les obstacles demeurent. Les citoyens sont toujours mécontents de la lenteur, de la lourdeur et de l’inefficacité de l’administration. De plus, l’adhésion du Vietnam à l’Organisation mondiale du Commerce (OMC), son intégration économique sur le plan national et international, l’élargissement des nouvelles technologies de l’information et de la communication constituent des enjeux forts et nouveaux pour un pays en voie de développement. Ainsi, l’administration doit être plus démocratique, simplifiée, transparente, puissante, professionnelle, moderne et efficace, et favorisant la participation des citoyens à son action afin de mieux répondre à leur nouvelles attentes
To be recognized as « citizens », Vietnamese people have had to under through years of war against foreign invaders. A socialist republic were created and developped, however its citizens have been always bearing difficulties caused the bureaucratic administration and a planned economy.Overcoming and improving citizen’s life standards become uttermost missions of the Government. These led to the Đổi mới (Renovation) in 1986 in Vietnam. The economic reform toward market economy required a similar reform in administrative mechanism, especially in administrative procedures. However, the first administrative reforms on national scale had not been started until 2001.These reforms have resulted in changes in all sectors in Vietnam, the economy develops and citizens’ life standard improved. Nevertheless, burdens and shortcomings are still there. Vietnam citizens are still dispointed by the slowness, heaviness and ineffectiveness of the administrative apparatus. Moreover, Vietnam’s accession to WTO, national and international economic integration, enhanced application of information technology are actually factors for development. Similarly, administration apparatus should be stronger, more democratic, simplified, transparent, professional, effective and modernized, so that it could promote citizen participation in its activities to meet their expectation

Local governments have been developing online services, aiming to better serve the public and reduce administrative costs. However, the impact of this work, and the links between governments' online and offline activities, remain uncertain. Using a new full-population dataset of the UK government web, this thesis directly analyses the structure and content of government online. It argues that recent digital-centric public administration theories, typified by the Digital Era Governance quasi-paradigm, are not empirically supported by the UK local government experience. Instead, it argues for a positive but critical attitude to the value of technology in public administration. New methods are developed for full-text empirical analysis of government web crawl data and the use of machine learning approaches for adding attributes to full-population data. Webometric and content analyses of the .gov.uk web are conducted, together with a time-series panel regression of English local government cost, service quality, satisfaction, and an expert assessment of web provision. English local government online is highly heterogeneous and there is remarkably little intrinsic structure to the .gov.uk web. Geography is weakly visible in online government structures, but there is little evidence that online structures closely reflect the offline activities of government. Empirically, English local governments' web development levels are found not to be associated with improvement in the cost of, quality of, or satisfaction with council services, challenging the merit of online approaches to service improvement. Overall, the importance of digital-centric approaches to local government service improvement is challenged. A more nuanced theoretical approach to online service delivery is advocated, which discards utopian enthusiasm and focuses on concrete service improvements. It is recommended that full-population quantitative analyses be used more broadly in political science, with awareness of both the opportunities and the challenges associated with them.

This dissertation contributes to the definition of an analytical framework for the study of optimal jurisdictional size for local service delivery. We argue that the standard economics framework for the analysis of optimal jurisdictional size importantly neglects individual preferences for political accountability. Our theoretical model shows that once we take into account such preferences, the optimal jurisdictional size for the provision of local public goods is smaller than in the standard model. We obtain empirical evidence to support our hypothesis from a sample of 197 countries. Our results show that, in fact, demand for political accountability leads to higher jurisdictional fragmentation both in terms of greater number of jurisdictions and smaller average population per jurisdiction. In addition, a meta-analysis of the empirical contributions to the study of economies of scale in the provision of local services shows that the economies of scale expected from service provision to larger jurisdictional sizes may not be present except for a handful of local services, and limited to relatively small population sizes. The results of the meta-analysis signal moderately increasing to constant returns to scale in the provision of traditional local services. In light of these results, we argue that forced jurisdictional consolidation programs across the world justified by perceptions of excessive jurisdictional fragmentation, or by the expectation of large expenditure savings due to economies of scale may have been, thus, erroneously designed. From a policy perspective, multi-layered institutional frameworks for service delivery (including cooperation and privatization among other options) may allow targeting available efficiency gains more efficiently than consolidation.

This dissertation contributes to the definition of an analytical framework for the study of optimal jurisdictional size for local service delivery. We argue that the standard economics framework for the analysis of optimal jurisdictional size importantly neglects individual preferences for political accountability. Our theoretical model shows that once we take into account such preferences, the optimal jurisdictional size for the provision of local public goods is smaller than in the standard model. We obtain empirical evidence to support our hypothesis from a sample of 197 countries. Our results show that, in fact, demand for political accountability leads to higher jurisdictional fragmentation both in terms of greater number of jurisdictions and smaller average population per jurisdiction. In addition, a meta-analysis of the empirical contributions to the study of economies of scale in the provision of local services shows that the economies of scale expected from service provision to larger jurisdictional sizes may not be present except for a handful of local services, and limited to relatively small population sizes. The results of the meta-analysis signal moderately increasing to constant returns to scale in the provision of traditional local services. In light of these results, we argue that forced jurisdictional consolidation programs across the world justified by perceptions of excessive jurisdictional fragmentation, or by the expectation of large expenditure savings due to economies of scale may have been, thus, erroneously designed. From a policy perspective, multi-layered institutional frameworks for service delivery (including cooperation and privatization among other options) may allow targeting available efficiency gains more efficiently than consolidation.

Local authorities were at the forefront of the provision of health services and health service planning before the establishment of the National Health Service (NHS) in Scotland and in Britain more generally in 1948. By 1929 the Local Government Act had consolidated the position of local authorities, who provided a range of hospital services and clinics and carried out public health duties. Furthermore, in Scotland local authorities were influential in the planning of health services. They gave evidence, through their associations and individually, to a range of committees including the Committee on Scottish Health Services in the 1930s and the Committee on Post-War Hospital Problems in Scotland in the 1940s. Yet, despite their centrality in the provision of health services and their influence on future planning, historians such as Morrice McCrae and Jacqueline Jenkinson have paid little attention to local authorities in their histories of the NHS which stress consensus and the domination of the medical profession and organisations. The Department of Health for Scotland (DHS) was also increasing their role within the provision of health services through the administration of the Highlands and Islands Medical Service (HIMS) and the war-time Emergency Medical Service. As a result the DHS believed that effective administration of health services, particularly the hospitals, could only be achieved through centralisation under their authority. This created competition between the DHS and local authorities over the administration of hospitals, the most prestigious part of the health services. This thesis provides evidence to support the view of Charles Webster and Rudolf Klein that conflict within consensus characterised the establishment of the NHS in Britain. The thesis argues that conflict was evident within the Scottish NHS as it was in the NHS in England and Wales. The period between 1939 and 1974 witnessed the slow removal of local authorities from the Scottish NHS, initially through negotiations over policy formation. Policy network theory is utilised in this thesis as a tool to analyse the relationship between the DHS and local authorities. Policy network theory suggests that organisations with bargaining resources can influence policy formation in an area in which they have interests, and the policy formation process does not end with the passing of an Act but continues during the implementation process. On this basis local authorities would be expected to have been in a strong position to influence the NHS (Scotland) Act, 1947 and its implementation. This thesis argues that the DHS created a hierarchical relationship with local authorities which prevented them from influencing the development of the NHS in any significant way. The relationship between the DHS and local authorities was both a partnership and hierarchical, making it difficult for local authorities to oppose the proposals put forward by the DHS, particularly the removal of their hospital services. The local authorities’ acceptance of assurances from the DHS, that the removal of services from their remit was temporary, resulted in an auxiliary role for them in the NHS (Scotland) Act, 1947. The implementation process continued the slow removal of local authorities from the administration and planning of health services. Despite local authorities’ attempts to increase their influence within the NHS, the DHS (later the Scottish Home and Health Department) regarded local authorities as service providers of peripheral health services. Only in the development of their own areas of responsibility were local authorities able to assert any influence, with the caveat that it did not have an impact on any other part of the NHS. Throughout its implementation, the NHS continually encountered problems of co-operation, co-ordination and clarity in division of responsibility throughout its implementation. The DHS tended to resolve these issues in favour of the hospitals and general practitioners, rather than the local authorities. Despite the DHS’ attempt to promote the importance of the local authorities’ role in the NHS through publicity, both the attitude of the DHS and the relatively small proportion of NHS expenditure accounted for by local authorities, led local authorities to see themselves on the periphery of the NHS. The removal of local authorities from the NHS continued in the 1950s and 1960s, encouraged not only by the DHS but also by legislation such as the Social Work (Scotland) Act, 1968, which removed many of their health services including mental health services. In 1960s the Scottish Home and Health Department (SHHD) came to the view that the inherent administrative problems within the NHS could only be removed through reorganisation. Local authorities had little bargaining power left by this stage and although they attempted to reassert their position within the NHS were effectively removed from the negotiating table. The reorganisation of the health services in 1974 achieved both the Department of Health for Scotland’s goal of centralisation and the removal of local authorities from the Scottish health services.

Thesis (MA (Public and Development Management))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: Developmental local government places emphasis on the importance of partnerships between local government and various stakeholders such as community-based organisations, non-governmental organisations and private sector organisations delivering services to communities. The focus of this thesis is on a service delivery improvement plan for Imizamo Yethu in Hout Bay, Cape Town, a poor Black informal settlement alongside a well-established and affluent White suburb. There is severe lack of service delivery in that community and the study has sought to suggest a solution that would address the appalling situation in which the people of Imizamo Yethu live. It seeks to respond to the question: How can partnerships between civil society organisations, local government and the private sector improve service delivery in Imizamo Yethu? The main research objectives were to determine how local government, business and civil society organisations can deliver services; to establish whether there were any partnerships between local government, civil society and the private sector in Imizamo Yethu; to describe the activities of role players in Imizamo Yethu; to identify areas that require partnership between these role players; to generate information for future research that will enable the community of Imizamo Yethu to address their problems; and to make recommendations on how service provision could be improved by establishing partnerships between local government, civil society and the private sector. Service provision is a complex exercise that needs different skills and strategies. Local government alone cannot win the battle of service delivery. What is needed is the collaboration of different role players using their different and unique capabilities. Partnerships between local government, civil society organisations and the private sector can be an effective alternative model of service provision. The study therefore focuses on improving partnerships between local government, civil society and business in Imizamo Yethu. While many civil society organisations, business organisations and local government departments are involved in service delivery and development in Imizamo Yethu, these organisations operate in isolation from each other. This makes it virtually impossible for them to make a dent in service delivery challenges. Through partnerships, local government, civil society and the private sector could wszssork together to mitigate the situation in the particular community. Forums by means of which local government, civil society organisations and business can work together should therefore be formed. Such forums could assist in terms of devising a strategy to provide services, and disseminate information. The study examines the level of service delivery and partnerships in Imizamo Yethu. It was found that there is both lack of service delivery and lack of partnership between the local government, which is the City of Cape Town, civil society and the private sector. It is recommended that community service delivery be established, with dissemination of information by the City of Cape Town by means of a communication strategy aimed at informing the community about such service delivery.
AFRIKAANSE OPSOMMING: Ontwikkelingsgerigte plaaslike regering beklemtoon die belangrikheid van vennootskappe tussen die plaaslike owerheid en verskillende belanghebbers soos gemeenskapsgebaseerde organisasies, nie-regeringsorganisasies en organisasies in die private sektor wat dienste aan gemeenskappe lewer met die oog op ontwikkeling. Die tesis fokus op ‘n verbeterde diensleweringsplan vir Imizamo Yethu te Houtbaai, Kaapstad, ’n arm, informele Swart nedersetting aangrensend aan ‘n goed gevestigde en welgestelde wit voorstad. Die gemeenskap ondervind ’n ernstige gebrek aan dienslewering en die studie het gepoog om ’n oplossing aan die hand te doen om die haglike omstandighede waarin die inwoners van Imizamo Yethu bestaan, aan te spreek. Dit het probeer om die vraag met betrekking tot hoe vennootskappe tussen organisasies van die burgerlike samelewing, die regering en die private sektor dienslewering aan Imizamo Yethu kan verbeter. Die hoof navorsingsdoelwitte was om vas te stel hoe plaaslike regering en organisasies binne die sakelewe en burgerlike samelewing dienste kan lewer; om vas te stel of daar enige vennootskappe tussen die plaaslike owerheid, die burgerlike samelewing en die private sektor in Imizamo Yethu bestaan; om die aktiwiteite van rolspelers in Imizamo Yethu te beskrywe; om areas waarbinne ’n vennootskap tussen sodanige rolspelers benodig word, te identifiseer; om inligting vir toekomstige navorsing wat die gemeenskap in Imizamo Yethu in staat sal stel om hul probleme aan te spreek, te genereer; en om voorstelle aan die hand te doen oor hoe dienslewering deur die daarstelling van vennootskappe tussen die plaaslike bestuur, die burgerlike samelewing en die private sektor verbeter kan word. Die lewering van dienste is ‘n ingewikkelde oefening wat verskillende vaardighede en strategieë verg. Die regering is nie in staat om die stryd om dienste te lewer, op sy eie te stry nie. Wat vereis word, is samewerking van die kant van verskillende rolspelers wat hul onderskeie en unieke vermoëns inspan. Vennootskappe tussen die plaaslike owerheid, organisasies binne die burgerlike samelewing en die private sektor kan ’n effektiewe alternatiewe model vir dienslewering wees. Die studie is dus ook gerig op die verbetering van vennootskappe tussen die plaaslike owerheid, die burgerlike samelewing en die sakelewe in Imizamo Yethu. Terwyl vele organisasies binne die burgerlike samelewing en sakelewe en plaaslike regeringsdepartemente reeds by dienslewering en ontwikkeling in Imizamo Yethu betrokke is, tree hierdie organisasies afsonderlik op. Hul geïsoleerdheid maak dit haas onmoontlik om die uitdagings verbonde aan dienslewering die hoof te bied. Vennootskap tussen die plaaslike owerheid, die burgerlike samelewing en die private sektor kan egter samewerking bewerkstellig om omstandighede binne die besondere gemeenskap te verlig. Forums waarbinne samewerking tussen die plaaslike owerheid, die burgerlike gemeenskap en die sakelewe moontlik is, behoort dus geskep te word. Sulke forums kan die ontwikkeling van ’n strategie vir dienslewering en die verspreiding van inligting aanhelp. Die studie het die vlak van dienslewering en vennootskap in Imizamo Yethu ondersoek. ’n Gebrek aan dienslewering sowel as aan vennootskap tussen die plaaslike owerheid, naamlik die Stad Kaapstad, die burgerlike samelewing en die private sektor is gevind. Die voorstel is dat die Stad Kaapstad dienslewering aan die gemeenskap instel, tesame met ‘n inligtingstrategie wat daarop gemik is om die gemeenskap oor sodanige dienslewering in te lig.

Thesis (Ph. D.)--Georgia State University, 2007.
Title from title screen. Jorge L. Martinez-Vazquez, committee chair; Michael B. Binford, Neven T. Valev, Sally Wallace, Yongsheng Xu, committee members. Electronic text (134 p. : ill.) : digital, PDF file. Description based on contents viewed Oct. 4, 2007. Includes bibliographical references (p. 125-133).

The birth of democracy in South Africa in 1994 not only meant the end of apartheid, but also served as the catalyst for community participation in the affairs of local government. Despite the creation of an enabling environment, i.e. the adoption of the concept of Developmental Local Government and Integrated Development Planning Framework to ensure the participation of communities, public participation remains contested today and still does not achieve its expected results. A range of problems besets public participation in governance and development planning. Accordingly, this thesis presents a case study of the barriers to meaningful public participation as well as exploration of the context and extent of public participation in Ward 28, Elsies River, Cape Town, South Africa. The investigation examined the link between public participation, development planning and service delivery. In order to achieve the stated aim, the researcher employed a combination of quantitative and qualitative methods including secondary analysis, observation, informal interviewing, focus group discussions as well as the administration of a structured questionnaire to various stakeholders. Based on the empirical results of this research, the study provides a number of developmental guidelines and public participation recommendations to enhance planning and service delivery, especially in poor communities.

When Tony Blair's New Labour administration took control in 1997, it sought to establish a programme of organizational, performance, and democratic reform. Initially badged as the modernizing government programme, it was later developed in the Best Value regime for local government, which imposed a centrally-controlled performance regime on all local authorities. This was characterized by a managerialist regime of external inspections, league tables, and reliance on extensive performance management, overseen by the Audit Commission. One of the first acts of the 2010 Coalition government was to dismantle this regime, along with announcing the abolition of the Audit Commission. This research sought to examine the legacy of the 1997-2010 performance regime on six English local authority case studies, identified via a deviant case analysis. An examination of the literature developed a conceptual model of seven dimensions of reform, and the research used an exploratory approach to examine the legacy of the performance regimes through a range of qualitative interviews and focus groups. The inductive analysis of interview data found that financial austerity dominated the local government environment, and the impacts of these cuts were felt across the entire group of case studies. These savings requirements had effectively broken the expectation of continuous improvement explicit in the Best Value duty what we refer to here as the death of improvement . Authorities were reducing staffing, which resulted in the loss of expertise and skills. They were also scaling back many universal services through managed decline , and deregulation of performance regimes was stimulating divergent responses to performance management arrangements, as well as influencing the relationship between politicians and performance management, and central performance staff and departmental staff. There were challenges raised around the residual inspections, largely restricted to social care and education, and how these interacted with central performance team models. The discussion develops a three-part model of performance as a system of governance , which integrates three key areas of theoretical and empirical development: performance management frameworks, accountability, and value for money. This allows four main contributions to knowledge: The concept of public value for money , Further development of our understanding of multiple forms of accountability A new model of performance management zones that articulates different roles for performance management at points within the organization A categorisation of the main changes in reform paradigms It concludes that understanding the values underpinning public sector reforms through a range of interpretive lenses is essential to fully comprehending the impact of reforms at three levels: conceptualization, operationalization, and implementation. The legacy of Comprehensive Performance Assessment and Comprehensive Area Assessment can be seen in the increased capacity and capability of local authorities to engage with performance management, and data and evidence-driven policy making. Yet, these capabilities may not have prepared authorities sufficiently for the demands of significant budget cuts driven by the post-2010 political environment.

Mini-dissertation submitted in partial fulfillment of the requirements for the degree Master of Technology: Public Management In the Faculty of Business at the Cape Peninsula University of Technology 2013
One of the post 1994 Government foremost tasks has been to transform the Public Service into an efficient and effective instrument capable of delivering equitable service to all citizens and driving the country’s economic and social development. Towards this end a number of legislative and policy changes were made which saw the emergence of a new public administration paradigm, both in terms of how Public service are to be managed and how they are to be delivered to the public. This was particularly relevant to the equality status of women on all levels of the public service in South Africa and the Western in particular. Transformation in the Western Cape Administration and in the two departments in particular will not advance enough to benefit the majority of the Populace adequately, unless individuals from the designated groups are largely employed in positions with authority and with real decision-making powers. Males will continue to dominate in the middle to upper levels as long as the leadership is caught up with the vicious cycle of continuing to employ people with mainly the same race and gender profile in the two departments in the Provincial government of the Western Cape. Therefore, it is critical for the Western Cape government to align their employment equity interventions, including skills and succession planning, with its employment equity objectives. Commitment by the leadership of the Western Cape Province to effectively implement the Act in substance and spirit is likely to assist transformation by creating workplaces that are equitable in nature and free from discrimination. This Mini- dissertation provides insight into the historical and current situations of women in the Western Cape and the departments of local government and human settlement in particular and ventures to make a number of recommendations to improve the status of women in the administration of the Western Cape government.

Thesis (MPA)--Stellenbosch University, 2013.
ENGLISH ABSTRACT: This thesis examines the perceptions of the staff of the Department of Local Government in the Western Cape (WC) regarding workforce diversity as part of diversity management. A literature review is presented and this research shows that organisations in South Africa and around the world have come a long way with regard to understanding and appreciating workforce diversity. The literature review also revealed the important facilitating role HR diversity management plays in improving the performance of organisations, as well as in creating unity amongst employees. What is also important is the fact that organisations now understand and realise the important role diversity management programmes and practices play in their own survival. Therefore various steps are available for organisations to ensure that the benefits are achieved from having diverse employees in their workplace while effectively integrating these employees into the organisation. A background on the Department of Local Government (WC) is provided, which highlights the Department’s priorities and Key Performance Areas (KPAs) as set out in its Annual Performance Plan (APP). The KPAs of the Department are dynamic and not influenced by political shifts, as in the case of municipalities. However, the priorities of the Department are similar to the strategic objectives that are embedded within the 30 municipalities. The priorities of the Department are parallel to those of the municipalities’ priorities in order to ensure that the Department and municipalities achieve their objectives together. It is therefore the Department’s responsibility to assist municipalities in achieving their strategic objectives by constantly monitoring and evaluating their level of performance. If a municipality performs badly, the Department must assist where necessary. The research findings regarding diversity management show that the employees are unaware whether a diversity management policy has ever existed or whether any training of such a nature has been conducted within the Department. Data show that limited effort has been made by the Department to develop a diversity management policy. The findings also indicate that more diversity management programmes and training are needed, in order to bring about awareness of workforce diversity and the successful management of diversity. What was also clear is that not enough diversity audits have been conducted to determine the level of diversity within the Department; and most importantly it is also illustrated that a limited number of staff is housed within the HR unit to assist the Department in creating a strong diversity environment that supports the wellbeing of the staff and the Department. Finally, the thesis provides recommendations for the Department on how to be an inclusive entity, but these recommendations can only be successful if top management and HR have the necessary ability to successfully implement the following recommendations (interventions): develop a diversity management policy to guide the Department on diversity issues; develop diversity management programmes to ensure that all staff members are briefed on all diversity issues; and create a monitoring system to ensure that the policies and programmes are updated as new entrants enter the Department. It is therefore a requirement that these interventions are placed in the Department’s Employment Equity Plan and, more importantly, form part of their Annual Performance Plan (APP). If there is commitment from HR, top management and the employees, these interventions will create a safe, friendly, and hard-working environment with good performance levels.
AFRIKAANSE OPSOMMING: Hierdie tesis ondersoek die persepsies van die personeel van die Departement Plaaslike Bestuur, Wes-Kaap, met betrekking tot werkmagdiversiteit as deel van die bestuur van diversiteit. ’n Literatuurstudie word aangebied en vanuit hierdie navorsing word getoon dat organisasies in Suid-Afrika en dwarsoor die wêreld ver gevorder het met die verstaan van en waardering vir werkmagdiversiteit. Die literatuurstudie het ook lig gewerp op die belangrike fasiliterende rol van die bestuur van diversiteit deur Menslike Hulpbronne vir die verbetering van die prestasie van organisasies, sowel as in die bewerkstelliging van ’n gevoel van eenheid tussen werknemers. Wat ook belangrik is, is dat organisasies nou die belangrike rol van diversiteit-bestuurprogramme en -praktyke verstaan en besef hoe hul eie oorlewing daardeur geraak word. Verskeie stappe kan deur organisasies onderneem word om te verseker dat dit voordelig is om ’n diverse groep werknemers in hul werkplekke te hê en hierdie werknemers doeltreffend in die organisasie te integreer. Die agtergrond van die Departement Plaaslike Bestuur (Wes-Kaap) is voorsien, met beklemtoning van die Departement se prioriteite en sleutel prestasie areas (KPA’s) soos in die Jaarlikse Prestasieplan uiteengesit; sleutel prestasie areas van die Departement is dinamies van aard en word nie, soos in die geval van munisipaliteite, deur politieke omwentelinge geraak nie. Die prioriteite van die Departement is egter soortgelyk aan die strategiese doelwitte wat in die 30 munisipaliteite vasgelê is. Die prioriteite van die Departement loop ewewydig met dié van die munisipaliteite om te verseker dat die Departement en munisipaliteite hul doelwitte saam bereik. Die Departement is dus verantwoordelik om munisipaliteite by te staan in die bereiking van hul strategiese doelwitte deur voortdurende monitering en evaluering van hul prestasievlak. Indien ’n munisipaliteit swak presteer, moet die Departement hulp verleen waar dit nodig is. Die bevindings van die navorsing oor diversiteit dui daarop dat werknemers nie van die bestaan van enige diversiteitbestuurbeleid óóit bewus was nie, óf geweet het of enige opleiding van dié aard al in die Departement aangebied is nie. Data toon die beperktheid van die Departement se pogings om ’n beleid vir die bestuur van diversiteit te ontwikkel. Die bevindings toon verder dat meer diversiteitbestuurprogramme en -opleiding benodig word om bewustheid van werkmagdiversiteit en die suksesvolle bestuur van diversiteit daar te stel. Wat ook duidelik was, is dat te min diversiteitkontrole onderneem is om die vlakke van diversiteit binne die Departement te bepaal. Die belangrikste bevinding is egter dat daar slegs ’n beperkte aantal personeellede in die Menslike Hulpbronne-eenheid is om die Departement by te staan in die skepping van ’n sterk diversiteit-omgewing wat die welstand van die personeel onderskraag. Die tesis doen voorstelle aan die hand vir die Departement oor hoe om ’n inklusiewe entiteit te wees. Hierdie voorstelle kan egter slegs suksesvol wees indien die Hoofbestuur en Menslike Hulpbronne oor die nodige vermoë beskik om die volgende aanbevelings (intervensies) te implementeer: Ontwikkel ’n beleid vir die bestuur van diversiteit om die Departement ten opsigte van diversiteit te begelei; ontwikkel diversiteitbestuurprogramme om te verseker dat alle personeellede oor diversiteit ingelig word; en skep ’n moniteringstelsel om te verseker dat die beleide en programme bygewerk word namate nuwelinge by die Departement aansluit. Dit is dus ’n vereiste dat hierdie intervensies in die Departement se diensbillikheidsplan opgeneem word en, wat nog belangriker is, deel vorm van die Jaarlikse Prestasieplan. Indien Menslike Hulpbronne, topbestuur en werknemers hulle hiertoe verbind, sal hierdie intervensies ’n veilige, vriendelike en hardwerkende omgewing met goeie prestasievlakke tot stand bring.

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: The democratisation of South Africa on 27 April 1994 marked the beginning of a new era for South Africans in all spheres of society. The new democratic Government of the Republic of South Africa faced numerous challenges, including the transformation of the South African Public Service into a non-discriminatory organisation for both citizens and employees. The pre-1994 South African Public Service functioned as a centralised driven system that negatively discriminated against non-white employees in terms of financial rewards resulting in salary differences between white and non-white employees. The promulgation of the new legislative framework of deconcentration had resulted in the centralised driven South African Public Service system becoming obsolete as it was incompatible with the democratic Government’s vision. The transformation of the South African Public Service was supported through legislation and various directives simultaneously focusing on service delivery improvement as well as implementing new internal systems to address discriminatory practices. The implementation of the EQUATE job evaluation programme within the new legislative framework of deconcentration marked the beginning of a new era of grading post in the Public Service. It had brought an end to the unfair salary differentiation in the Public Service. To render public services effectively and efficiently is a legislative requirement. Political and administrative leaders are responsible for ensuring that both external and internal services are rendered optimally through improvement interventions. In the Provincial Government of the Western Cape (PGWC), the Department of the Premier renders a job evaluation service to all provincial departments to ensure internal consistency in terms of grading of posts. The purpose of this study is to evaluate the current process of evaluating posts in the PGWC and subsequently to formulate recommendations to improve the process. The study concludes with a set of recommendations which include amongst others the following: • The devolvement of the job evaluation function to the provincial departments enabling them to conduct their own departmental job evaluations. • The creation of a Job Evaluation Unit in every provincial department. • That the proposed Process Model of evaluating posts in the provincial departments be considered. • It is the responsibility of the Directorate Organisation Development Interventions in the Department of the Premier to co-ordinate the job evaluation process in the Provincial Government of the Western Cape.
AFRIKAANSE OPSOMMING: Die demokratisering van Suid-Afrika op 27 April 1994 was die begin van ‘n nuwe era vir Suid-Afrikaners op alle vlakke van die samelewing. Die demokratiese Regering van die Republiek van Suid-Afrika het verskeie probleme in die gesig gestaar wat onder andere die transformasie van die Suid-Afrikaanse Staatsdiens ingesluit het. Die Staatsdiens moes verander word na ‘n diens wat nie diskrimineer teen nie-blanke burgers of werknemers nie. Die Suid-Afrikaanse Staatsdiens voor 1994 het gefunksioneer as ‘n gesentraliseerde sisteem en het negatief gediskrimineer teen nie-blanke werknemers in terme van besoldigingspakkette wat aanleiding gegee het tot verskille in besoldigingsvlakke. Die promulgering van die nuwe regulatoriese raamwerk van dekonsentrasie het meegebring dat die gesentraliseerde benadering in onbruik verval het, omdat dit teenstrydig was met die visie van ‘n demokratiese Regering. Die transformasie van die Suid-Afrikaanse Staatsdiens is ondersteun deur verskeie wetgewing en mandate wat gefokus het op sowel die verbetering van dienslewering aan burgers as die implementering van nuwe interne sisteme om diskriminerende praktyke aan te spreek. Die implementering van die EQUATE posevalueringsprogram binne die nuwe regulatoriese raamwerk van dekonsentrasie was die begin van ‘n nuwe era van posgradering in die Staatsdiens. Dit het ‘n einde gebring aan die onregverdige besoldigingsvlakke in die Staatsdiens. Die lewering van doelmatige en doeltreffende openbare dienste is ‘n wetlike vereiste. Politieke en administratiewe hoofde is daarvoor verantwoordelik om toe te sien dat alle dienste, intern en ekstern, optimaal gelewer word deur gebruik te maak van verskeie verbeteringsintervensies. Die Departement van die Premier in die Provinsiale Regering van die Wes-Kaap (PRWK) is verantwoordelik vir die lewering van die posevalueringsdiens aan alle provinsiale departemente ten einde konsekwentheid in terme van posgradering te verseker. Die oogmerk van die studie is om die huidige posevalueringsproses in die PRWK te evalueer om sodoende aanbevelings te doen om die proses te verbeter. Die studie is saamgevat met aanbevelings wat onder andere die volgende insluit: • Die afwenteling van die posevalueringsfunksie na elke provinsiale departement; sodat elke departement self verantwoordelik is vir departementele posevaluering. • Die skepping van ‘n Posevaluering Eenheid binne elke provinsiale departement. • Die voorgestelde Proses Model vir die evaluering van poste binne provinsiale departemente oorweeg word. • Die verantwoordelikheid van die Direktoraat Organisasie Ontwikkeling Intervensies in die Departement van die Premier vir die koördinering van die posevalueringsproses binne die Provinsiale Regering van die Wes-Kaap.

El trabajo que presentamos pretende ser un estudio del objeto de la negociación colectiva de las condiciones de trabajo de los funcionarios en el ámbito local. Dicho estudio presupone la identificación del derecho de negociación y el establecimiento expreso de la naturaleza jurídica última que puedan tener sus productos. A partir de ahí hay que situar el ejercicio de dicho derecho en los parámetros dados por el artículo 37 EBEP 2015, lo que exige analizar una serie de criterios generales de determinación de las materias objeto de negociación y atender a un sistema de lista donde se señalan concretamente las materias que han de ser objeto de negociación y las materias que han de quedar excluidas de ella. Los criterios generales de determinación de las materias que se han de negociar son los de alcance legal, competencia y ámbito. Precisarlos exige considerar el lugar de la ley en el sistema de función pública y establecer adecuadamente las relaciones entre la ley y el acuerdo colectivo en la determinación de las condiciones de trabajo de los funcionarios. También supone analizar lo que pueda ser la competencia local en materia de función pública y el papel que pueda tener la potestad normativa de nuestras corporaciones locales en la fijación de dichas condiciones de trabajo. Finalmente, la determinación del objeto de la negociación exige también examinar detalladamente cuál debe ser el ámbito apropiado de negociación para la regulación de la materia que proceda en cada caso. Aunque no se ha eludido el análisis del sistema concreto de disposición de la lista de materias que han de ser objeto de negociación, lo cierto es que la delimitación del objeto de la negociación se ha pretendido obtener aquí desde una perspectiva inversa, es decir, señalando lo que ha de ser excluido de la obligatoriedad de la negociación. Ello ha exigido estudiar la potestad de organización y la potestad de dirección y control en materia de personal funcionario como contrapoderes que han de delimitar el espacio de la negociación en el sector público y, más concretamente, en el ámbito territorial local.
El treball que presentem és un estudi sobre l’objecte de la negociació col·lectiva de les condicions de treball dels funcionaris en l’àmbit local. L’esmentat estudi pressuposa la identificació del dret de negociació i l’establiment exprés de la naturalesa jurídica última que poden tenir els seus productes. A partir d’aquí s’ha de situar l’exercici de l’esmentat dret en els paràmetres establerts en l’article 37 EBEP 2015, la qual cosa exigeix analitzar un seguit de criteris generals de determinació de les matèries que han d’ésser objecte de negociació i atendre a un sistema de llista a través del qual s’assenyalen concretament les matèries que han d’ésser objecte de negociació i les matèries que han de quedar excloses de la negociació. Els criteris generals de determinació de les matèries que s’han de negociar son els d’abast legal, competència i àmbit. Precisar-los exigeix considerar l’espai de la llei en el sistema de funció pública i establir adequadament les relacions entre la llei i l’acord col·lectiu en la determinació de les condicions de treball dels funcionaris. També suposa analitzar el que pugui ser la competència local en matèria de funció pública i el paper que pugui tenir la potestat normativa de les nostres corporacions locals en la fixació de les dites condicions de treball. Finalment, la determinació de l’objecte de la negociació exigeix també examinar detalladament quin ha d’ésser l’àmbit apropiat de negociació per a la regulació de la matèria que procedeixi en cada cas. Encara que no s’ha volgut eludir l’anàlisi del sistema concret de disposició de la llista de matèries que han d’ésser objecte de negociació, el cert és que la delimitació de l’objecte de la negociació s’ha pretès obtenir aquí des d’una perspectiva inversa, és a dir, assenyalant el que s’ha d’excloure de l’obligatorietat de la negociació. Això ha exigit estudiar la potestat d’organització i la potestat de direcció i control en matèria de personal funcionari com a contrapoders que han de delimitar l’espai de la negociació en el sector públic i, més concretament, en l’àmbit territorial local.
This research we present aims to be a study of the subject of collective bargaining of working conditions of municipal civil servants. This study requires the identification of a right to bargain and the express establishment of an ultimate legal nature of their products. From this understanding, we must place the exercise of this right within the parameters given by Article 37 EBEP 2015. This Article requires an analysis of a set of general criteria, which establish the matters that may be subject to collective bargaining. It is also necessary to refer to a list system, which specifically identifies those matters that are to be negotiated and those matters that must be excluded from it. General criteria for determining those matters to be negotiated are those of legal nature, competence and scope. Specifying them requires considering the role of the law in the public function system and adequately establishing the interplay between the law and the collective agreement in determining the working conditions of civil servants. It also involves analysing what may be local competition in terms of civil service and the role that regulatory power of our local corporations may have in setting such working conditions. Finally, determining of the subject of bargaining also requires carrying out a detailed analysis to ascertain the appropriate scope of negotiation for the regulation of the relevant matter in each case. Although an analysis of the specific arrangement of the list of matters to be negotiated has not been avoided, the truth is that the delimitation of the subject of negotiation has been sought here from an inverse perspective, that is, pointing at what shall be excluded from the obligation of negotiation. This has required studying the power of organization and the power of direction and control in terms of civil servant personnel as counterweight that shall define the negotiating space in the public sector and, more specifically, at a municipal level.

Doctor Legum - LLD
The persistence of preventable Maternal Morbidity and Mortality (hereafter MMM), in the developing world, despite ground breaking technological and scientific advances, is unacceptable. There is no cause of death and disability for men between ages 15 and 44 that comes close to the large scale of maternal mortality and morbidity. Thus, the prevalence of high MMM ratios indicates the side-lining of women's rights. Surprisingly, the causal factors of preventable MMM and interventions needed to reverse the pervasively high numbers are now well known. Yet, hundreds of women continue to die daily and to suffer lifelong illnesses while giving birth. In Uganda, despite various regulatory, policy and programmatic strategies, the most recent survey revealed that the maternal mortality ratios were at a staggering 438 per 100,000 live births.

Em decorrência dos movimentos sociais emancipadores, registrados pela História, o Estado de Direito contemporâneo, democrático e social assumiu inúmeros encargos restacionais, mas realizar os direitos fundamentais é a sua principal missão. O direito à jurisdição estatal pode ser analisado sob vários ângulos e horizontes, no entanto, é inquestionável que o serviço prestado pelo Judiciário, mundialmente e no Brasil, é deficitário. É moroso e angustia a vida das pessoas. Há uma crise, complexa, histórica e crônica, de legitimidade do sistema de justiça e não há soluções milagrosas. Mas, conceber o Judiciário como prestador de serviço público relevante e o magistrado, enquanto responsável pela gestão judiciária, como servidor público lato sensu são novos paradigmas imprescindíveis. O comando administrativo-gerencial da eficiência aplica-se a todos que versam com o dinheiro público. Afeiçoar-se à Ciência da Administração e planejar estrategicamente são encargos (novos) do Judiciário e dos magistrados como condição sine qua non para redução da ineficiência do sistema de justiça, independente de alterações constitucionais e infraconstitucionais. É a reforma silenciosa. Uma adequada divisão de competência, feita pelos próprios tribunais, de forma democrática, permanentemente conectada com a dinâmica social e baseada na audição da gritante voz das estatísticas, pode assegurar agilidade nos trâmites judiciais e administrativos. Foi o que tentamos, com este trabalho, evidenciar

先秦時期，隨著列國戰事的劇烈，各國君主對國內山林藪澤資源需求亦愈加增強。為加強對這些自然資源的掌控，便導致了本文的研究對象--「地方都官」的出現。所謂「都官」，即中央機構的總稱，同時包括了真正處於中央的機構，及它們設於地方的分支單位。這些位於地方的都官，與它們的中央主幹機構一樣，屬於非治民官，與郡、縣等直接面對人民的治民官有所不同。
本文首先嘗試對秦漢「地方都官」實際包括的各種機構作出考釋，並嘗試歸納地方都官的命名方式，以及對地方的縣級都官在漢代官僚系統中的地位進行探討。其次，本文又嘗試以鹽、鐵、田、工四種地方都官為例子，復原地方都官的行政架構，結果顯示，雖然這四種地方都官各自經歷了行政組織上的變革，但整體來說，四種地方都官組織的基本結構大致相同，擁有一套共用的五層組織結構。而在地方都官的裁判權方面，地方都官雖然擁有治獄、訊獄、覆獄的權力，但這種權力無疑只在處理屬吏瀆職罪行的行政程序時方可體現。事實上，地方都官在制度上雖屬中央官，但本身在行政上的各方面皆從屬於所在的郡、縣；這種二重的特質，在田官的個案身上便得到徹底的展現。
最後，這些掌控帝國山林藪澤資源、為皇家服務的地方都官，因維持其生產的成本極其巨大，故在西漢末時便漸漸被廢置。至東漢時，那些還未廢置的地方都官，亦正式劃歸地方，成為隸屬於郡的機構，不復以往中央官的性格。
During the Warring States period, there was an increasing demand over natural resources. To have better control over these strategic resources, the central government departments established certain regional branch-offices. Unlike commanderies 郡 and counties 縣, these branch-offices, which similar to their central counterparts, were not responsible for civil affairs and were regarded as Dū-guān 都官. For the sake of convenience, these branch-offices are entitled in a somewhat contradictory way through the article --“regional Dū-guān 地方都官.
Chapter 3 details the macro-organization of regional Dū-guān established during Qin and Han, summarizing a total of 23 different types of regional Dū-guān. It further places the regional Dū-guān under the bureaucratic system as a whole, examining their responsibilities and roles in Han bureaucracy.
Chapter 4 narrows the scope of investigation by selecting four regional Dū-guān, namely, Offices of Salt and Iron 鹽、鐵官, Offices of Farming 田官, and Offices of Workmen 工官, using them as examples to reconstruct the administrative framework of regional Dū-guān. Astonishingly, although these regional Dū-guān had their own specialties, they did maintain a parallel administrative framework, reflecting their nature of not committing to civilian administrations.
Chapter 5 follows a study on the jurisdiction of regional Dū-guān, elaborates that given a complete right in investigation, adjudication, and lawsuits reviews, regional Dū-guān could only execute their jurisdiction right on cases related to misconducts of their subordinates.
Chapter 6 assesses the administrative relationships between regional Dū-guān and regional administrative units, i.e. commanderies 郡 and counties 縣, where these Dū-guān located. Although regional Dū-guān were theoretically belonged to the central government departments, they were controlled by regional administrative units in most of the administrative aspects, including administrative communication; vessels, weapons, necessary raw materials transmission as well as labour force and annual fiscal budget provisions. These natures could perfectly reveal in the case study of the Office of Farming provided in chapter 7.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
Detailed summary in vernacular field only.
唐俊峰.
"2013年7月".
"2013 nian 7 yue".
Thesis (M.Phil.)--Chinese University of Hong Kong, 2013.
Includes bibliographical references (leaves 217-225).
Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web.
Abstract in Chinese and English.
Tang Junfeng.
摘要 --- p.i
目錄 --- p.iii
圖表目錄 --- p.vi
Chapter 一、 --- 引論 --- p.1
Chapter 1. --- 地方都官的源起與性質 --- p.3
Chapter (1) --- 地方都官的源起 --- p.4
Chapter (2) --- 地方都官的性質 --- p.8
Chapter 二、 --- 近人研究回顧 --- p.12
Chapter 1. --- 睡虎地秦簡出土後 --- p.12
Chapter 2. --- 尹灣漢簡出土後 --- p.17
Chapter 3. --- 張家山漢簡發表後 --- p.18
Chapter 三、 --- 地方都官的種類、命名及其在官僚系統的地位 --- p.26
Chapter 1. --- 地方都官的種類 --- p.26
Chapter (1) --- 鹽、鐵官 --- p.29
Chapter (2) --- 服官 --- p.31
Chapter (3) --- 工官 --- p.32
Chapter (4) --- 牧師苑官、家馬官 --- p.33
Chapter (5) --- 均輸官 --- p.34
Chapter (6) --- 金官、銅官、木官、奢官 --- p.35
Chapter (7) --- 橘官、圃羞官、羞官 --- p.37
Chapter (8) --- 都水官、漁官、陂官、湖官 --- p.39
Chapter (9) --- 雲夢官 --- p.41
Chapter (10) --- 發弩官、樓船官 --- p.43
Chapter (11) --- 田官 --- p.45
Chapter (12) --- 敖倉官 --- p.48
Chapter (13) --- 未能確定諸官：洭浦官、常平倉、市令（長）、雒陽武庫令 --- p.49
結語 --- p.53
Chapter 2. --- 地方都官的命名方式 --- p.57
Chapter 3. --- 都官在官僚系統的地位--對于振波意見的檢討 --- p.60
Chapter (1) --- 在京畿地區的郡、縣地方行政機關都不屬於都官 --- p.60
Chapter (2) --- 丞相、廷尉都不屬於都官 --- p.62
Chapter (3) --- 丞相、御史、大將軍、軍吏和二千石官員都不在都官之列，且官秩高於都官令、丞 --- p.63
Chapter (4) --- 吏二千石與諸侯相等官員不包括在中都官之內；中都官的級別在二千石、諸侯相之下 --- p.64
Chapter (5) --- 都官的上司為二千石官，而二千石官本身不是都官 --- p.65
Chapter (6) --- 都官是縣級經營性或事務性機構；而列卿名下設有令、丞或長、丞的經營性或事務性機構，大概都屬於都官 --- p.66
Chapter (7) --- 諸侯王國的太傅、內史、中尉、丞相、群卿、大夫與都官並提，說明這些官員都不屬於都官 --- p.66
Chapter 4. --- 縣級都官地位的演進 --- p.69
Chapter (1) --- 西漢縣級中都官的地位 --- p.69
Chapter (2) --- 新莽時中都官的改革--都官令的比士化 --- p.70
Chapter (3) --- 東漢時「令比士化」的進一步申延 --- p.72
Chapter (4) --- 「命都官曰長」-- 對秦代縣級都官的一點懸想 --- p.75
Chapter 附： --- 漢代官吏秩級與秦代軍功爵的比附問題 --- p.78
Chapter 四、 --- 地方都官的行政架構 --- p.81
Chapter 1. --- 鹽、鐵官 --- p.81
Chapter (1) --- 鐵官 --- p.81
Chapter (2) --- 鹽官 --- p.85
Chapter 2. --- 田官 --- p.88
Chapter (1) --- 漢代田官行政組織的幾個問題 --- p.89
Chapter (2) --- 漢代田官的組織變化 --- p.92
Chapter 3. --- 工官 --- p.98
Chapter (1) --- 地方工官的結構 --- p.99
Chapter (2) --- 地方工官都、離官設置的問題 --- p.104
Chapter (3) --- 護工卒史的性質與地方工官的組織變革 --- p.105
結語 --- p.113
Chapter 五、 --- 法律中的都官：地方都官的刑獄裁判 --- p.115
Chapter 1. --- 秦漢法律中的「都官」 --- p.115
Chapter (1) --- 《睡虎地秦簡》秦律中的「都官」 --- p.115
Chapter (2) --- 《二年律令》中的都官條文 --- p.123
Chapter 2. --- 地方都官的刑獄審判權 --- p.126
Chapter (1) --- 「都官自尉、内史以下毋治獄，獄無輕重關於正；郡關其守」律文的檢討 --- p.127
Chapter (2) --- 秦漢法律顯示的地方都官審判權再議 --- p.128
Chapter (3) --- 地方都官審判權的限定 --- p.132
結語 --- p.139
Chapter 六、 --- 地方都官與郡縣行政之一 --- p.140
Chapter 1. --- 文書行政的聯繫 --- p.140
Chapter (1) --- 秦代地方都官與郡縣的文書聯繫 --- p.141
Chapter (2) --- 漢代地方都官與縣文書聯繫的取消 --- p.150
Chapter 2. --- 公用物資的轉輸 --- p.151
Chapter (1) --- 地方都官對廢棄公用物資的處理 - 對工藤元男論點的檢討 --- p.152
Chapter (2) --- 地方都官的公用物資供給 --- p.154
Chapter (3) --- 地方都官對郡縣的公器輸送 --- p.159
Chapter 3. --- 勞動力和營運經用 --- p.169
Chapter (1) --- 勞動力的依賴 --- p.169
Chapter (2) --- 營運經用的依賴 --- p.171
結語 --- p.172
Chapter 七、 --- 地方都官與郡縣行政之二：邊郡田官的個案研究 --- p.174
Chapter 1. --- 邊郡田官與中央大司農的聯繫 --- p.174
Chapter 2. --- 邊郡田官與郡縣級單位的行政關係 --- p.179
Chapter (1) --- A35大灣地區的遺址 --- p.179
Chapter (2) --- 田官與肩水都尉府的行政關係 --- p.189
Chapter (3) --- 田官與肩水都尉的糧食出入 --- p.196
Chapter (4) --- 田官與縣級單位的行政關係 --- p.202
結語 --- p.206
Chapter 八、 --- 結論 --- p.207
參考書目 --- p.217

碩士
國立交通大學
管理科學系所
101
Regional civil service plays a vital role in executing national affairs, and the qualitiy and capability of civil servants in local government are not only highly related with government performance and effectiveness but also affect well-being of people. In contemporary society, on-job training can enhance organization’s efficiency and effectiveness is believed by both academics and industry. As a result, the expenses of training are stepping up remarkably. The final goal of training is transfer of training, and performance improvement of employees and organization. However, according to the research, most training result do not transfer to real work, and it means training resources are wasted. Hence, providing effective training, enhancing training transfer effect and minimizing waste of resources are critical ways to improve civil service. Although transfer of training is affected by many factors, Baldwin &; Ford‘s transfer of training model established process structure: From training input, training output to transfer of training. Through literature review and questionnaire survey, the study investigates the relationships among trainee traits, training results and transfer of training of civil servants in Hsinchu City Government, and clarifies the interrelationship by statistics methods such as stepwise regression analysis. The study confirms the structure of the transfer of training model, and finds that openness of Big-Five, career developing of motivation aspects and high learning motivation have both direct and indirect effects on motivation of training transfer. Moreover, the study provides strategies for strengthening training transfer motivation facilitating factors and suggestions for improving civil service training.

碩士
國立雲林科技大學
科技法律研究所
99
In recent years, due to social changes, technological development and improve people''s needs, making the people demand that government needs to have a reaction force, accountable, effective governance. So, build a competitive advantage for the times required for government departments. Authoritarian government to become the embodiment of public opinion, the people all of the democratic government must maintain a fair, justice, merit-based civil service system system mechanism. How to encourage outstanding public service, enhance administrative efficiency, modernize and enhance the advantages of promoting national competitiveness, is anxious for the current levels of government when the services. Especially since 25 December 2005, the Taipei City, the new Taipei, Taichung, Tainan and Kaohsiung, "five are" new Board starts, is bound to move to move the relationship between central and local governments, the local Civil Service Promotion problem, more worthy of attention. The Examination Yuan is able to really cultivate the talents, security or performance of senior civil servants of the promotion remarkable interest, since 89 years to set and implement <Civil Service Promotion Law "that the authority for transfer of personnel, according to the principles and standards. Only <Civil Service Promotion Law "implementation of the decade, the public servants of local authorities are really able to open, fair and impartial manner and to the principle of merit system for promotions, merit-based promotion to, or for transfer of experience, to Bazhuo or nurture talent enhance administrative efficiency? Effectiveness of local authorities have to play it? Performance is excellent both in human capital is really to be promoted it? L and external fill in both? Adopt an open, fair and impartial manner, preferentially promoted or moved to adjust life experiences? Study found that, like too many abstract definitions, nor the proportion of clear provisions inconsistent with the principle of『legal certainty』. Also, the provisions of Article V of the Act, the Department for promotion by merit system for the promotion of principles. However, if: delineation of promotion and replacement candidate, returned to re-consider, may be exempted by the validation functions, such as head of the agency employing 『administrative discretion』design of many privileges, like with the『merit system』conflicting. The organs to exercise their discretion, with or without discretionary flaws? Or contrary to general principles of law? If the principle of equality, a clear principle, the principle of law is superior, discretionary sanctions, procedural justice and so on. In addition to this literature review of theory and academics outside, and to Japan, Singapore and other countries of the Civil Service promotion system for analysis of the advantages and disadvantages, and with the System of Civil Service Promotion compare gains and losses, in addition to <Civil Service Promotion Law " review the status of implementation, and served from the local authority level and above recommended interview public servants, from the empirical analysis and discussion to strengthen the credibility of this article. Finally, from the legal and practical aspects of the operation of recommendations to improve the local authorities on better promotion of the public service law, to enhance their own public service morale and promote local government administration.

A thesis submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, Johannesburg; in fulfilment of the requirements for the degree of Doctor of Philosophy in Public and Development Management 6 April 2017
Since the inception of the democratic era in South Africa, citizen engagement has been a contentious issue for the local government sphere. In hardly a decade of democracy, cracks began to manifest on the newly-ushered system of public participation in the country, which saw communities embarking on various acts of protests around the country. Sadly, the ugly actions of dissatisfaction by the citizenry have been the order of the day since the early days of democracy, and some have been labelled it ‘a cry for attention by the disgruntled citizens’. As evidence of the disconnection in the local discourse, the aforesaid factor was regarded as a starting point in this research. As such, numbers of, and various reasons for the violent protests were examined thoroughly to establish the truth behind same. Public conversations and discussions, albeit informal, were held wherever possible, and all these pointed to the crisis of democracy in the local government. The research explored the notion of meaningful citizen engagement as a panacea for alleviating service delivery backlogs in the local government. To avoid challenges of the cause-effect scenario in analysing the processes, measurements of meaningful citizen engagement in the local government, named ‘condition’, were developed in this research. Focusing on five different categories of municipalities, fifteen officials and ten councillors were interviewed using in-depth, semi-structured interviews. Further to that, two focus group discussions were held with ten community members and eight ward committee members each, using unstructured interview questions as focal themes. Apart from the interviews, four non-participant observations (IDP/Budget meetings) were conducted in order to get a sense of the current engagement processes. Furthermore, various public documents, both internal and external of the organisations, were analysed and utilised as part of the literature review. Data from the above sets of sources were explored and analysed using the basic interpretive qualitative design and phenomenological methods to make meaning of same. The research findings suggested that current mechanisms of engagement lacked depth, and are limited in terms of opening meaningful engagement spaces for the citizens. These findings pointed to the dire need to move away from the normal, passive public participation towards the engaging, deliberative notions wherein the citizens would have opportunities to influence the final outcomes of planning and budgeting.
MT2017

This diploma thesis deals with an electronic communication with Civil Service and local government authorities in the Czech Republic. The introductory part defines the Civil Service and local government, in the other parts the thesis deals with the electronic communication itself. Further the thesis focuses on a communication through data boxes. Data boxes were put into practice in 2009 year. They are mandatory especially for institutions of Civil Service and local government authorities and business entities. An individual can also set up the data box voluntarily. Using the data box with an electronic signature, the individual can communicate with authorities electronically. The aim of the thesis was to map a state of the electronic communication in the Civil Service and local government authorities in the Czech Republic, South Bohemian region. This goal was carried out by means a questionnaire survey that took place in February 2012. Employees of the Regional Authority in České Budějovice were addressed, as well as employees of municipalities and job centres in chosen cities. The questionnaire survey showed that respondents evaluate the project of the data boxes mostly positively. Most respondents use the data boxes at their work as well as the electronic signature. This diploma thesis could serve to people who will start to work with the data boxes or they are thinking to set it up. However, the thesis also can serve to people who are interested in the topic of the electronic communication.

A organização das freguesias em Portugal sofreu alterações de fundo com a implementação de duas reformas administrativas entradas em vigor com a aprovação da Lei nº 22/2012 de 31 de maio e da Lei nº 56/2012 de 8 de novembro. Falamos, na primeira, da Reorganização Administrativa do Território das Freguesias e na segunda, da Reorganização Administrativa de Lisboa. Enquanto que no caso de Lisboa a iniciativa partiu do município, de maioria PS e presidido por António Costa, a nível nacional o impulso da mudança partiu do XIX Governo Constitucional de coligação PSD/CDS-PP, com o Primeiro Ministro Passos Coelho, por influência das alterações previstas para o poder local no âmbito do Memorando de Entendimento acordado com a Comissão Europeia, Banco Central Europeu e Fundo Monetário Internacional. Em ambos os modelos o número de freguesias foi reduzido e a divisão de competências entre estas e os municípios foi redesenhada. Passados oito anos, propomos como objetivo de estudo a análise do contexto da reforma administrativa através do estudo de caso da freguesia de Santa Maria Maior em Lisboa. Por conseguinte, ouvimos alguns cidadãos e o próprio Presidente da Junta, no âmbito do novo quadro legal de competências. A presente investigação visa contribuir para um conhecimento mais aprofundado da reforma administrativa a partir de um caso concreto: a freguesia de Santa Maria Maior, em Lisboa, no âmbito de uma reforma antecipada, pensada e enquadrada num determinado contexto, atendendo às sensibilidades e identidade do território.
The organization of civil parishes in Portugal has recently been through significant changes with the implementation of two administrative reforms made effective by Law n. 22/2012, May 31st, and Law n. 56/2012, November 8th . The first one refers to the Administrative Reorganization of the Civil Parishes Territory, and the second one to the Administrative Reorganization of Lisbon. While in the case of Lisbon the initiative came from the City Council, with a Socialist Party majority and António Costa as mayor, at national level the impulse for change came from the 19th Constitutional Government, with a coalition of the Social Democratic Party and the centre wing Popular Party, with Prime Minister Passos Coelho. The drive for change came from what the Memorandum of Understanding agreed upon with the European Commission, European Central Bank and the International Monetary Fund established for Local Government. In both models of territorial organization, the number of civil parishes was reduced, and some municipalities’ and parishes’ competences were redesigned. After eight years, we propose as a study objective an analysis of the context of the administrative reform through the case study of the parish of Santa Maria Maior in Lisbon. Therefore, we heard some citizens and the President of the Parish himself within the scope of the new legal framework of competences. The present investigation aims to contribute to a deeper knowledge of the administrative reform based on a specific case: the parish of Santa Maria Maior, in Lisbon, within the scope of an early reform, designed and framed within a certain territorial context, considering the sensitivities and the identity of the territory in question.

MA (Political Studies)
Department of Political Studies
The adoption of the constitution in 1996 has opened a new era of establishing a local government system that recommended that municipalities be established for the whole territory of the republic of South Africa. The white paper on “Local Government adopted by Cabinet in March 1998 outlined framework and programmes to guide municipalities to commit to work with citizens and groups within the communities to find sustainable ways to meet their social, economic and material needs to improve the quality of their lives”. Since 2007 epidemic service delivery protests started to be a national problem where 80 percentages of service delivery protests between the periods of 2007-2014 were violent. For instance, Musina Municipality experienced violent service delivery during the period of 2007-2014 where its properties, economy and people’s lives were in stake. Therefore, this study was driven by the need to analyse the implications of service delivery protests on the economy of Musina Municipality. A qualitative method approach to investigate the problem of service delivery protests implications on stability and economy in Musina Municipality will be used. A case study regarding service delivery effectiveness and violence used by people as a response and expression of a plea to be heard by their municipality will be investigated.
NRF

This dissertation focused on the nature of political control over the bureaucracy with reference to the Northern Province (1994-1998). Bureaucracies are controlled in various ways. Mechanisms aimed at ensuring public accountability towards ministers, national assemblies, the courts or ombudsmen may be instituted. The civil service may become politicised, so that it shares the ideological enthusiasm of the government of the day. Counter-bureaucracies may be formed to create an alternative advisory service and to strengthen the hand of elected politicians. Should the bureaucracy be subjected to political control? The reality of 'government by officials' may function behind the facade of representative and democratic accountability, which is the precise reason why control over bureaucratic power is one of the most urgent problems in modern politics and public administration and why no political/administrative system has found an easy solution to this problem yet. It is against this background that answers can be found to the question of whether the bureaucracy should be subject to political control and how such control should be exercised. Research questions which could herald possible solutions to the problem, were pursued. The study describes, analyses, and evaluates political control over the bureaucracy as an integral part of public adminstration and an essential ingredient of representative democracy. The dissertation also investigated the difference between the variables of the political and the administrative systems state-related structures and institutions and the ideological grounding of state-related concepts that influence the milieu of political control over the bureaucracy. Among others, the study determined the nature of the bureaucracy, provided a picture of how bureaucracies function, and described the factors and institutions that influence the interaction between the political and the administrative systems in terms of political control.
Public Administration
M.P.A. (Public Administration)