‘It’s every breath we take here’: Political astuteness and ethics in civil service leadership development

ABSTRACT

This paper uses survey and interview research with senior civil servants to argue that leadership with political astuteness is a specific contextual requirement for public servants who work closely with politicians. Also important are technical skills, judgement and a sharp sense of ethics and integrity. The fine balance of political astuteness and other capabilities is shown in a framework about leading in an ethical way. Implications for the development of civil servants are considered.     

Management in central government: The next steps

The Government's response to the latest report from the Efficiency Unit represents a compromise between those who believe that the Civil Service has gone far enough down the management road and the radicals who want even greater reform. Time will tell whether the new structures for providing public services will be better managed than the present centralised system. What is needed now is a new interpretation of the constitutional role of civil servants.     

Higher education

There is a growing interest in the use of marketing techniques and approaches in the management of the public services, as a result of changed perceptions of public services, and the developments in public service management in the last decade. This article discusses the nature of marketing and distinguishes strategic marketing from consumer marketing. The particular difficulties of marketing public services are considered. Specific development of marketing approaches in the civil service, local government, and the National Health Service are discussed. Finally, it is argued that the applicability of marketing concepts in the public services is limited because of the nature of the polity and the relationship between states and citizens.     

Public service motivation and performance: The role of organizational identification

Although the association between public service motivation (PSM) and job performance has received increased attention, there is limited knowledge of the mechanisms underlying its effects. Utilizing data from Chinese civil servants and their supervisors, the authors found that PSM results in higher levels of organizational identification and leads to higher levels of job performance because civil servants perceive the organization’s fate and results as their own.

IMPACT

Our study demonstrates that organizational identification is a key mechanism that explains how public service motivation (PSM) leads to higher levels of performance. To improve performance, public agencies should create an environment that helps employees identify with the organization, for example by highlighting the distinct services that the organization provides for the public and by establishing socialization practices for newcomers.     

New development: Eloquent silence—civil service career development in the EU financial assistance programmes conditionality

ABSTRACT

This article examines how civil servants’ career development was treated in the loan-driven EU reform recommendations for Greece, Portugal, Cyprus, Ireland and Spain in the aftermath of the 2007–2008 global financial crisis. Neither the European Commission (EC), nor the ‘Troika’, made any proposals for reforming the career development of those countries’ civil services. This omission is dysfunctional given the otherwise ambitious reform agenda the EC required from these countries in order to grant them financial support.     

ECONOMIC ANALYSIS FOR HEALTH PROJECTS

This paper applies to the health sector a method of projectanalysis advocated recently by Devarajan, Squire, and Suthiwart-Narueput.A health project evaluation should establish a firm justificationfor public involvement; establish the counterfactual—whatwould happen with and without the project; and determine thefiscal effect of the project and the appropriate levels of feesin conjunction with project evaluation. The evaluation shouldalso acknowledge the fungibility of project resources and examinethe incentives both for high-level public servants to shiftgovernment resources away from project-funded activities tothose that have not been evaluated and for lower-level contractorsand civil servants to provide good or bad service. Market failuresin health services and insurance markets should serve as a startingpoint for economic analysis, not as a reason to ignore economicsin health projects. Project outputs should be predicted aftertaking into account the reaction of consumers and providersin the private sector as well as market structures of supply,demand, and equilibrium for health services.      

The implementation of a strategic state in a small country setting—the case of the ‘Scottish Approach’

ABSTRACT

This paper is a case study of the establishment of the Scottish Approach to Public Services. This strategic approach to public services was developed through three key activities: reorganization of the Scottish Government; creation of Scotland Performs and the National Performance Framework; and significant investment in leadership development. The research comprised of 11 élite interviews with both current and former civil servants within the Scottish Government. Interviews sought to develop an understanding of the nature and rationale for the Scottish Approach, to explore implementation of the Scottish Approach, and to posit what lasting impact may result from this form of ‘strategic state’ in Scotland. There is a major gap in the academic literature in terms of empirical studies of the strategic state and this paper addresses this gap by presenting the context and background to implementation of a strategic state in a small country setting.     

Lean and mean in the civil service: the case of processing in HMRC

The public sector has been importing private sector methods and practices aimed at generating efficiencies and cost savings. However, the consequences of these changes on the working lives of civil servants are under-researched. This article uses detailed fieldwork to investigate the impact of Lean on labour processes in HM Revenue and Customs (HMRC). We argue that Lean has a detrimental effect on employees, their working lives, and the service that is provided to the public. The consequences of Lean on public sector work are highly problematic, which is of serious concern given its progressive impact on other civil service departments in the UK.     

Does co-creation impact public service delivery? The importance of state and governance traditions

Co-creation in public service delivery requires partnerships between citizens and civil servants. The authors argue that whether or not these partnerships will be successful depends on state and governance traditions (for example a tradition of authority sharing or consultation). These traditions determine the extent to which co-creation can become institutionalized in a country’s governance framework.     

Debate: The need for procurement risk management

Improvement boards offer a new approach to supporting stronger performance by public service organizations, and especially those facing significant issues of change. They involve formalized peer challenge and support by senior politicians and managers from other agencies. The authors document early experiences with improvement boards in local government and draw conclusions for policy and practice. Improvement boards will have the most impact where the organization's leadership already has some understanding of the performance improvement task, and is able to position the board as part of a wider strategy for change.     

A Special Breed?– A Longitudinal and Cross‐Sectional Study of Norwegian Budgeting and Financial Civil Servants

Abstract: This paper focuses on civil servants in the central Norwegian civil service whose main tasks are budgeting, supervision and accounting. The main research questions are: (a) What is their typical demographic profile? (b) How has their demographic profile changed over time? (c) What are the effects of having budgeting, supervising and accounting as a main task on civil servants’ attitudes and behaviour? The main findings are that they have a specific profile. There are significant differences between ministries and central agencies as well as changes over time and also marked differences with other civil servants regarding their attitudes and behavior.     

New development: Competency assessment system and practice in government—the South Korean experience

ABSTRACT

Many advanced countries have introduced competency assessment to define the necessary abilities for effective job performance—linking key human resource management and leadership development activities to ensure organizations have competent employees. Competency management is the subject of considerable attention worldwide, but the concept is not well researched. This article reviews the South Korean government’s competency assessment system and explains how it can be adapted to develop civil servants.     

Making sense of New Zealand’s ‘spirit of service’: social identity and the civil service

ABSTRACT

This paper explores the creation a more unified civil service in New Zealand with the Public Service Act 2020, which promotes the most profound changes to the public service since New Zealand’s New Public Management heyday in the late 1980s. Among its many reforms is an explicit attempt to foster a unified culture around a ‘spirit of service to the community’—a construct without fixed definition that appears to incorporate ideas of motivations and ethics. This paper shows that this unified culture can be traced through a series of key collaborative discussions that have taken place among New Zealand’s public sector chief executives. The authors present a case study to show how these collaborations contributed to a new social identity, and provided a foundation for a civil service unified by its spirit of service to the community. The paper contributes to this PMM theme by providing empirical evidence from the latest New Zealand experience; and also contributes to theory of social identity and sensemaking in creating civil service values.     

公务员养老金制度并轨改革的设计思路与精算评估

我国公务员与企业职工的退休待遇存在巨大差距,养老保险制度的公平性备受质疑,由制度差异带来的阻碍人才流动等弊端日益凸显,已成为近年来社会关注的焦点问题,本文在分析公务员的职业特点及其养老保障特殊性的基础上,借鉴国际经验,并基于融入全国统一的养老金体系和保护公务员既得权益的考虑,给出了公务员养老金改革应采取“基本养老金＋职业年金”的设计思路和具体方案,测算分析了改革方案对个人和财政支出的影响以及在实施上的可行性。     

Debate: Cutback management through public procurement

The policy of contestability has become an important policy in relation to the delivery of public services. This article describes the theoretical underpinnings of contestability and its application to public services in the UK. It discusses the necessary conditions for achieving effective contestability and extending the application of contestability in public service provision.     

Nachhaltigkeit und Erschwinglichkeit gemeindegetragener Krankenversicherungen in Afrika — Eine Fallstudie aus Nouna Distrikt,Burkina Faso

Many African countries developed national health insurance schemes after independence. However, merely public servants were eligible to subscribe. The majority of the population resides in rural areas where health care services of hospitals and dispensaries were free of charge. The economic crisis of these countries has changed this situation. Currently, almost all health services charge direct user fees so that a severe disease leads to a threat for the entire family of the diseased. Consequently, first community-based health insurances were introduced ten years ago.This paper analyses the effect of these insurance schemes on the service provision for the rural poor with the example of the proposed community-based health insurance in Nouna, Burkina Faso. The insurance can only be sustained if the premium is so high that about 50% of the population cannot afford it. Therefore, this insurance will neither benefit them nor will their situation improve. We have to ask whether a programme that betters the state of the well-off while leaving the condition of the poor unchanged is fair and just. For this purpose different aspects of equity are discussed. The author concludes that the premium-induced exclusion of 50% of the population from the insurance is only acceptable if the privileged use this benefit for economic growth which will finally benefit the poor.     

Megaw and the public sector: A union response

One Civil Service union ‐ the Institute of Professional Civil Servants ‐ welcomed the Megaw Report on the grounds that it would help restore internal relativities. Unions representing the great majority of civil servants, however, came out strongly against it. The general secretaries of the Civil and Public Servants Association and the Society of Civil and Public Servants prepared a note for the TUC's public service committee on the implications of Megaw for the public sector as a whole. The following is based on that note.     

Developing capacity within the British civil service: the case of the Stabilisation Unit

ABSTRACT

This paper examines the training and development dimensions of a relatively recent entity within the British civil service—the Stabilisation Unit (SU). Now accountable to UK National Security Council, the unit came into being in 2007 in order to co-ordinate work between the Foreign & Commonwealth Office, the Department for International Development, and the Ministry of Defence in the wake of military interventions in Iraq and Afghanistan. The unit now has a broad crisis prevention and response function. This paper shows how the unit has become an important training and capacity building feature of the modern British civil service. The concluding argument is that there is considerable potential for the unit to be an organizational agent for joining-up government as part of a renewed modernization agenda for civil service learning, training and development.     

The effect of corporate social responsibility on the branding of financial services

In today's global world, corporate social responsibility (CSR) is increasing public demand for greater transparency from multinational companies. CSR is a new and growing financial risk factor. If it is mismanaged, a firm's corporate reputation can be badly damaged and a direct negative impact on its business and bottom-line may result. Instead of simply campaigning directly against industrial groups and lobbying governments and international organisations to issue new legislation, non-governmental organisations (NGOs) are increasingly putting pressure on the financial services groups and insurance companies. This new global tactic may affect a bank's relationship with its clients and shareholders.There are market benefits and competitive advantages for those companies whose business policies integrate CSR. The growth in socially responsible investments and in CSR awareness among City people persuades some bankers that the most successful firms of the future will be those who proactively balance short-term financial goals with long-term sustainable franchise building. To respond to this challenge, corporations will have to convince citizens they can trust both their brands and the people behind them. In this context, one must recognise that finance brands have been clumsily managed. Nowadays, several big consumer brands are used as societal role models, but they are also the targets of anti-globalisation and anti-logo activists. In order to avoid such an outcome — not to mention corporate mortification — the key social marketing strategy must be to communicate proactively the business activity's raison d'être to opinion leaders and the general public. In general, industry does not yet care enough and many companies are reacting only when put under pressure by public opinion. It is time, however, to market the social raison d'être of a business and indeed to contest its current exclusion from ‘civil society’. Consumer and service sectors lead the field. In view of the downturn of the global economy, more than ever before, CSR branding is of paramount importance to the financial sector if bankers do not want to become the easy scapegoats. It is necessary to make it clear that financial services companies are global citizens too.     

Operationalization of Ghana’s civil service code of conduct

ABSTRACT

This paper examines the internal and external challenges to the implementation of the code of conduct in the Ghana’s civil service using the Controller and Accountant Generals’ Department (CAGD) as a case study. The main internal challenges to the implementation of the civil service code of conduct at CAGD were found to be: the categories of staff affected by the code of conduct; ‘immunity’ from sanctions, nepotism; and limited checks on enforcement mechanisms. The key external challenges to the implementation of the civil service code of conduct at the CAGD are discussed in the paper and the authors make five important policy suggestions to enhance effectiveness of the implementation process. The suggestions will have value in countries with developing administrative systems.