'Public Service', 'Public Management' and the 'Modernization' of French Public Administration

Since the mid-1980s, successive French governments have attempted to 'modernize' the structures and methods of public administration. Although this vocabulary of 'modernization' is distinctly French, many of the actual reforms appear, at first sight, to be based on imported 'new public management' doctrines. In this article, we analyse the recent French reforms and the ideas underpinning them and we attempt to locate these reforms in their comparative context, employing data from a wide range of official reports and secondary sources and from a series of semi-structured interviews with senior officials. We build on the analyses of Hood (1991 and 1995) and Wright (1994) that if many governments are dealing with similar problems by adopting similar approaches to reforms based on private sector man-agement methods, the actual nature of the reforms in any individual state depends on the national context, or 'initial endowment'. In France, the importance of administrative law, the successful experience of nationalized, monopoly, public-service providers in the post-war period, the political weight and established rights of civil servants, and the idea of the 'general interest', represented at the local level by the prefect, explain many of the distinctive features of the hybrid modernization reforms. In short, an analysis of the policy of modernization and its origin leads to conclusions which are highly consistent with new institutional explanations of policy making (Hall 1987)     

The partisan–professional dichotomy revisited: Politicization and decision‐making of senior civil servants

Politicization has an ambivalent reputation among public administration scholars. While considered an effective instrument to safeguard political control over ministerial bureaucracy, partisanship of senior civil servants is likewise associated with patronage and is deemed detrimental to professionalism and meritocracy. To scrutinize this contradiction, the article examines how the party‐political background of senior civil servants influences their decision‐making behaviour. Two theoretically derived conceptions of loyalty are therefore put to the test: responsiveness and responsibility. Effects are captured by using the vignette technique in 40 in‐depth interviews with former senior civil servants from ministerial departments at federal and state level in Germany. The results are surprising in so far as they reveal that politicized senior civil servants act neither more responsively nor less responsibly than their non‐politicized peers. These findings challenge common assumptions and call for a more refined analysis of the conditions under which politicization leads to negative effects.     

ADMINISTRATIVE TRADITION AND REFORMS IN SPAIN: ADAPTATION VERSUS INNOVATION

The main purpose of this paper is understanding public administration formation and change in Spain. Its development before and since the years of Franco from 1939 to 1975, is noticeably path dependent in nature. As this paper will show, the foundations were laid before the Franco regime. Then came a period of political domination of the bureaucracy and the emergence of a key structural element of Spanish administration, the special corps. The paper covers the period of political transition, democratic consolidation, and the many processes of administrative reforms. These include the reforms of the Spanish civil service as well as the deep processes of reform.     

General Trends and Causes of High Compensation of Government Managers in the OECD Countries

Government managers play a central role in the public administration of countries to support their overall efficiency. The compensation of central government senior managers has received considerable attention in recent years since it has risen in many countries. The public, the media and academia see government senior managers as being overpaid, with salaries increasing in a disproportionate and inequitable way. The literature has analyzed some possible determinants of this socio-administrative issue. However, the political and institutional factors affecting public managers’ compensation are still largely unknown. This study shows that the average compensation of central government senior managers in some OECD countries seems to be positively associated with the average salary of members of parliament (MPs). Furthermore, high compensation of public managers seems to be more frequent in countries with low freedom of expression, of association and of the media, as well as low quality of contract enforcement, property rights and control of corruption. These results may provide fruitful insights into the possible causes of this relation, to support reforms and best practices which can improve the efficiency of the public administration in modern economies.     

Entrepreneurship and Participation in Public Management Reforms at the Local Level

This article seeks to discuss who the policy entrepreneurs are and who participates in the policy-making process of public management reforms at the local level. In order to answer the research questions, a multi-unit and multi-case research study was carried out in three municipal governments: Barcelona, Boston and Turin. The subjects of the study were 15 innovations in management implemented between 1992 and 2007. The first conclusion is that politicians predominantly take the entrepreneurial role in introducing innovations in public management, regardless of the technicality of the innovation. As far as political participation is concerned, public management reforms are still dealt with as in-house matters, even when public managers want to be recognised as promoting the positive values of political participation.     

Legitimacy‐Building in the Macau special administrative region: Colonial legacies and reform strategies

The retrocession of Macau to Mainland China's sovereignty since December 20, 1999 has initiated an unprecedented process of legitimacy‐building in the new Special Administrative Region. The Chief Executive, Edmund Ho, has implemented a multiplicity of reform strategies for the sake of consolidating his legitimacy. The twilight of the Portuguese colonial era was plagued by a rapid deterioration in law and order and the persistence in public maladministration, thus weakening the departing colonial regime's performance legitimacy seriously. As such, the political environment was conducive to Ho's herculean efforts at establishing his performance legitimacy. While the new Chief Executive's procedure legitimacy was enhanced by his election from an Election Committee composed of political elites, Ho's performance legitimacy has been buttressed by depoliticisation, economic development, civil service reforms, and new constitutional conventions. The abolition of the Municipal Councils in 2000 ran the risk of delegitimising the Ho regime. Yet, such delegitimisation was by no means serious given the relatively weak political opposition. Still, in the face of a more active and assertive citizenry, political reforms will have to be pondered and implemented by the post‐colonial regime in Macau. It will be necessary for the Macau government to utilise democratic reforms in a bid to preempt the increasingly vociferous demands for more participatory channels. The case of Macau corroborates the existence of a dialectical process of legitimisation, which has been strengthened mainly by depoliticisation and economic development, and delegitimisation, which is looming in the midst of a steadily growing political activeness on the part of the Macau people.     

THE INSTITUTIONALIZATION OF POLITICAL DISCRETION IN POST‐COMMUNIST CIVIL SERVICE SYSTEMS: THE CASE OF HUNGARY

This article addresses the discrepancy between attempts to establish professional, de‐politicized civil services and the politicization of personnel policy at the central government level of post‐communist countries. It develops the concept of formal political discretion as an analytical tool for the assessment of how and to what extent legislative frameworks governing civil services provide institutional conditions for the de‐politicization of personnel policy. The case of Hungary shows that since the change of regime in 1989/90, four civil service reforms have led to the adoption, implementation and revision of civil service legislation that has gradually reduced the possibilities for government ministers to exercise political discretion over personnel policy. Civil service reforms have also led to the institutionalization of various discretionary instruments which ministers can and have used to politicize civil service affairs. The adoption and implementation of civil service laws therefore does not necessarily lead to the de‐politicization of civil services.     

DOES POLITICAL CHANGE AFFECT SENIOR MANAGEMENT TURNOVER? AN EMPIRICAL ANALYSIS OF TOP‐TIER LOCAL AUTHORITIES IN ENGLAND

In many political systems the political neutrality of senior managers' tenure is often cherished as a key part of the politics-administration dichotomy and is subject to formal safeguards. We test hypotheses about the impact of political change on senior management turnover drawn from political science, public administration and private sector management theory. Using panel data to control for unobserved heterogeneity between authorities, we find that changes in political party control and low organizational performance have both separate and joint positive effects on the turnover rate of senior managers. By contrast, the most senior manager, the chief executive, is more sheltered: the likelihood of a chief executive succession is higher only when party change and low performance occur together. Thus the arrival of a new ruling party reduces the tenure of senior managers, but chief executives are vulnerable to political change only when performance is perceived as weak.     

DISTINCTIVENESS OF ADMINISTRATIVE REFORM IN GREECE,ITALY, PORTUGAL AND SPAIN. COMMON CHARACTERISTICS OF CONTEXT,ADMINISTRATIONS AND REFORMS

This article, the final part of the symposium, concentrates on the common characteristics of Southern European states and administrations that can explain the distinctiveness of the reforms there. First, we briefly consider the theoretical aspect of the country papers, that is, historical institutionalism. We then briefly review some common features of contextual factors such as welfare state, economy and civic culture. This is followed by a discussion of some typical characteristics of Southern European administrations: legalism, politicization and clientelism. Finally, we discuss some common features of reform in Southern Europe. Reform in the region encompasses not only new public management; other reforms have also occurred. However, political polarization means these countries lack the stability necessary to implement and carry out reform effectively. In terms of improvement in quality, efficiency and client orientation of public service provision, the far‐reaching politicization of the civil service gives a distinctive twist to any such claims.     

CHANGES IN PUBLIC SERVICE BARGAINS: MINISTERS AND CIVIL SERVANTS IN DENMARK

The concept of public service bargain (PSB) has been reintroduced in recent times to the study of public administration to analyse the division of roles between ministers and the civil service in the context of public service reforms ( Hood 2000, 2001, 2002 ; Hood and Lodge 2006 ). The empirical investigation of the concept of PSB in general and changes in PSBs in particular is, however, limited. This article addresses this limitation by investigating what causes changes in public service bargains, particularly with respect to the provision of advice. As argued by Hood, we demonstrate how changes in PSBs can be explained by a combination of changes in the environments of ministries as well as the interests of the political actors. Furthermore, we point to the professional qualifications of civil servants as well as their interests as causes of change which, until now, have not received sufficient attention in the PSB literature. The article is based on a longitudinal case study of PSB between ministers and the permanent civil service in Denmark.     

Transformation of the welfare state in Lithuania: Towards globalization and Europeanization

This paper is designed to shed some light on possible impacts of globalization and Europeanization on social security reforms in one of the new EU member state - Lithuania. The paper is based on 67 expert interviews conducted with the political elite, academics, journalists, senior civil servants, interest group representatives and the economic elite. The paper highlights the higher influence of globalization through the activities of such supranational agencies as the World Bank and the International Monetary Fund compared to the impact of cognitive Europeanization on social security reforms.     

APPOINTMENTS TO THE HIGHEST GRADES IN THE CIVIL SERVICE – DRAWING THE CURTAIN OPEN

The appointments process to the higher civil service is important but little information about it is in the public domain. This article provides such information, using material gathered from a series of interviews with senior civil servants. Part one offers an authorized account of the procedures for senior appointments. The second part makes use of information I gathered from officials closely involved in the procedures, to piece together what actually occurs, in a still highly secretive area of Whitehall proceedings and highlights the disparity between'official theory'and actual practice. The article concludes by suggesting that a dominant Prime Minister has the potential to use a system, originally fashioned by Whitehall, for Whitehall, for political purposes.     

RESTRUCTURING WEBERIAN BUREAUCRACY: COMPARING MANAGERIAL REFORMS IN EUROPE AND THE UNITED STATES

In much of the international public administration literature, New Public Management (NPM) already appears to be bogged down in a quagmire of critical revisions and assessments. Although some criticisms are well founded, there can be no doubt that NPM represents a trend which has considerably affected public‐sector decision‐making worldwide. This article takes the examples of the Southern European bureaucracies, where NPM‐inspired reforms were introduced later than in the English‐speaking world, but have nevertheless played a decisive role in the political agenda of both socialist and conservative governments. The paper presents the results of a comparative study of administrative reforms in five European countries as well as the USA during the 1980s and 1990s. The comparison is based on three specific dimensions (central bureaucracies’ formal structure; civil service organization; administrative processes), enabling us to systematically measure and compare the progress of the various countries subsequent to the cycle of managerial reforms.     

THE VALUE OF THE REMUNERATION OF HIGH CIVIL SERVANTS IN BRITAIN IN THE 20TH CENTURY AND ITS IMPLICATIONS

The article traces a large real and comparative decline in the rewards of high civil servants in Great Britain over the 20th century, accelerating since about 1970. It relates this to developments in the market for ‘high quality’ graduates and to changes in public and governmental attitudes which have affected the size, organization and role of the civil service. It discusses possible causes of the decline in top rewards in terms of three explanatory approaches suggested by social scientists – the ‘institutional’, the ‘cultural’, and the views of the ‘Chicago School’. Finally, following an examination of changes in the way senior British civil servants are now recruited and remunerated, it considers possible outcomes in terms of effects on the part they can play in the governmental process.     

Public administration in hong kong: Crises and prospects

Current studies on Hong Kong public administration have overlooked three emerging crises of the administrative system -- the crises of mediocrity, the public service, and the metapolicy -- which may result in a complete collapse of the colonial regime. The analysis reveals the following. Firstly, operating within a paradoxical context, civil servants find it difficult to maximize their contribution. Hard pressed by the delimma of “to strive for excellence or to observe medicoirty,” many choose the latter. Thus, the overall performance of many Hong Kong public agencies and civil servants is unacceptable. Secondly, at the absence of a political theory which redefines the relationship between the political system and socio-economic system and thus the mission of the public service, many civil servants lack commitment to the public service and therefore the norm of medicority is reinforced. And thirdly, the government has reformulated its metapolicy in a way that system overloading is likely, thus making Citizen insubordination probable. It is conclusded that the future of Hong Kong is bleak and that remedial actions are awaiting: the first task is the quest for a new set of political ideology and public philosohgy; the next is reformulation of a new metapolicy, followed by forceful pulbic sector management reform.     

The politics of HIV/AIDS in South Africa: government action and public response

A decade ago it seemed likely that African governments would be destabilised by the impact of the HIV/AIDS epidemic. This article tests some of the presumptions in such forecasting with an examination of the South African case. It begins with an assessment of the effects on the public health system of the South African government’s efforts to cope with the illness. Efforts to implement universal treatment of people who are HIV-positive appear to have strengthened government, while the costs have been affordable. The efforts have extended the embrace of the public health system and prompted the engagement of civil society in policy formation and implementation. Survey evidence suggests that the government has gained public approval and that its health service delivery has become more socially accountable. Civil protest to engender political reforms in the treatment of AIDS patients has enhanced the role of constitutional checks on executive authority.     

Turnaround Management Strategies in Local Authorities: Not Only for Poor Performers

In the past four decades, UK government policymakers have sought to improve the performance of local government by trying to achieve organisational turnaround and bring laggards up to the standards achieved by the leaders. Both the Conservative Party and New Labour led new public management reforms aimed at modernizing and improving local government authorities by adopting standards from the private sector. Given the pressure to improve, failing local authorities have been pushed to adopt a unique set of strategies known as turnaround management strategies (TMS). However, this paper, based on qualitative data and a survey of 126 senior local leaders, shows that TMS have been implemented to a high extent among both poor and excellent performers. The paper concludes that regardless of their objective performance ranking, English local authorities are characterised by a self-perception of underachievement. As a result, high performers continuously implement radical changes.     

How a demanding employment relationship relates to affective commitment in public organizations: A multilevel analysis

It has recently been recognized in the public administration literature that multiple reforms coexist in public organizations, ranging from the Weberian bureaucracy to New Public Management and, more recently, new public governance. This study develops a typology of the employment relationship with features of these macro‐level changes and tests their impact on the civil servant's affective commitment by including the individual‐level social exchange relationship. This multilevel model is tested with data from 936 employees in a public organization. The findings confirm the existence of different approaches to the employment relationship: overdemanding, mutual investment and moderately demanding. Civil servants in a mutual investment employment relationship are most affectively committed, and civil servants in a moderately demanding employment relationship benefit most from a positive social exchange relationship. Implications for public management theory and practice are discussed.     

Open Government Information: Challenges Faced by Public Human Resource Management in China

The implementation in China of the Regulations of the People's Republic of China on Open Government Information, on May 1, 2008, is considered a potential turning point, a shift from traditional public administration characterized by an entrenched culture of secrecy toward more transparent and accountable administration practices. This article shows, however, that due to a variety of institutional constraints, the implementation of the Regulations is still lacking. Although the success of an open government information (OGI) regime in China ultimately relies on thorough political and administrative reforms, this article presents the argument that short of drastic political system change, the implementation of the Regulations could be improved by adopting innovations at the management level. This article suggests that the Chinese government adopt new human resource management strategies in leadership, training, and performance management that are compatible with OGI in order to significantly improve the implementation of the Regulations. An incremental approach to improving OGI implementation in China will finally pave the way for future political reform.     

Public Accountability in Malaysia: Challenges and Critical Concerns

Despite its laudable roles in steering the process of socioeconomic development, government bureaucracy in Malaysia has not escaped public criticisms for its inefficiency, corruption, and failure to guard public interests. The media, civil society groups, intelligentsia, and the political opposition have successfully utilized the major scandals to highlight the growing public concern over the poor performance of the bureaucracy and its lack of accountability and responsiveness. This has provided impetus for the “clean and efficient government” movement initiated in the early 1980s and a series of subsequent efforts aimed at promoting appropriate values and ethics among public officials. Numerous rules and regulations have been framed, major reforms have been introduced in various spheres of administration, and an extensive program of training and bureaucratic reorientation has been undertaken. Despite all this, recent evidence suggests that the public service continues to suffer from problems of corruption and other irregularities. Obviously, the performance of numerous reforms in public service and the institutional mechanisms put in place for tackling ethical problems, though positive in general, has fallen short of expectations. This paper seeks to examine and analyze the present approach to combating corruption and promoting accountability in the Malaysian public service. In particular, it focuses on institutional mechanisms currently available and identifies and analyzes their constraints and limitations in keeping the public bureaucracy under surveillance and control.