NOT JUST BRICKS AND MORTAR: EEO IN HOMESWEST

Abstract: Moves by both state and federal governments to implement private sector management practices in government administration have received attention from a number of writers. Feminist critics of corporate management argue that, in very devolved situations, public sector management concentrates on the achievement of program outcomes to the detriment of other management objectives and Equal Employment Opportunity is ignored. The contention that efficiency and effectiveness are promoted at the expense of equity under a regime of public sector corporate management will be addressed through a case study of the West Australian Housing Commission, Homeswest. This paper examines the results of Equal Employment Opportunity programs in a highly corporatised state government agency.     

Human Resource Practices in State Government: Findings from a National Survey

What are states doing with respect to human resource practices to improve government operations? Using data collected by the Government Performance Project, this article identifies emerging trends and innovations in state personnel systems. Specifically, it provides a national comparison in the areas of personnel authority, workforce planning, selection, classification, and performance management. Results show that many states are delegating authority for personnel functions to agencies and managers, shifting their human resource missions to being more proactive and collaborative with agencies, and adopting performance management systems that integrate organizational and individual goals. In short, many states are investing considerable resources to modernize their human resource management systems.     

State and Local Government Procurement and the Winter Commission

The Winter Commission proposed a state and local government procurement reform agenda that placed public managers at the core of a depoliticized, deregulated, and more pragmatic public sector contracting process. Drawing on the literature and data from several state and local government surveys, this article shows that between 1992 and 2003, state and local governments’ contracting practices moved in directions consistent with the commission’s reform agenda. By 2003, state and local governments had decentralized and deregulated their contracting processes, were contracting more effectively and in circumstances in which it is more likely to be successful, and had adopted several innovative technologies and management practices.     

DEVELOPING A FRAMEWORK FOR MANAGEMENT EDUCATION IN THE VICTORIAN PUBLIC SERVICE

Abstract: The Public Service Board of Victoria initiated a project in March 1989 to plan a framework for the development of competent managers. The methodology involved an examination of the current practices of 23 organisations, together with a worldwide literature search. The major findings were that the managerial task is similar across sectors, but the manager level and the environment are qualifying variables; that training, management education and development in private sector organisations and statutory bodies has total commitment from the chief executive, is closely linked to the business plan, forms part of an integrated human resource management system, and is continually reinforced by the organisation's culture and values; and that there is no strategic and focused approach to developing managers across the Victorian Public Service. The 21 recommendations covered the areas of investment and commitment, the development of a systematic approach by providing quality management programs based on core managerial competencies and the integration of training, education and development with performance management processes.
The implementation plan calls for pump-priming funds for resourcing and delivering high quality programs, a change in the culture, the adoption of a set of principles, the establishment of a management education unit, acceptance of a common language of competence for managers, and an integration of education and development needs with corporate plans through the performance improvement system. Commitment to implementation should result in a systematic approach to the formation of competent managers with the benefits flowing to the community through improved services, the government gaining by increased performance of the agencies, and public servants being able to reach their full potential.     

国企改革30年的纷争焦点与深化改革的取向

我国国企改革伴随着激烈的理论争论走过了30年。2003年以后,我国新的国资管理体制逐步建立,国企调整改革的取向也发生了明显变化——向关键领域集中,整合重组,做强做大。由于地方国企与央企差异很大,特别是二者的战略地位完全不同,因此,其调整改革取向应当有很大差异。要使地方国企与央企沿着合理的差异化取向调整改革,就应当正确认识和调整国务院国资委的定位、合理确定地方国资委的地位、正确处理地方国资委与国务院国资委的关系。     

Public Sector Corporate Governance Disclosures: An Examination of Annual Reporting Practices in Queensland

In the public sector, corporate governance is an expression that is yet to be explicitly defined. This paper examines the existing public sector literature in order to derive a set of broad principles of corporate governance in the public sector. These principles are then applied through a content analysis of corporate governance disclosures in a group of government‐owned corporations, state government departments, local governments and statutory bodies. The results indicate the set of principles derived is generally applicable to various forms of public entities. However, due to a lack of an established public sector corporate governance framework, the disclosure of corporate governance is piecemeal. Government‐owned corporations achieved better disclosure practices in most principles than other public sector bodies. The paper aims to stimulate debate on public sector corporate governance and provides a basis for a more extensive survey on corporate governance disclosures.     

Sliding doors in Brussels: A career path analysis of EU affairs managers

This article investigates the revolving doors phenomenon in the European Union (EU). It proposes a management approach that treats this phenomenon as a form of corporate political activity through which companies try to gain access to decision makers. By using sequence analysis to examine the career paths of almost 300 EU affairs managers based in public and private companies across 26 countries, three different ideal‐typical managers are identified: those EU affairs managers coming from EU institutions and public affairs; those who make a career through the private sector; and those who establish themselves in national political institutions. This identification confirms that EU institutions need different types of information and companies need EU affairs managers with different professional backgrounds able to provide it. Rather than observing a revolving door of EU officials into EU government affairs, what the authors term ‘sliding doors’ – namely the separation of careers, especially between the public and private sectors – is discerned.     

What Do Corporations Owe Citizens?

Institutional investors occupy an important location in the corporate governance system in countries with high shareholding, such as the US. As these are also countries where pensions are heavily invested in equities, the pension and corporate governance systems intersect, though they are usually analyzed separately. Institutional investors could play a more active role in corporate governance, but many if not most have not done so. Public pension funds are more proactive on corporate governance transparency issues than are the privately held funds, in part because the latter have some conflict of interest between those who own the parent firm and those who invest in the funds. Overall, institutional investors in the US have fewer powers over the managers than do the UK counterparts. Debates over SEC Rule 14a-8 which would give more power to IIs reflects the views and influence of competing lobbies on each side of the battleground among shareholders, managers, and employees over the cash flow of the firm, a battleground in which pension funds are increasingly important players.

Inside Collaborative Networks: Ten Lessons for Public Managers

This paper offers practical insights for public managers as they work within interorganizational networks. It is based on the author's empirical study of 14 networks involving federal, state, and local government managers working with nongovernmental organizations. The findings suggest that networks are hardly crowding out the role of public agencies; though they are limited in their decision scope, they can add collaborative public value when approaching nettlesome policy and program problems.     

Capital Budgeting and Management Practices: Smoothing Out Rough Spots in Government Outlays

Public capital budgeting and management literature recommends long‐term capital and fiscal planning practices to prevent large fluctuations in outlays caused by fiscal stresses. This study extends the literature by examining the effects of long‐term capital planning and management practices such as the use of a capital budget, separate impact analyses, and the use of bond financing and dedicated revenue sources on capital spending volatility. The empirical results confirm that several of these practices smooth out state government capital outlays that vary because of socio‐economic and financial factors.     

Using Local Government Corporate Plans in Victoria

The Victorian state government has required local governments to publish their corporate plans and this paper explores the information provided by their corporate plans. These plans demonstrate diversity in the form and content, but several themes emerge. First, despite the purpose of corporate plans being to demonstrate accountability to the local community, the lack of performance targets reduces the usefulness of these plans for accountability purposes. It also explores objectives which are of major importance to the sector, such as local economic development, which is an issue difficult to control in the local area, being largely determined by federal and state policy. Other important objectives include financial and asset management together with emphases on the local community and accountability, issues which were the drivers of the state government's reform agenda. This article assists those who want to enhance the practice of corporate (strategic) planning in local government.     

The impact of governance on education inequality: Evidence from Bangladesh

Bangladesh has made remarkable progress in increasing education access in the last 20 years. However, substantial inequalities in educational attainment remain even though equity in education is a central government objective. The article argues that weaknesses in education sector governance are crucial to understanding these persistent inequalities. At the level of the budget, anti‐poor biases in allocation decisions are shown to be the result of the budget's role in political management and the lack of effective accountability mechanisms. The spearhead of government attempts to address education inequality at the primary level has been the conditional cash transfer programme for poor children. The article shows that the programme has failed to target the poor and suggests that this has been due to the weaknesses and contradictions in the governance of the programme. Strengthening the links between policy and implementation through improvements in the governance of the sector are crucial if inequality is to be addressed and national education goals achieved. Copyright © 2009 John Wiley & Sons, Ltd.     

MANAGING WITH LESS

Managers everywhere are faced always with problems of scarcity, with setting priorities, making trade-offs and allocating short resources. One part of the administrative task is necessarily about getting the most done for the least cost. But is Australian government administration now entering a particularly severe period of restraint, which will place even sharper challenges upon managers in the public service? I think the answer to this question is yes, and that there is general agreement about this within the public service itself. Problems of managing with less are therefore contemporary and pressing; and this paper is a summary of ways in which those problems are being approached. One way issues in calls for improved efficiency in government. This is not, however, a straightforward matter at all. Improvements or so called improvements to efficiency will always meet some resistance for a mixture of reasons. Some managers think that the need for change is not as great as critics maintain, so giving them no cause to do more than continue their normal practices of good management. Others see a renewed emphasis on efficiency as cutting into the resources properly available to the public service, so harming the community which the administration is supposed to serve. Managing with less is not then merely a technical issue. It involves questions about the meaning of efficiency and the role of management, and also judgments about the nature of the period in which we live and about who gains and who loses when we do indeed have to manage with less: that is, political and even moral considerations are mixed up with considerations of good management and efficiency. These matters of value, choice and conflict cannot be avoided.     

Budgeting for Federal Capital

This article examines the issues involved in federal investment budgeting and planning for the acquisition of federally-owned assets. It describes the unique role of the federal government and examines the different issues and reforms prompted by differing types of capital and investment sponsored at the federal level. It suggests that meaningful changes can be instituted in our budgeting practices that can make a difference for our budgetary choices without adopting a full-scale capital budget. It also presents a framework for improving federal agency capital decision making based on a study of practices used by leading state and local and private sector organizations. The article is based on testimony delivered before the President's Commission to Study Capital Budgeting.     

Good Government Means Different Things in Different Countries

Work on good governance implies a one‐best‐way model of effective government. This has isomorphic influences on development, whereby governments are influenced to adopt a one‐size‐fits‐all approach to get things done. This article challenges whether such an approach exists, proposing that models actually do not hold even for the so‐called effective governments. Governments look different, even if they are similarly called models of good government. This proposition is examined through a study of public financial management practices in a set of Organisation for Economic Co‐operation and Development (OECD) and non‐OECD countries. The study shows that effective governments are not more likely to exhibit better practice characteristics implied in one‐best‐way models. Good public financial management means different things in different countries. The article concludes by suggesting that good governance models give way to menus and the development community invest more time in examining why different countries select different menu items.     

The evolving discipline of public affairs

• Approaching the tenth anniversary of this Journal of Public Affairs, as the editorial team we offer this extended literature review as our reflection on the evolution and development of public affairs, both as an academic discipline and a professional practice. It is a necessarily personal and subjective contribution, highlighting the issues and areas which we believe represent significant continuing debates. The article considers how public affairs is, and should be, defined; examines the range of activities which theorists and practitioners understand as falling within the scope of corporate public affairs; analyses the relationship between public affairs and corporate political activity as different though complementary fields; discusses the importance of the public issues life cycle and the issues management models; and calls upon the public affairs community to defend the position of public affairs as the fundamental bridge between the organisation, society and government, in the face of challenges from other organisational functions.

Copyright © 2010 John Wiley & Sons, Ltd.     

The influence of management on the cost of fire protection

An important and unresolved issue central to the study of government performance is how the actions of managers and the nature of organizations affect the cost of public services. This paper presents an empirical analysis of fire departments that estimates the influence of managerial choices on per capita spending within a simultaneous public production system. It does so by refining a theoretical cost model from the field of public management to include fundamental dimensions of government organizations and administration. Two‐stage least squares regression analysis is then employed to examine the fire protection case. The results of the analysis substantiate the intuition that managerial practices and decisions influence the cost of a public service. They show that the cost of fire protection depends significantly on the outcomes of a department's fire prevention and suppression activities, some key aspects of a department's management practices, the configuration of its workforce and equipment, its legal structure, and factors in its external environment. © 2004 by the Association for Public Policy Analysis and Management.     

Administrative reform in a changing political environment: The case of Hong Kong

Since 1989, the Hong Kong government has implemented a programme of public sector reform that is based on the principles of ‘new public management’. The reforms initially focused mainly on financial management reform, including delegating responsibilities for resource allocation; re-defining the roles of the central resource branches; setting up trading funds in departments that provide services directly to the public; and instilling a new corporate culture of service throughout the government. Some progress has been made in implementing the reforms. In 1993, the government realized that further civil service reform was necessary to support the reforms. The government proposed to delegate more authority to department heads on personnel matters; give managers more freedom to manage personnel; and simplify personnel regulations and procedures. These ‘new public management’-type reforms are usually associated with stable, relatively unchanging environments. In Hong Kong, however, the reforms have been proposed and carried out in an environment of considerable political turbulence which has both facilitated and hindered their implementation. Because of the declining legitimacy of the colonial government, British authorities may not have the political capacity to implement the reforms. Opposition from both department heads and civil service unions to aspects of the reforms has already emerged.