What Really Happens: Department Secretary Appointments,Contracts and Performance Pay in the Australian Public Service

This account of the practice in the Australian Public Service (APS) for appointing department secretaries, using contracts and rewarding for performance, is based on my own experience in being appointed, reappointed and not reappointed, and in receiving and not receiving performance pay. It also draws on my experience as Public Service Commissioner in assisting with appointments and performance pay of secretaries. I also discuss weaknesses in the current system, and the drift to ‘politicisation’. I was first appointed as a department secretary at the end of 1993 after 25 years in the APS including 15 years in the Senior Executive Service (SES) in three different portfolios (Social Security, Finance and Defence). I was secretary of three different departments (Administrative Services, Housing, and Health, some of which went through changes in name and responsibilities during my tenure) before being appointed as Public Service Commissioner from the beginning of 2002. I retired from the APS in June 2005.     

Organisational Structures in the Australian Public Service

This article examines the nature of the organisational structures found within the Australian Public service (APS). Four basic dimensions of organisational structure are distinguished: the degree of formalisation or bureaucratisation, the degree of differentiation or specialisation, hierarchy and the extent of centralisation. The article will show that variations in the organisational structure of the APS are attributable to a range of factors including the political context, size, task complexity, the grading system, considerations of efficiency and political factors. The relative importance of these factors varies according to which aspect of structure is examined. Mechanistic organisational structures predominate in the APS due to the nature of the tasks performed, the imperatives of political control and the requirements of staff classification.     

Integrated leadership system in the Australian Public Service

On 16 July 2004 the Australian Public Service Commission launched a new approach to leadership capability development for the public service. This approach, the Integrated Leadership System (ILS), is described as innovative and unique by the four speakers who make up this presentation—including Andrew Podger (AO), Public Service Commissioner, Jane Halton, Secretary of Health and Ageing, Anne Simic, Head of People, Qantas, and Dr Peter Shergold, Head of the Public Service and Secretary of the Department of Prime Minister and Cabinet.     

Partnership and Politicisation: New Relations for Senior Executives in the NT

Despite substantial evidence to the contrary, claims that the increasing emphasis on performance-based contracts and other changes in tenure arrangements for Chief Executive Officers (CEOs) and other senior executives will inevitably lead to 'politicisation' of the public sector persist. Those claims were particularly shrill during discussions of the new Commonwealth Public Services Bill in 1997 and have resurfaced in more recent commentaries. This paper argues that the claims have not been substantiated after more than a decade of experience in other jurisdictions; and that, in fact, the relationship between governments and their senior employees is more robust and honest, and therefore more appropriate to the times, than the critics would have us believe. While the argument is based on the Northern Territory experience, its application in other jurisdictions is also addressed.     

The Premises of Decision-Making within the Australian Public Service

Decision-making is usually studied in the context of a particular choice or institution. This article proposes an alternative, cross-cutting approach. It argues that federal policy-making involves three forms of rationality — technical, economic and political. Standard operating procedures develop around each. This simplifies much decisionmaking but may also produce narrowness of outlook and a failure to see other dimensions to a policy problem.     

Workplace Relations and Agreement Making in the Australian Public Service

The Howard government has introduced major change to APS employment relations. The long-established centralised system has been replaced by a new employer agenda. Negotiations now occur at agency level and are regulated, as in the private sector, by the Workplace Relations Act 1996. Freedom of association is emphasised, as is the right for individuals to settle contracts with their employer. While the transformation is not yet complete, government policy is pushing toward a new paradigm for bargaining in the public sector.     

Checks, Balances, and Appointments in the Public Service: Israeli Experience in Comparative Perspective

This article explores the process of appointing government ministers and senior executive officials in Israel. It provides several case studies of the appointment process in the 1990s, a period of hyperfragmentation in the Israeli parliament. These studies reveal evidence of gross irresponsibility in the appointment process, as well as a lack of a meaningful oversight and checks in the process. One consequence is that the Israeli High Court was asked to intervene and review and reject a number of these appointments. The article argues that although well meaning, this intervention represents a dangerous new trend; this new role for the Courts is both inappropriate and counterproductive. It is inappropriate because judicial intervention imposes a legal solution when a political solution is called for, and it is counterproductive because frequent judicial intervention weakens both the judiciary and the political process. The article concludes with a proposal for an alternative approach to cope with the lack of meaningful oversight in the political-appointment process.     

Recommendations Forestalled or Forgotten? The National Commission on the Public Service and Presidential Appointments

Nearly two decades after the first Volcker Commission issued its report on the federal public service, the presidential appointment and confirmation process remains long, cumbersome, intensive, and embarrassing. As the evidence presented in this essay suggests, the process may attract people who are motivated more by personal rewards than by the intrinsic value of public service. Although recent administrations have displayed little enthusiasm for reforming the federal appointment process, the best hope for change may reside in future presidents' desire to assert tight political control over executive departments.     

Advising Australian Federal Governments: Assessing the Evolving Capacity and Role of the Australian Public Service

Internationally, there have been persistent complaints that the policy capacity of governments has declined. This critique is widely accepted, including in Australia, but for the most part, such claims are assertions, made without reference to empirical evidence and data. This introduction to the Special Issue examining the Policy Advisory Capacity of the Australian Public Service considers these assertions and proposes an approach and methodology to test the discourse of declining policy capacity in Australian federal government. It introduces six case studies from across the spectrum of the Commonwealth government's responsibilities. The Special Issue concludes with an article by Evert Lindquist and Anne Tiernan assessing the ability of the APS to support decision‐making through its policy advising functions and its preparedness to meet the challenges of 21st century governance.     

Creating a Performance Culture? Performance-based Pay in the Australian Public Service

This article provides a critique of the operation of performance-based pay in the Australian public service from 1992 to 1996 and questions proposals for further experimentation with such managerial initiatives. Performance agreements underpinning performance-based pay were unable to measure adequately the performance of senior officers undertaking policy work. Appraisal reviews of these agreements also failed to increase performance feedback between supervisors and senior officers. The process of rating senior officers by supervisors, and the moderation of those ratings by senior agency management, proved to be inherently subjective and considerably increased the prerogatives of public service managers over senior officers. Linking pay to individual performance undermined teamwork and increased friction between those eligible for performance bonuses and junior officers excluded from the scheme. Yet the emphasis on individual employment relationships did not serve to undermine collective values, in particular workforce commitment to unionism.     

Staff Selection in the Australian Public Service: A History of Social Closure

This paper argues that recruitment and promotion within the Australian Public Service (APS) have historically exemplified the practice of 'social closure'. Three periods of AP'S staff selection that correspond to what Halligan and Power identify as the bureaucratist/technicist, administrationist and political management models of executive branch regime are identified. Social closure in each instance was based on educational credentials or lack thereof. These practices have been justified in terms of various 'ideologies of promotion'. Such ideologies tend to reflect the ideal or material interests of social groups rather than the skill requirements of administrative work. The current form of social closure based on economics degrees illustrates this phenomenon. Accordingly, greater recognition of the value of non-economics degrees is required.     

New Public Management and ‘Photocopy’ Bargaining in the Australian Public Service

The industrial relations policy of the Federal Coalition Government is to encourage industrial bargaining to occur at the enterprise or individual level, free from ‘outside’ influences. While it encourages devolved bargaining at the agency and individual level within the Public Service (Australian Public Service) this policy creates tensions with its role as a centralized policy maker, economic manager and employer of the APS workforce. It also conflicts with the APS' adoption of New Public Management. In practice, the government retains considerable centralised control over agency bargaining outcomes, which is a de facto method of pattern bargaining. By analysing the substantive outcomes from nine APS agency level certified agreements (hours of work, pay and leave entitlements), the article discusses whether this one size fits all' model is evidence of an appreciation that public sector industrial relations is separate and distinct from private sector industrial relations, or another example of duplicity in the federal coalition government's ideology driven approach to industrial relations.     

The Retreat from Government Support for Social Dialogue in the Australian Public Service

This article explores the impact of the Coalition government's federal public sector reforms since 1996 in the Australian Public Service (APS). Under the Labor governments from 1983 to 1996, a range of measures operated to facilitate the development of social dialogue practices in the APS. There were also various mechanisms for consultation, information sharing and employee participation in decision-making, such as the Joint Council and Departmental Councils, statutory provisions for Industrial Democracy Plans, award provisions for consultation over business restructuring and support for consultative structures under enterprise bargaining and health and safety legislation. Nearly all of these measures have been dismantled or downgraded since the Coalition government came to office, especially those requiring consultation with trade unions or providing unions with a central role in participative mechanisms. It is argued here that the government's reforms have involved a substantial reduction in formal support for social dialogue in the APS, and a rejection of the benefits that such an approach offers.     

The Odyssey of Senior Public Service: What Memoirs Can Teach Us

This article examines the political, psychological, and moral challenges of senior public service in the executive office. The study uses memoirs published by members of the Clinton administration. The memoirs discuss the consistent background conditions of senior public service as the personality of the chief executive, the vagaries of election cycles, the tension between staff and agency executives, and the role of the media. Senior executives adopt a number of stances to address the tension between the realities of public service and the ideals they bring. The memoirs suggest several stances, such as politics as original sin, seduction, hard work and compromise, and game. The memoirs demonstrate the high cumulative cost that public service exacts on the health and personal lives of senior officials. Finally, the study reveals a number of consistent themes about how senior appointed public officials can navigate the dilemmas and challenges of senior public service at all levels of government.     

Future Public Service Capacity: Employment of Young People into Australian Public Services during the GFC

Public services face several workforce challenges, including impending retirements and austerity programs. Although employing more young people is a likely solution to balancing the demographic profile of public services, the literature and theory suggest that young people would have fared worse during the global financial crisis. This research tests propositions around the vulnerability of young people in selected Australian public services during the global financial crisis, in terms of quantity and quality of jobs obtained. Surprisingly, the findings suggest that many young people fared as well or sometimes better than other age cohorts during the global financial crisis in terms of both recruitment and access to ongoing jobs. There are several indications that perhaps public services provided a safe haven in a turbulent labour market.     

Change Management—Strategy and Values in Six Agencies from the Australian Public Service

Change is a ubiquitous theme in management literature, but empirical studies that seek to draw lessons from the experience of managing change are rare. By investigating patterns of change management in six Australian federal agencies, we elicit a number of factors contributing to success—though "success" is itself not a clear-cut concept in this area. We found support for a number of broad themes already apparent in the literature and suggest that change processes that have the support of the workforce require good leadership, an appropriate model of change, some room for negotiation and compromise, and well-planned communication.     

What the Secretary Said Next: ‘Public Rhetorical Leadership’ in the Australian Public Service

Every year, senior departmental secretaries in Australia deliver keynote speeches to a range of audiences. What are these secretaries talking about, and to whom are they directing their comments? This article will examine keynote addresses by the secretaries of the two key central agencies in Australia – the Department of Prime Minister and Cabinet and The Treasury – over the calendar years 2009 and 2010. I argue that ‘public rhetorical leadership’ by secretaries poses challenges for traditional understandings of Westminster governance. Utilising the concepts of public value theory, the significance of this ‘public rhetorical leadership’ is assessed in terms of its impacts on policy implementation and questions of accountability.