THE ROLE OF THE PUBLIC SERVICE IN A CHANGING ENVIRONMENT*

I was invited to give an address on the topic “The Changing Role of the Public Service”. With the agreement of the organizers I have changed my title to “The Role of the Public Service in a Changing Environment”. That is a small change—but it is a significant one. Our role has not really changed. It is easy in the public service, as elsewhere, to be preoccupied with contemporary challenges, and to imagine that these are new and different. But that says more about the way memory discounts the past than anything else—the latest problem or challenge is always the worst. When I joined the Treasury in 1952 the economy had just come through the Korean War boom and was in the process of adjusting to Fadden's so-called “horror” budget. The world financial system was in disarray owing to the “shortage” of US dollars. The Arbitration Court in the two or three previous years had made some awards of great concern as to their inflationary consequences. I found the Treasury was a hive of frantic activity. Looking back from the perspective of today I merely note, as the French put it, that the more things change the more things stay the same.     

THE PROBABILITY OF PLACEMENT BY THE PUBLIC EMPLOYMENT SERVICE

In a typical year, the United States Employment Service places over 4 million persons from among 16 million applicants. This investigation of which applicants are most likely to be placed shows that placement occurs in two labor market segments, corresponding roughly to the primary and secondary labor markets described in the economic literature. The equity and efficiency implications o f devoting a substantial percentage o f Employment Service resources t o secondary labor market placements are considered. Several states currently use Employment Service data as a source of local labor market information. An argument is made that these states are misusing this data and suggestions for improvements are offered.     

PROFILE OF A PUBLIC SERVICE UNION: THE ACT BRANCH OF THE ADMINISTRATIVE AND CLERICAL OFFICERS' ASSOCIATION

Abstract: The ACOA is now the largest union in Australia whose members are exclusively engaged in public employment; and the ACT branch, with some 12,000 members, is the largest in the union. Over the past twenty years the association has been in the process of transforming itself into an organization more like an orthodox trade union. This process has accelerated during the past decade, with the adoption of certain types of sanctions to support endeavours for the attainment of its goals. While this change has been occurring throughout the ACOA its progress has not been uniform within its eight branches. When it comes to engaging in direct industrial action the ACT branch is usually at variance with other branches, preferring to adhere to established principles of conciliation and arbitration. The predominantly higher-paid, career conscious members in the ACT see less need to use aggressive bargaining tactics than their colleagues elsewhere. Nevertheless, the branch has not escaped the effects of changing attitudes among public servants to the role of their unions. Since the latter 1960s the internal political life of the branch has been marked by factional divisions. The principal division has been between an ALP-supporting faction which favours a more orthodox role for the union and a Catholic, conservative faction identified with the Democratic Labor Party before its demise and the National Civic Council. This latter faction favours a continuation of the traditionally conservative stance of the union. For the future there is no sign of a decrease in the controversy which has surrounded branch politics in recent years although the bulk of the members will probably opt for a continuation of the established ways of doing things.     

THE CAREER SERVICE IN THE 1980s: WHAT ARE THE FACTS?

This paper seeks to provide statistics on how the career service has developed within Commonwealth Government administration over the past decade or so. On the basis of trends in these data some speculations are offered on how the career service might look in the 1980s. The views expressed are speculations, not forecasts. In Commonwealth administration, the career service concept has by and large been held to embrace staff employed in the Commonwealth Public Service (CPS) under the Public Service Act, particularly permanent staff. While it is possible to debate the extent of the career service, this paper will confine itself to full-time permanent, temporary and exempt staff of the CPS, employed under the Public Service Act. It thus excludes staff employed under other Acts, although the opportunities for movement of CPS staff to statutory authorities and back again should not be overlooked.