The Civil Service under One Country, Two Systems: The Cases of Hong Kong and the People's Republic of China

Under the principle of "one country, two systems," Hong Kong's and China's civil services are changing, but they clearly are not converging. The civil service reforms made in Hong Kong and China appear to be heading toward two logical extremes: one toward strengthening political authority over the civil service, and the other instituting greater institutionalization. What appears to be a problem in Hong Kong may be seen as a solution in China. Not only reform problems, but also reform options, are defined in relation to wider political institutions and changing socioeconomic dynamics. The study shows that while some things do need to be uniform, such as loyalty to the state and central government, a great deal of flexibility regarding administrative systems within one country is possible. There can be a modern nation without a truly national civil service.     

Public Service Neutrality in Hong Kong: Problems and Prospects

Before 2002, Hong Kong's higher civil servants were required to play the dual role of quasi-ministers and civil servants. In such a context, can we make sense of the claim that Hong Kong's civil service has all along been politically neutral? What role has neutrality played in the governance of Hong Kong? Informed by Kernaghan's model of political neutrality and Oakeshott's idea of civil association, this article argues that the public service should not be regarded solely as an effective instrument of the government in power. In conclusion, this article proposes some institutional measures to strengthen the neutrality of the public service in Hong Kong and argues that properly understanding this will help prevent excessive or illegitimate partisan political power.     

Civil Service Development in China and America: A Comparative Perspective

How has reform changed Chinese and American civil service systems in light of China's landmark reform in 1993 by contrast to the aftermath of the U.S. Civil Service Act of 1883? While there are significant differences, remarkable administrative and political similarities also emerge. Particularly salient is the role of educational systems in the civil service development of both countries. Surprisingly, this comparative analysis finds a common struggle to balance professional expertise with political accountability and control. King Kwun Tsao of the Chinese University of Hong Kong and John Abbott Worthley of Seton Hall University argue that further comparative research is essential to hone an improved understanding of China specifically as well as civil service systems generally.     

The story of two administrative states: state capacity in Hong Kong and Singapore

Abstract

Hong Kong and Singapore are both typical administrative states with an efficient administration and a vibrant market, which had achieved rapid economic growth in the past decades. This article examines the trajectory of their state capacity, highlighting recent problems and challenges. Based on a conceptual framework that captures and links up four dimensions – namely polity, bureaucracy, economy and civil society – their commonalities and differences in response are discussed. Their experience should be of particular relevance to transitional authoritarian states in Asia such as China, which faces similar challenges to reform in the arenas of politics, administration, economics and society.     

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.     

Towards a professional civil service in post‐transition Romania

To what degree and under what conditions can a young democracy build a competent, politically neutral public bureaucracy? A crucial component of the transition from communist party rule to democracy is the creation of a professional civil service. Success along this dimension of state‐building generates administrative capacity: non‐elected public officials ensure the implementation of reforms initiated by political leaders. In the communist party‐led regimes of Eastern Europe, forging this new administrative class from its highly politicised predecessor took place as new democracies sought to overcome historical legacies and integrate with the European Union. A case study of administrative reform in Romania during the post‐1989 period suggests the importance of external influences in forming a civil service more closely adhering to the Weberian ideal of an expert, rules‐based bureaucracy. Through analysis of survey data from a nationally representative sample of the Romanian civil servants, the public bureaucracy has professionalised insofar as educational and training credentials rather than political affiliation are significant predictors of salary levels. Copyright © 2009 John Wiley & Sons, Ltd.     

The New Public Management Reform and Governance in Asian NICs: A Comparison of Hong Kong and Singapore1

This article compares the New Public Management (NPM) reform in Hong Kong and Singapore. First of all, it highlights how the macroeconomic environment, the political system, and state traditions, factors that are commonly identified as affecting the pattern of NPM reform in western liberal democracies, assume different contexts and significance in affecting reform in Asian states. With these general factors, we further compare the NPM reform of these two Asian newly industrialized countries in the areas of economic, administrative, and social governance, and identify the similarities and differences in the objectives of reform, the levels of reform, and the factors affecting such reform in these two cases.     

Senior Civil Servants and Bureaucratic Change in Belgium

The Belgian civil service used to be a Weberian bureaucracy, with a strict division of labor between civil servants and politicians, administrative careers based on both seniority and partisan patronage, and a technocratic culture coupled with a high level of alienation from both politics and politicians. Administrative reform came in the wake of the constitutional reform that transformed unitary Belgium into a federal state with several governments, each with a civil service of its own. The fiscal crisis prompted them to look favorably on the promises of New Public Management (NPM). The new Flemish government was first to take advantage of this opportunity, as it had the financial resources, the tendency to refer to Anglo-Saxon and Dutch examples, and the right political and administrative leadership.The staying power of these as yet precarious reforms depends on the continuity of political leadership, the establishment of an administrative culture matching the institutional innovations, and resistance to the endemic temptation to use them for partisan purposes.     

Capacity Building as an Instrument of Institutional Reform: Improving the Quality of Higher Education through Academic Audits in the UK, New Zealand, Sweden, and Hong Kong

As countries convert from state to market-centered public policies, there is increasing interest in new forms of public accountability. Capacity building initiatives that reform institutional frameworks are useful policy instruments during this period of transition. What are the impacts and implementation problems characteristic of this approach? This article reviews the experience with "Academic Audit," a capacity building accountability instrument for universities adopted in the UK, Sweden, New Zealand, and Hong Kong. Academic audits altered the incentives for cooperative behavior among faculty members to improve student learning. Identified implementation problems included: training for the new process, the uncertainty of capacity building benefits, and the central role of information.     

Hong Kong as the ‘Neoliberal Exception’ of China: Transformation of Hong Kong Citizenship Before and After the Transfer of Sovereignty

The formation of Hong Kong citizenship was under tensions and struggles after the change of sovereignty in 1997. In spite of the limited political and social rights, many incidents showed that the promised civil rights were declining. More importantly, subject to the intensified transborder population mobility of Chinese citizens, there were public discourses addressing that the social rights of Hong Kong citizens were threatened. Protests in response to the intensified transborder population mobility were found, with the rightist public discourses advocating to conserve the essences of Hong Kong citizenship. Being the neoliberal exception of China, Hong Kong is positioned to contribute for China by its market economy, as well as the relatively well-established socio-economic institution. However, as this article argues, in spite of the logic of exception, i.e. the zoning technology that the state deploys, the intensified transborder population mobility and economic activities between the neoliberal exception and the sovereign state can lead to the struggles and contentions concerning the citizenship of the former.     

发展型政府理论与香港实践

发展型政府都将经济发展作为国家政策制定的重中之重,并且采取有力措施来实现经济发展目标。香港是典型的小经济体,对外在环境有非常大的依存度,一直关注如何维持与中国内地、周边、亚太地区乃至世界经济的良好互动。在把握有关发展型政府理论的脉络及主要观点的基础上,深入探讨发展型政府理论在香港的实践与CEPA框架下香港政府扮演的四重经济角色以及可能存在的风险。认为,应该从增强香港经济自主性、制度建设和增加内地与香港抵御金融风险的能力等方面入手,进一步完善CEPA。结论部分探讨了在CEPA框架下,内地和香港的各级政府成为更加有效的发展型政府的途径以及对两岸经济关系的启示。     

State reform and the ‘privatized state’ in Paraguay

This article uses Paraguay, in Latin America, as a case study in order to examine the difficulties of introducing state reform where the state itself has a long history of control by private interests. It shows how the ‘privatized’ nature of the Paraguayan state is central to an understanding of how it has functioned and responded to recent reform efforts. The article provides an overview of the Paraguayan public sector and identifies several of its peculiar features that are relevant to understanding the state reform process: its small size, high levels of inefficiency and ineffectiveness, rampant politicization and endemic corruption. The article examines the three major components of an externally driven state reform process that began with democratization in 1989: privatization of loss‐making state corporations, civil service reform and decentralization. It shows how the ‘privatized’ nature of the state has proved a major obstacle to these efforts and is a major factor in explaining their limited success. The article concludes by offering a pessimistic assessment of the likely prospects for state reform and highlights the danger that Paraguay could descend into a ‘failed state’. Copyright © 2002 John Wiley & Sons, Ltd.     

Value-Based Integrity Management and Bureaucratic Organizations: Changing the Mix

ABSTRACT

This article examines integrity management initiatives designed to introduce more value-based elements in public bureaucracies. Incorporating value-based practices, which emphasize the personal ethical responsibilities of individual public servants, into a hierarchical, rule-based system may present difficult organizational problems. A central issue is to determine whether any change has actually occurred or whether the organization is simply functioning as it did previously. In addition, there are problems of implementation: new value-based initiatives may conflict with the pre-existing system; they may not be adequately reflected in training programs; and there may be differential impacts on departments and agencies. We analyze problems in this new organizational mix in a classical Weberian bureaucracy, the Hong Kong civil service. The findings are based on a 2011–2012 administrative ethics survey of 355 senior public servants, a separate survey of 70 Ethics Officers, and semi-structured interviews with 32 senior public servants.     

Coordinating the Government Bureaucracy in Hong Kong: An Institutional Analysis

The change in sovereignty of Hong Kong in 1997 has brought about an interesting puzzle: despite a high degree of institutional continuity, the Hong Kong bureaucracy that was considered highly efficient during the colonial era has appeared to turn into an inept administrative structure generating blunder after blunder. The bureaucracy seems to face greater difficulties in horizontal coordination under the new governance, and has lost the ability to produce coherent policy actions.
Drawing upon a literature of institutional analysis, this article examines the institutional design for coordination in the Hong Kong government. The article argues that the bureaucracy in Hong Kong is designed upon a logic of colonial rule. Like any institutional arrangements, the colonial administrative system has inherent coordination limitations. During the colonial era, some smoothing mechanisms were developed as the lubricant for the bureaucracy's operation, but the new governance has inevitably impinged upon some of these—making the bureaucracy more prone to coordination problems.     

Civil Rights,Federalism, and the Administrative Process: Favorable Outcomes by Federal,State, and Local Agencies in Housing Discrimination Complaints

Some theorists argue that cooperative intergovernmental relations are critical to policy implementation in the United States. This assertion is explored in the context of fair housing enforcement by comparing favorable administrative outcomes in fair housing complaints at the federal, state, and local levels from 1989 to 2004. What conclusions can be drawn from this systematic comparison of intergovernmental enforcement in one policy area over an extended period of time? First, cooperative federalism works well in fair housing enforcement. Second, of special significance, state civil rights agencies resolve complaints in favor of complainants nearly as often as the Department of Housing and Urban Development, and localities sometimes do so even more frequently.     

The State as Investment Market: A Framework for Interpreting the Post‐Soviet State in Eurasia

What type of state has emerged in post‐Soviet Eurasia, and what kind of theoretical framework can help us understand its behavior and performance? This article argues that we can usefully understand the logic of political and administrative organization in terms of a kind of “investment market.” Access to the state is frequently determined by actual financial payment. Would‐be officials invest in offices to obtain access to a stream of income associated with an office. This framework represents a novel perspective on the post‐Soviet state, which has hitherto either been premised on modernization theory or emphasized a robustly personalistic logic of political organization.     

Reforming post‐Communist bureaucracies: The effect of transitional justice

Observers of post‐Communist politics recognize that civil service reform, an important part of the institutional transformation in Eastern Europe, was initiated at a very uneven pace. Hungary and Poland adopted changes quickly after the fall of Communism, while Romania and Slovakia waited longer. How can one explain the timing of civil service reform after 1989? Previous research blames a number of factors but inconsistencies between predictions and actual outcomes warrant a more thorough investigation. What has been overlooked, we argue, are the policies of transitional justice that altered the costs and benefits for elites to keep the institutional status quo. The empirical analysis reveals that when in place, lustration by vetting of public officials reduced the likelihood of passing a civil service reform act. This effect is conditioned by the legislative strength of ex‐Communist parties, as demonstrated by results from logistic regression tests on data from 11 countries.     

The Reinvention of Public Personnel Administration: An Analysis of the Diffusion of Personnel Management Reforms in the States

Reform is a common theme in American public administration. During the twentieth century at least 12 major administrative reforms have taken place at the federal level and countless others in state and local governments. Frequently, these reforms have addressed the operation of public personnel management systems. Recent efforts associated with the reinventing government movement, for example, have proposed numerous alterations to civil service rules and procedures, and many jurisdictions have implemented significant changes in their personnel practices. This article examines the extent to which these kinds of personnel reforms have been implemented by state governments. A reform index is developed to document the considerable variation among the states in their approach to personnel practices. Several state characteristics are associated with scores on this index, including legislative professionalism, which bears a positive relationship to reform, and the level of unemployment within a state and the proportion of state employees associated with public employee unions, which are both negatively associated with reform.     

Hong Kong: Administrative Reform and Recent Public Sector Changes — The Institutionalisation of New Values

Public sector management in Hong Kong is facing major challenges as the territory has undergone substantial changes in the past four decades. A small government, following a policy of nonintervention in a colonial setting, has resulted in a highly structured system whereby it is more convenient to plan and coordinate administrative activities. This centralised structure and the prevailing role culture have combined to facilitate the implementation and institutionalisation of changes in the public service. Considering the experience and activities of selected government departments, it appears that there is a move toward more accountability and a consumer-oriented approach to public sector management in Hong Kong. The new initiatives appear to be consistent with the needs and mood of the society and seem likely to persist in the future, despite an element of uncertainty stemming from the reversal of sovereignty to the People's Republic of China.     

Implementing PBB: Conflicting Views of Success

A modern budget reform, performance‐based budgeting (PBB) emphasizes the measurement of government performance by agencies and public servants. In this article we define PBB as requiring strategic planning regarding agency mission, goals and objectives, and a process that requests quantifiable data that provide meaningful information about program outcomes. Performance‐based budgeting requirements are now pervasive in the states. Of forty‐seven states with PBB requirements, thirty‐one have legislated the process to be conducted, while sixteen have initiated the reform through budget guidelines or instructions.¹What remains unknown, yet of vital interest to state administrators, their staff, legislators, and citizens, regards implementation status of PBB systems. How many states are utilizing a PBB process as prescribed by law or administrative directive? And if PBB has been implemented, has it been successful regarding improvement of agency effectiveness and decision making about spending? Perhaps most importantly, has PBB influenced appropriation decisions?. This research is based on responses to a mail survey of executive and legislative budgeters regarding the PBB system established in their state. Results discussed in this article consider budgeters’ response about PBB implementation status and effectiveness as conducted. We find that there are differing perceptions across the branches of government regarding both the extent of PBB implementation as well as its success. Results show that states with better‐known PBB systems have not necessarily realized greater success in terms of effectiveness from this budget reform than states with less popularly known systems, at least as perceived by the budgeters included in this article.