统筹各类编制资源的改革方向和政策建议

统筹使用各类编制资源,是新时代机构和行政体制改革的重要方向。本文首先分析了编制分类的内容构成、不同类型编制的管理权限、编制总量控制的政策约束,进而对编制分类管理的效应及带来的问题进行了综合性分析。接着,追踪梳理当前地方统筹使用各类编制的最新探索和创新。在此基础上,从跨类别、跨部门、跨地域、跨层级四个维度,提出编制统筹管理改革的思路和政策建议。     

行政编制动态调整影响因素分析——以安徽省地方政府为例

在行政编制总量一定的情况下,政府职能转变状况、地方政府管理幅度以及组织架构变化、民间非政府组织发育状况、地方政府人力资源素质状况,是影响地方政府行政编制动态调整的主要因素。从政府职能的角度,政府整体职能转变、政府职能在部门间层级间的转移、行政管理方式转变和行政审批制度改革;从政府组织架构的角度,淡化组织界限的跨部门整合、大部制改革、部门内部扁平化管理;从政府人力资源的角度,公务员整体素质、学历年龄结构、"通才"与"专才"的关系;从民间非政府组织的角度,社会团体的培育、民办非企业单位发展等等,都是影响地方政府行政编制动态调整的重要因素。     

Characteristics of Medical Examiner/Coroner Offices Accredited by the National Association of Medical Examiners

The National Association of Medical Examiners accredits medical examiner and coroner offices. Approximately 60 offices were fully or provisionally accredited as of late 2011, and these offices serve one‐quarter of the U.S. population. The calculated average population served was 1.6M but ranged from 0.3 to 10.5M. The calculated mean death rate was 794 deaths/100K population, and the mean homicide rate was 7.2 homicides/100K population. The calculated mean budget was $4.35M, but budgets ranged from $0.67 to $26.8M. The calculated mean budget/capita was $3.02 but ranged from $0.62 to $10.22. The average size of the facility was under 30,000 sq. ft. The calculated average staffing was found to include five forensic pathologists, four and a half autopsy technicians, and nine investigators. The mean forensic pathologists/1M population was 3.7. Calculated workload indices included 222 autopsies/pathologist and an autopsy rate of 77.6/100K population. These results show that offices of every size can achieve accreditation.     

Exam‐centred Meritocracy in Taiwan: Hiring by Merit or Examination?

As a legacy of Imperial China, the Taiwan civil service entrance examination (CSEE) represents the hallmark of a unique exam‐centred meritocracy, in which government agencies and public managers are deprived of selection power. This system diverges from the trend of managerialism in Anglo‐Saxon countries. This paper argues that the evolution of meritocracy in Taiwan has been built around the CSEE and has contributed to a top‐down state‐building approach. The current system is a product of a long‐term power struggle among the Examination Yuan, government agencies, and civil service examinees. In contrast to the popular framework of patronage versus merit, the policy debate in Taiwan is better framed as whether or not recruitments are made on the basis of competitive examination. The value of ‘equality’ is upheld at the expense of the value of ‘competence’.     

科级公务员工作与生活平衡现状、问题与对策——关于北京市某区科级领导职务公务员的调查分析

通过对北京市某区科级领导职务公务员的调查发现,科级公务员工作与生活冲突一定程度存在;科级公务员的工作与职位因素的挑战性压力大于阻碍性压力,工作任务繁重、工作目标不够清晰以及工作时间紧张等因素是导致科级公务员工作压力的主要来源。针对这些问题,改善科级公务员工作与生活平衡主要表现在以下几方面:一要加强职位分类与职位职责规范管理,提高内在报酬激励水平;二要改革完善基层政府机构编制管理,适度增加基层公务员编制;三要提高科级公务员福利水平,从改善其家庭生活角度提高外在报酬激励。     

Assessing the effectiveness and efficiency of a police service: the analytics of operational reviews

Concerns over rising costs have forced police services to balance increasing fiscal and operational pressures. Discussions of the resources and requirements of police, however, are generally only informed by political expediency and traditional practice. Operational reviews (ORs) can be used to document the demands on police, their capacity to respond, and ways in which they can become more efficient and effective. Drawing on an OR of a major urban Canadian police service, this article provides a broad outline of the components of an OR and the analytics that can be used to answer these key questions.