Suchergebnisse

Résumé Dans cet article, nous comparons, sur un plan transnational, le choix des indicateurs de performance dans deux secteurs fondamentaux de l'activité de l'État, à savoir l'administration fiscale et la sécurité sociale. Nous avons examiné le choix des indicateurs de performance dans six pays (Australie, Canada, Pays-Bas, Suède, RU et États-Unis) pour analyser les principaux facteurs qui motivent le choix d'indicateurs donnés dans le contexte des traditions administratives nationales et des programmes de réforme plus récents, d'une part, et des évolutions vers les échanges et les « analyses comparatives » internationaux, d'autre part. Nous étudions l'importance et l'interaction relatives des différents facteurs à l'origine des choix ainsi que leur influence sur le développement et l'application des indicateurs de performance. À cette fin, nous avons associé les approches institutionnalistes à la littérature sur les mécanismes et les effets des échanges internationaux et de la diffusion des politiques. Notre analyse indique que les grandes similarités qui existent sont liées à des similarités dans les activités et les valeurs fondamentales à la base des réformes contemporaines du service public. Les variations dans le choix des indicateurs de performance (IP) sont l'expression de facteurs locaux, comme les modalités de gouvernance, qui déterminent les grandes tendances de réforme. Ces modalités influencent aussi les éventuels apprentissages internationaux. Résumé à l'intention des praticiens Le présent article vise à contribuer au débat sur les moyens pour les organisations de tirer des enseignements de l'expérience des autres dans la définition des indicateurs de performance et des systèmes de gestion. Les possibilités d'apprentissage transnational et transversal sont particulièrement nombreuses dans les catégories où une organisation donnée n'a pas encore mis au point d'indicateurs de performance mais où d'autres l'ont déjà fait. Cependant, toute lecture croisée à partir des choix réalisés par d'autres pays doit tenir compte du fait que la définition et l'usage d'indicateurs de performance sont, dans une large mesure, déterminés par des traditions institutionnelles et des modalités de gouvernance nationales, ainsi que par des approches nationales plus larges en matière de gestion de la performance. Dans la mise au point d'indicateurs de performance, il convient de tenir notamment compte des rapports de responsabilité dans le cadre desquels les agences sont organisées.

This article cross-nationally compares the choice of performance indicators in two core fields of state activity, tax administration and social security. Exploring the selection of performance indicators in six countries (Australia, Canada, Netherlands, Sweden, the UK and the US), the article analyses the driving forces for the choice of particular indicators in the context of national administrative traditions and more recent reform agendas on the one hand and the trend towards international exchange and `benchmarking' on the other hand. The article explores the relative significance and interaction of different driving forces of choice and how this shapes the development and application of performance indicators. To that end, it combines instutionalist approaches with the literature on the mechanisms and effects of international exchange and policy diffusion. Our analysis suggests that existing broad similarities are linked to similarities in core activities and values underlying contemporary public service reforms. Variation in the choice of performance indicators (PIs) reflects domestic factors such as governance arrangements through which broad reform trends are filtered. These arrangements also mediate any direct international learning. Points for practitioners This article aims to contribute to the debate around how organizations could learn from the experience of others in designing performance indicators and management systems. Potential for cross-national and cross-sectional learning is particularly high in categories where a particular organization has not yet developed performance indicators but others have done so already. But any cross-reading from other countries' choices should take into account that the definition and use of performance indicators is to a substantial extent driven by domestic institutional traditions, governance arrangements and wider national approaches to performance management. The design of performance indicators should in particular take into account the accountability relations in which agencies are embedded.

This article compares the Europeanization of central government in four Central and Eastern European countries (CEECs): Estonia, Latvia, Poland, and Slovakia. Using a large N survey of ministerial civil servants, it finds that the Europeanization of central government is characterized by partial convergence. The scope of Europeanization is large and similar among CEECs, reaching widely and deeply into government ministries. Moreover, patterns of Europeanization are similar among CEECs: the same ministries form the 'inner core' and 'outer circle' of Europeanized ministries; only a small proportion of civil servants work full-time on EU issues and routinely engage in activities that 'project' national policies at EU level. Compared to old member states, patterns of Europeanization show signs of convergence, while the scope of Europeanization is larger in CEECs. Adapted from the source document.

This article compares the Europeanization of central government in four Central and Eastern European countries (CEECs): Estonia, Latvia, Poland, and Slovakia. Using a large N survey of ministerial civil servants, it finds that the Europeanization of central government is characterized by partial convergence. The scope of Europeanization is large and similar among CEECs, reaching widely and deeply into government ministries. Moreover, patterns of Europeanization are similar among CEECs: the same ministries form the 'inner core' and 'outer circle' of Europeanized ministries; only a small proportion of civil servants work full‐time on EU issues and routinely engage in activities that 'project' national policies at EU level. Compared to old member states, patterns of Europeanization show signs of convergence, while the scope of Europeanization is larger in CEECs.

This article compares the Europeanization of central government in four Central and Eastern European countries (CEECs): Estonia, Latvia, Poland, and Slovakia. Using a largeNsurvey of ministerial civil servants, it finds that the Europeanization of central government is characterized by partial convergence. The scope of Europeanization is large and similar among CEECs, reaching widely and deeply into government ministries. Moreover, patterns of Europeanization are similar among CEECs: the same ministries form the 'inner core' and 'outer circle' of Europeanized ministries; only a small proportion of civil servants work full-time on EU issues and routinely engage in activities that 'project' national policies at EU level. Compared to old member states, patterns of Europeanization show signs of convergence, while the scope of Europeanization is larger in CEECs.

This paper applies theories of international socialization to examine the impact of European Union contact on the professional socialization of public officials in Central and Eastern Europe. Based on a survey of officials in seven new member states, the paper finds that daily work on European Union issues is associated with favourable attitudes towards merit-based civil service governance. The distinction between types of European Union contact shows that officials dealing with 'reception'-related European Union activities such as the transposition and implementation of European Union policies develop more meritocratic attitudes. By contrast, 'projection'-related activities that involve personal contact with European Union officials have no effect. The paper concludes that the small but consistent impact of European Union contact on professional socialization promotes the silent professionalization of public administration in Central and Eastern Europe.

This paper applies theories of international socialization to examine the impact of European Union contact on the professional socialization of public officials in Central and Eastern Europe. Based on a survey of officials in seven new member states, the paper finds that daily work on European Union issues is associated with favourable attitudes towards merit-based civil service governance. The distinction between types of European Union contact shows that officials dealing with 'reception'-related European Union activities such as the transposition and implementation of European Union policies develop more meritocratic attitudes. By contrast, 'projection'-related activities that involve personal contact with European Union officials have no effect. The paper concludes that the small but consistent impact of European Union contact on professional socialization promotes the silent professionalization of public administration in Central and Eastern Europe.

The implementation of austerity measures presents a dilemma for governments. While austerity measures such as cutbacks aim to reduce costs and enhance public sector efficiency, the same measures might undermine the motivation of employees and, consequently, the prospects of effectively implementing austerity programmes. Based on a survey of ministerial officials in Poland and Latvia, this article finds that the scale of cutbacks explains a larger decline of staff motivation in Latvia than in Poland. The article further shows that motivation was more likely to decrease after the crisis if austerity measures involved cutbacks such as staff reductions, recruitment freezes, and a reduction of training opportunities.

COVID-19 has already infected more than 30 million people worldwide, prematurely killed over 1 million, and caused unparalleled costs to the global economy. Currently, there are more than 165 vaccine candidates being developed and some already with human trials. However, not all countries will have access to these vaccines. Experience from the 2009 H1N1 pandemic and the onset of the COVID-19 pandemic suggests that in responding to such events, national governments tend to follow their own self-interest rather than pursuing a globally coordinated approach. "Vaccine nationalism" is defined as a situation where countries push to get first access and potentially hoard key inputs for vaccine production. In this study, we examine some of the negative consequences that vaccine nationalism could have on managing the pandemic. We use a multi-country macroeconomic model that interlinks countries through the trade of goods, services and investment. We examine various scenarios and quantify the economic output if only a few countries, or regions, manage to immunise their own populations while leaving the poorer countries behind. Our findings suggest that out of pure self-interest, a sound strategy for wealthier countries would be to invest in access to COVID-19 vaccines for lower-income countries. We estimate the benefit-to-cost ratio of such investments at around 2 to 13 for wealthy countries, depending on the specific scenario analysed.

The implementation of austerity measures presents a dilemma for governments. While austerity measures such as cutbacks aim to reduce costs and enhance public sector efficiency, the same measures might undermine the motivation of employees and, consequently, the prospects of effectively implementing austerity programmes. Based on a survey of ministerial officials in Poland and Latvia, this article finds that the scale of cutbacks explains a larger decline of staff motivation in Latvia than in Poland. The article further shows that motivation was more likely to decrease after the crisis if austerity measures involved cutbacks such as staff reductions, recruitment freezes, and a reduction of training opportunities.

The implementation of austerity measures presents a dilemma for governments. While austerity measures such as cutbacks aim to reduce costs and enhance public sector efficiency, the same measures might undermine the motivation of employees and, consequently, the prospects of effectively implementing austerity programmes. Based on a survey of ministerial officials in Poland and Latvia, this article finds that the scale of cutbacks explains a larger decline of staff motivation in Latvia than in Poland. The article further shows that motivation was more likely to decrease after the crisis if austerity measures involved cutbacks such as staff reductions, recruitment freezes, and a reduction of training opportunities.

[Abstract] The implementation of austerity measures presents a dilemma for governments. While austerity measures such as cutbacks aim to reduce costs and enhance public sector efficiency, the same measures might undermine the motivation of employees and, consequently, the prospects of effectively implementing austerity programmes. Based on a survey of ministerial officials in Poland and Latvia, this article finds that the scale of cutbacks explains a larger decline of staff motivation in Latvia than in Poland. The article further shows that motivation was more likely to decrease after the crisis if austerity measures involved cutbacks such as staff reductions, recruitment freezes, and a reduction of training opportunities.

The implementation of austerity measures presents a dilemma for governments. While austerity measures such as cutbacks aim to reduce costs and enhance public sector efficiency, the same measures might undermine the motivation of employees and, consequently, the prospects of effectively implementing austerity programmes. Based on a survey of ministerial officials in Poland and Latvia, this article finds that the scale of cutbacks explains a larger decline of staff motivation in Latvia than in Poland. The article further shows that motivation was more likely to decrease after the crisis if austerity measures involved cutbacks such as staff reductions, recruitment freezes, and a reduction of training opportunities.