Cultural specificity versus institutional universalism: a critique of the National Integrity System (NIS) methodology

This article provides an assessment and critique of the National Integrity System approach and methodology, informed by the experience of conducting an NIS review in Cambodia. It explores four key issues that potentially undermine the relevance and value of NIS reports for developing democracies: the narrowly conceived institutional approach underpinning the NIS methodology; the insufficient appreciation of cultural distinctiveness; a failure properly to conceptualise and articulate the very notion of ‘integrity’; and an over emphasis on compliance-based approaches to combating corruption at the expense of the positive promotion of integrity. The article seeks to offer some pointers to how the NIS approach could be adapted to broaden its conceptualisation of institutions and integrity, and thereby provide reports that are more theoretically informed as well as being more constructive and actionable

The case for investing in family planning in the Pacific: costs and benefits of reducing unmet need for contraception in Vanuatu and the Solomon Islands

Background: Unmet need for family planning in the Pacific is among the highest in the world. Better understanding of required investments and associated benefits of increased access to family planning in the Pacific may assist prioritisation and funding. Methods: We modelled the costs and associated health, demographic and economic impacts of reducing unmet need for family planning between 2010-2025 in Vanuatu and the Solomon Islands. Baseline data were obtained from census reports, Demographic and Health Surveys, and UN agency reports. Using a demographic modelling program we compared a scenario of no change in unmet need with two distinct scenarios: 1) all family planning needs met by 2020; and, 2) all needs met by 2050. Results: Meeting family planning needs by 2020 would increase prevalence of modern contraception in 2025 from 36.8 to 65.5% in Vanuatu and 28.5 to 37.6% in the Solomon Islands. Between 2010-2025 the average annual number of unintended pregnancies would decline by 68% in Vanuatu and 50% in the Solomon Islands, and high-risk births would fall by more than 20%, averting 2,573 maternal and infant deaths. Total fertility rates would fall from 4.1 to 2.2 in Vanuatu and 3.5 in the Solomon Islands, contributing to slowed population growth and lower dependency ratios. The direct cost of reducing unmet need by 2020 was estimated to be $5.19 million for Vanuatu and$3.36 million for the Solomon Islands between 2010-2025. Preventing unintended pregnancies would save $112 million in health and education expenditure. Conclusions: In small island developing states such as Vanuatu and the Solomon Islands, increasing investment in family planning would contribute to improved maternal and infant outcomes and substantial public sector savings

Meritocratic aspects concerning civil servant career: comparative study in Central and Eastern European countries

Central and Eastern Europe has known in the last 20 years profound changes. The shift from a dictatorial system to a democratic system forced the states from this area to adopt structural measures for all public institutions. In this context, the institution of "civil servant" could not remain unaffected. In the period of communist regimes, the institution of "civil servant" did not exist, the civil servant being just a simple employee of the state. Work relations were the same as for any employee. The shift to another political system, the democratic one, determined the reconsideration the role and the place of public administration, and implicit of civil servant in the framework of the state system. In this context, it has been a shift from the statute of simple employee to that of civil servant, representing the power of the state. In the process of accession to the European Union, the states from Central and Eastern Europe have been permanently pressured to clearly define a strategy concerning the competitiveness of public administration, concerning the statute and the career of civil servant. In the context of democratisation, we can notice that the principle of meritocracy has become a key principle in the civil servant's career. The term "meritocracy" is often used in order to describe a type of society in which wealth and social position are obtained mainly through competition or through ability or proved competences. A position invested with responsibilities and social prestige has to be acquired and not inherited or obtained by arbitrary criteria. Meritocracy represents also the term used to describe or to criticise a society in competition that accepts inequitable disparities of income, wealth and social position. Taking into account the above considerations, the present paper aims to achieve an analysis of meritocratic aspects in the systems of planning and promotion of civil servant's career in Central and Eastern Europe

Reform der öffentlichen Dienste im internationalen Vergleich

Die öffentlichen Dienste in Europa haben sich im Laufe der Zeit von einem stärker am Bürokratiemodell angelehnten Konzept zu sehr unterschiedlichen Personalsystemen entwickelt. Der Beitrag stellt Begriffselemente des öffentlichen Dienstes vor, diskutiert die Unterschiede eines Laufbahn- und eines Positionssystems und präsentiert praktische Reformansätze sowie Umsetzungserfahrungen. Insgesamt wird deutlich, dass man in Europa mittlerweile kaum noch von einem universellen Modell des öffentlichen Dienstes sprechen kann.fi=vertaisarvioitu|en=peerReviewed