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critically examine the function 0f personnel management in the public sector
The very significant change embodied in the State Sector Act from a centralised to a decentralised Public Service had some important industrial relations implications. Service-wide bargaining ended as individual chief executives became employers. [ The chief executives themselves, and their most senior managers, had been placed on fixed-term contracts - a significant departure from past arrangements. Chief executives began to take over from the Commission practical responsibility for industrial relations and personnel management. Significantly, however, the Commission retained some
important functions - particularly in respect to the determination of pay and conditions in departments. Chief executives carry out these functions under delegated authority from the State Services Commissioner, who continues to have legal responsibility for conditions of employment, and who sets and monitors bargaining guidelines. This recognises the need to keep a measure of moderation in pay rates in particular - any employer has the capacity to unwittingly destabilise New Zealand's quite small labour market through excessively 'trend-setting' settlements. The State Services Commissioner has similar interests and responsibilities in relation to the health and education sectors. In the latter sector the Commissioner has retained, instead of delegating his functions. ]
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Asked 4/13/2012 4:24:02 AM
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