Some aspects for the reforming prtgram of recruitnait and appointment in the public sector

自1977年以来，日本的公共服务发生了一些有趣的变化。首先，其中之一是招聘改革。传统上，进入公共服务部门的大多数人都是通过国家人事局举行的竞争性征聘考试担任初级职位。职业中期招聘并不常见。但是，自1997年以来，政府制定了一些职业中期征聘制度。大多数职业中期招聘制度都是基于短期任用。因此，对这些工作人员来说，公共服务不再是一项终身工作。其次，工资和津贴将会发生变化。《薪酬法》对公务员的工资和津贴作了详细规定。传统的制度包括等级和递增比额表，并在一个等级内自动递增。但是最近，公共服务部门将引入与绩效挂钩的薪酬制度，尽管其占总薪酬的比例仍然很低。这些变化是重组公共服务的标志。

Some interesting changes have occurred in the Japanese public service since 1977.Firstly, one of them is a reform in the recruitment. Most initial entry into the public service has traditionally been made in junior level positions through competitive recruitment examination held by National Personnel Authority. Mid career recruitment was uncommon. But, since 1997 the Government has been made some systems for mid career recruitment. Most of mid career recruitment systems are based on short-term appointment. Therefore, Public service is no longer a job for life in regard to these staff.Secondly, change is going to occur in the salary and the allowances. The salary and the allowances of public servant have been regulated in detail by Remuneration Law. The traditional system consisted of grades and incremental scales and automatic progression within a grade. But recently Performance-related pay is going to introduce in the public service, though the proportion of it to the total remuneration is still low.These changes are a sign of restructuring the public service.