Quarterly Notes
| DOI | http://doi.org/10.1002/j.1099-162X.1968.tb00323.x |
| Date | 01 January 1968 |
| Published date | 01 January 1968 |
Quarterly Notes
INTERNATIONAL -Local Government Personnel Systems
Summary and conclusions (published as United Nations document
ST/TAO/
M/33·)
The
main requisites
of
asound personnel system are as follows:
(a) Posts in local government must be comparable in attractiveness to
posts in the central government and the private sector;
(b) Applications should be sought as widely as necessary to obtain
qualified candidates;
(c) Candidates should be selected on the basis
of
merit;
(d)
There
should be a career service
that
provides reasonable prospects
for promotion on merit and seniority, in-service training to develop
capabilities, and protection against arbitrary dismissal;
(e)
It
is desirable to ensure mobility
of
senior officers between juris-
dictions.
In
some countries, it may be necessary to require a
compulsory period
of
service in a hardship area for eligibility for
promotion;
(f) Employees should be loyal and responsive to their councils;
(g) Appropriate measures should be taken to ensure sound relations
between local authorities and their employees.
It
is possible to fulfil the requisites
of
asound personnel system under any
one
of
the
three types of personnel systems analysed in this study, as follows:
(a) A separate personnel system, in which each local authority appoints
and dismisses its own personnel, and
the
personnel is not transfer-
able to another jurisidiction by a central
body;
(b) A unified local government service, in which all or some categories
of
personnel
of
local authorities throughout the country constitute
acareer service,
and
the personnel is subject to transfer between
local authorities;
(c) An integrated service for national
and
local government personnel,
in which transfers are possible,
not
only between local authorities,
but
also between levels
of
government.
TANZANIA -Customary Land Tenure
'Let
us make a list
of
the
circumstances in which the inadequacies
of
customary law impede
not
only
the
increase
of
productivity
but
even threaten
productivity itself. I would suggest the following:
I.
Where
the
lack
of
ascertainable boundaries allows wasting litigation
to constitute an ever present threat to
the
enterprising farmer.
2.
Where insecurity and
ill
definition
of
title militate against long
term
development and exploitation.
3. Where uncertainity as to what rights exist renders
the
implications
of
any plan for a change in land use difficult to calculate.
333
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