A Study On The Selection And Appointment Mechanism For Senior Civil Servants In Netherlands

Since the 1970s, the Netherlands gradually seek administrative paradigm shift, for the reason of the "welfare state" and an increase in "personnel costs". Affected by the "new public management movement", following the combination of political and administrative culture and country-specific, made a administrative modernization reform gradually. Abandoned the traditional "Appointment system "and " Elected system ", turn to implement the "Tenure system" to solve the senior civil service post for a long time either,the problem of low administrative efficiency and achieving human level match of Public Personnel With flexible contract system to solve the problem of permanent tenure and job mobility. Meanwhile,breaking the "separation" of barriers, emphasizing talent competition with the private sector, by attracting senior civil service system by developing more talent into the public sector but also in response to the complex changes in the international and domestic social, economic and political-Administrative Ecology.The Netherlands senior civil service system and gradually found a balance between the entanglements of the traditional elite culture methods and the open competitive markets. The Algemene Bestuursdienst Bureau (ABDB) charging the Senior Civil Service System.and responsible for policy design, selection and appointment, training and career development planning and the daily affairs. From a legal perspective, all levels of senior civilian employees of the ABDB. Senior civil service selection using the "internal promotion and external election" open competition open way. With the functions of management as core competence for the selected criteria. The integrated use of personnel archives, and search consultant personnel assessment methods to realize job matching. Implementation of the tenure system to flexible public personnel system to promote job mobility contract.After two decades of reform and development, we gradually formed a country-based job classification, job classification and grade classification of a combination of civil service classification management. This is a similar point in the Netherlands and our Public Personnel Management. Therefore, under the civil service appointment of a new round of administrative reform background, dialectically, cautiously, I believe that the experience of the Netherlands is useful for the grading and classification of administrative civil service management, competency training, broaden horizons and other aspects.Experiences and lessons of the Netherlands Senior Civil Service and the election and appointment mechanism suggests that, any reform must fit their country’s political system of personnel administration-administrative and culture, pay attention to the system itself path dependence, subject to the constitutional system and political structure. In comparison, we should not only consider the quality of the reform ideas.