‫ﺑﺤﺚ ﻓﻲ ﻣﺠﺎﻝ ﺍﻟﺘﻤﺎﺭﻳﻦ ﺍﻟﻌﻤﻠﻴﺔ ﻟﻤﺎﺩﺓ ‪:‬‬

‫" ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻤﻘﺎﺭﻧﺔ "‬

‫ﺇﻋﺪﺍﺩ ﺍﻟﻄﺎﻟﺐ ‪ :‬ﻣﺤﻤﺪ ﻋﻠﻲ ﻋﻴﺘﺎﻧﻲ‬

‫ﺭﻗﻢ ﺍﻟﻤﻠﻒ‪57951 :‬‬

‫ﺃﺳﺘﺎﺫ ﺍﻟﺘﻤﺎﺭﻳﻦ ﺍﻟﻌﻤﻠﻴﺔ ‪ :‬ﺍﻟـﺪﻛـﺘـﻮﺭ ﺃﺣﻤﺪ ﺍﻟﻠﻘﻴﺲ‬

‫ﺑــﻴــﺮﻭﺕ ﻓــﻲ‬

‫‪2016/04/06‬‬

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‫ﺗﺼﻤﻴﻢ ﺧﻄﺔ ﺍﻟﺒﺤﺚ " ﻣﻘﺎﺭﻧﺔ ﺑﻴﻦ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﻓﻲ ﻓﺮﻧﺴﺎ ﻭ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻷﻣﻴﺮﻛﻴﺔ"‬

‫ﻣﻘﺪﻣﺔ‬

‫ﺍﻟﻘﺴﻢ ﺍﻷﻭﻝ ﺍﻹﺩﺍﺭﺍﺓ ﺍﻟﻌﺎﻣﺔ ﻓﻲ ﻓﺮﻧﺴﺎ ﻭ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻷﻣﻴﺮﻛﻴﺔ‬

‫ﺍﻟﻔﺼﻞ ﺍﻻﻭﻝ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻷﻣﻴﺮﻛﻴﺔ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺗﺎﺭﻳﺨﻬﺎ ﻭ ﺍﻧﺸﺎﺋﻬﺎ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻷﺟﻬﺰﺓ ﺍﻟﺮﻗﺎﺑﻴﺔ ﻭ ﺍﻹﺩﺍﺭﻳﺔ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻟﺜﺔ ﺍﻟﺘﻘﺴﻴﻤﺎﺕ ﺍﻟﻮﻅﻴﻔﻴﺔ ﻭ ﺍﻧﻮﺍﻋﻬﺎ‬

‫ﺍﻟﻔﺼﻞ ﺍﻟﺜﺎﻧﻲ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺗﺎﺭﻳﺨﻬﺎ ﻭ ﺍﻧﺸﺎﺋﻬﺎ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻷﺟﻬﺰﺓ ﺍﻟﺮﻗﺎﺑﻴﺔ ﻭ ﺍﻹﺩﺍﺭﻳﺔ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻟﺜﺔ ﺍﻟﺘﻘﺴﻴﻤﺎﺕ ﺍﻟﻮﻅﻴﻔﻴﺔ ﻭ ﺍﻧﻮﺍﻋﻬﺎ‬

‫ﺍﻟﻘﺴﻢ ﺍﻟﺜﺎﻧﻲ ﺍﻟﻤﻘﺎﺭﻧﺔ ﺑﻴﻦ ﺍﻹﺩﺍﺭﺗﻴﻦ‬

‫ﺍﻟﻔﺼﻞ ﺍﻷﻭﻝ ﺍﻭﺟﻪ ﺍﻟﺸﺒﻪ ﻭ ﺍﻹﺧﺘﻼﻑ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺍﻭﺟﻪ ﺍﻟﺸﺒﻪ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻭﺟﻪ ﺍﻹﺧﺘﻼﻑ‬

‫ﺍﻟﻔﺼﻞ ﺍﻟﺜﺎﻧﻲ ﺍﻟﺤﻜﻮﻣﺎﺕ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﻭ ﺍﻹﺻﻼﺡ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻻﻭﻟﻰ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺍﻷﻣﻴﺮﻛﻴﺔ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ‬

‫ﺍﻟﺨﺎﺗﻤﺔ‬

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 ‫ﻣﻘﺪﻣﺔ‬

‫ﻣﺼﻄﻠﺢ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻤﻘﺎﺭﻧﺔ ﻳﻄﻠﻖ ﻋﻠﻰ ﺍﺣﺪﻯ ﻓﺮﻭﻉ ﻋﻠﻢ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﻳﺘﻨﺎﻭﻝ ﺩﺭﺍﺳﺔ ﺍﻟﺒﻴﺮﻭﻗﺮﺍﻁﻴﺔ ﻭ‬
‫ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻭ ﺇﺩﺍﺭﺓ ﺍﻟﺘﻨﻤﻴﺔ ﻭ ﺇﺩﺍﺭﺓ ﺍﻟﻤﺆﺳﺴﺎﺕ ﺍﻟﻌﺎﻣﺔ ﻭ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻤﺤﻠﻴﺔ‪ ،‬ﻟﻜﻨﻬﺎ ﻟﻴﺴﺖ ﺩﺭﺍﺳﺔ ﺗﻄﺒﻴﻘﻴﺔ ﺗﻨﺼﺐ‬
‫ﻋﻠﻰ ﺑﻠﺪ ﺑﻤﻔﺮﺩﻩ ﻭ ﺇﻧﻤﺎ ﺗﺘﺠﺎﻭﺯﻩ ﺍﻟﻰ ﻋﺪﺓ ﺑﻼﺩ‪ ،‬ﻭ ﺇﻥ ﻛﺎﻥ ﻫﺬﺍ ﻻ ﻳﻤﻨﻊ ﻣﻦ ﻗﻴﺎﻡ ﺩﺭﺍﺳﺎﺕ ﻣﻘﺎﺭﻧﺔ ﻓﻲ ﺍﻟﻤﺠﺘﻤﻊ‬
‫ﺍﻟﻮﺍﺣﺪ ﺣﻴﺚ ﻳﻮﺟﺪ ﺗﺒﺎﻳﻦ ﻭﺍﺿﺢ ﻓﻲ ﺍﻟﻌﻨﺎﺻﺮ ﻭ ﺍﻟﻘﻮﻯ ﺍﻟﺒﻴﺌﻴﺔ‪.‬‬

‫ﺗﺮﻣﻲ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻤﻘﺎﺭﻧﺔ ﺇﻟﻰ ﺗﺤﻘﻴﻖ ﻧﻮﻋﻴﻦ ﻣﻦ ﺍﻷﻫﺪﺍﻑ‪ :‬ﺃﻫﺪﺍﻑ ﻋﻠﻤﻴﺔ ﺃﻛﺎﺩﻳﻤﻴﺔ ﻭ ﺃﻫﺪﺍﻑ ﻋﻠﻤﻴﺔ‬
‫ﺗﻄﺒﻴﻘﻴﺔ‪ .‬ﻣﻦ ﺍﻟﻮﺍﺟﻬﺔ ﺍﻟﻌﻤﻠﻴﺔ‪ ،‬ﻳﻔﻴﺪ ﺍﻟﺘﺤﻠﻴﻞ ﺍﻟﻤﻘﺎﺭﻥ ﻟﻸﻧﻈﻤﺔ ﺍﻹﻅﺎﺭﻳﺔ ﻓﻲ ﺯﻳﺎﺩﺓ ﻭ ﺗﻌﻤﻴﻖ ﺍﻟﻤﻌﺮﻓﺔ ﺍﻟﻨﻈﺮﻳﺔ ﻓﻲ‬
‫ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ‪ ،‬ﺃﻣﺎ ﻣﻦ ﺍﻟﻨﺎﺣﻴﺔ ﺍﻟﻌﻠﻤﻴﺔ ﺍﻟﺘﻄﺒﻴﻘﻴﺔ ﻓﺈﻧﻬﺎ ﺗﺪﻋﻮ ﺍﻟﻰ ﺧﻠﻖ ﻗﺎﻋﺪﺓ ﻋﺮﻳﻀﺔ ﻭ ﻣﺘﻨﻮﻋﺔ ﻣﻦ ﺍﻟﻤﻌﺮﻓﺔ‬
‫ﺍﻹﺩﺍﺭﻳﺔ ﺗﻬﺪﻑ ﺍﻟﻰ ﺟﻌﻠﻬﺎ ﺍﻛﺜﺮ ﻛﻔﺎﺋﺔ ﻭ ﻓﻌﺎﻟﻴﺔ‪ .‬ﻟﻘﺪ ﻛﺎﻥ ﺍﺭﺳﻄﻮ ﺍﻟﺬﻱ ﻳﻌﺪ ﺃﺑﻮ ﺍﻟﻤﻨﻬﺠﻴﺔ ﺍﻟﺴﻴﺎﺳﻴﺔ ﺍﻟﻤﻘﺎﺭﻧﺔ‪ ،‬ﺃﻭﻝ‬
‫ﻣﻦ ﺣﺎﻭﻝ ﺍﻟﻘﻴﺎﻡ ﺑﺪﺭﺍﺳﺎﺕ ﻣﻘﺎﺭﻧﺔ ﻷﻧﻈﻤﺔ ﺍﻟﺤﻜﻢ‪ ,‬ﺇﺫ ﺗﻨﺎﻭﻝ ﺍﻛﺜﺮ ﻣﻦ ﻣﺎﺋﺔ ﻭ ﺧﻤﺴﻴﻦ ﺩﺳﺘﻮﺭﺍ ﺑﺤﺜﺎ ﻋﻦ ﻧﻈﺎﻡ ﺍﻟﺤﻜﻢ‬
‫ﺍﻟﻔﺎﺿﻞ ﻋﻤﻼ‪ .‬ﻟﻜﻦ ﺍﻟﺒﺪﺍﻳﺔ ﺍﻟﺤﺪﻳﺜﺔ ﻟﻺﺩﺍﺭﺓ ﺍﻟﻤﻘﺎﺭﻧﺔ ﺑﺪﺃﺕ ﺑﺎﻧﻔﺼﺎﻝ ﻋﻠﻢ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﻋﻦ ﻋﻠﻢ ﺍﻟﺴﻴﺎﺳﺔ‪ ،‬ﻭ‬
‫ﺑﺎﻟﺘﺎﻟﻲ ﺍﺳﺘﻘﻼﻝ ﺍﻻﺩﺍﺭﺓ ﺍﻟﻤﻘﺎﺭﻧﺔ ﻋﻦ ﺍﻟﺤﻜﻮﻣﺎﺕ ﺍﻟﻤﻘﺎﺭﻧﺔ‪.‬‬

‫ﺗﺘﻌﺪﺩ ﺍﻷﻁﺮ ﺍﻟﻨﻈﺮﻳﺔ ﻟﻠﻤﻘﺎﺭﻧﺔ ﻓﻲ ﺍﻹﺩﺍﺭﺍﺓ ﺍﻟﻌﺎﻣﺔ‪ ,‬ﻓﻔﻲ ﺑﺤﺜﻨﺎ ﻫﺬﺍ ﺳﻨﺴﺘﺨﺪﻡ ﺍﻟﻤﻨﻬﺞ ﺍﻟﻘﺎﻧﻮﻧﻲ‪ ،‬ﻛﺄﺳﺎﺱ ﻟﺘﺤﻠﻴﻞ‬
‫ﺍﻧﻈﻤﺔ ﺍﻟﺘﻌﻴﻴﻦ ﻭ ﺍﻟﺘﺮﻗﻴﺔ ﻭ ﺍﻟﺘﺮﻓﻴﻊ ﺑﻴﻦ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻷﻣﻴﺮﻛﻴﺔ ﻭ ﻓﺮﻧﺴﺎ‪ ،‬ﻣﻦ ﺍﻟﻨﺎﺣﻴﺔ ﺍﻟﻘﺎﻧﻮﻧﻴﺔ ﻟﺠﻬﺔ‬
‫ﺍﻟﺴﻠﻄﺎﺕ ﺍﻟﻤﺨﺘﺼﺔ ﺑﻬﺬﻩ ﺍﻟﻮﻅﻴﻔﺔ‪ ،‬ﻣﺤﺎﻭﻟﻴﻦ ﺗﺒﻴﺎﻥ ﺍﻭﺟﻪ ﺍﻟﺸﺒﻪ ﻭ ﺍﻻﺧﺘﻼﻑ‪ ،‬ﻓﻬﻞ ﺗﻜﻮﻥ ﺍﻻﺩﺍﺭﺍﺕ ﻣﺘﺸﺎﺑﻬﺔ ﺑﻴﻦ‬
‫ﺩﻭﻟﺘﻴﻦ ﺗﻌﺮﻑ ﺍﻧﻬﻤﺎ ﻣﺆﺳﺴﺘﻴﻦ ﻟﻠﻤﺪﺭﺳﺔ ﺍﻟﻔﺮﻧﻜﻮﻓﻮﻧﻴﺔ ﻭ ﺍﻻﻧﺠﻠﻮﺳﺎﻛﺴﻮﻧﻴﺔ؟‬

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 ‫ﺍﻟﻘﺴﻢ ﺍﻷﻭﻝ ﺍﻹﺩﺍﺭﺍﺓ ﺍﻟﻌﺎﻣﺔ ﻓﻲ ﻓﺮﻧﺴﺎ ﻭ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻷﻣﻴﺮﻛﻴﺔ‬

‫ﺍﻟﻔﺼﻞ ﺍﻻﻭﻝ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻷﻣﻴﺮﻛﻴﺔ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺗﺎﺭﻳﺨﻬﺎ ﻭ ﺍﻧﺸﺎﺋﻬﺎ‬

‫ﺗﻢ ﺗﺄﺳﻴﺲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ ﻓﻲ ﻋﺎﻡ ‪ ،1871‬ﺗﻌﺮﻑ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ ﺑﺄﻧﻬﺎ "ﺟﻤﻴﻊ ﺍﻟﻤﻨﺎﺻﺐ‬
‫ﺍﻟﻤﻌﻴﻨﺔ ﻓﻲ ﺍﻟﺴﻠﻄﺔ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﻭﺍﻟﻘﻀﺎﺋﻴﺔ ﻭﺍﻟﺘﺸﺮﻳﻌﻴﺔ ﻟﺤﻜﻮﻣﺔ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ‪ ،‬ﺑﺎﺳﺘﺜﻨﺎء ﺍﻟﻮﻅﺎﺋﻒ ﻓﻲ ﺍﻟﻘﻮﺍﺕ‬
‫ﺍﻟﻤﺴﻠﺤﺔ"‪ .‬ﻓﻲ ﺃﻭﺍﺋﻞ ﺍﻟﻘﺮﻥ ﺍﻝ‪ ،19‬ﻛﺎﻥ ﻳﻤﻜﻦ ﻟﻠﺮﺋﻴﺲ ﺻﺮﻑ ﺍﻱ ﻣﻮﻅﻒ ﻓﻲ ﺃﻱ ﻭﻗﺖ ﻳﺸﺎءﺍﻷﻣﺮ ﺍﻟﺬﻱ ﻛﺎﻥ‬
‫ﻳﻀﻊ ﺍﻟﻤﻮﻅﻒ ﺗﺤﺖ ﺭﺣﻤﺘﻪ ﻭ ﻫﺬﺍ ﻛﺎﻥ ﻧﺘﻴﺠﺔ ﻧﻈﺎﻡ ﺍﻟﻐﻨﺎﺋﻢ‪ .‬ﻧﻈﺎﻡ ﺍﻟﻐﻨﺎﺋﻢ ﻓﻲ ﺍﻟﻮﻅﺎﺋﻒ ﺍﻟﺬﻱ ﺍﺳﺘﺨﺪﻡ ﻟﺪﻋﻢ‬
‫ﺍﻷﺣﺰﺍﺏ ﺍﻟﺴﻴﺎﺳﻴﺔ ﺍﻷﻣﺮﻳﻜﻴﺔ‪ ،‬ﺗﻐﻴﺮ ﺗﺪﺭﻳﺠﻴﺎ ﻧﺘﻴﺠﺔ "ﻗﺎﻧﻮﻥ ﺑﻨﺪﻟﺘﻮﻥ ﻹﺻﻼﺡ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ" ﻟﻌﺎﻡ ‪1883‬‬
‫ﻭﺍﻟﻘﻮﺍﻧﻴﻦ ﺍﻟﻼﺣﻘﺔ‪ .‬ﺑﺤﻠﻮﻝ ﻋﺎﻡ ‪ ،1909‬ﺍﺻﺒﺢ ﻣﺎ ﻳﻘﺮﺏ ﻣﻦ ﺛﻠﺜﻲ ﺍﻟﻘﻮﺓ ﺍﻟﻌﺎﻣﻠﺔ ﺍﻟﻔﻴﺪﺭﺍﻟﻴﺔ ﺍﻷﻣﺮﻳﻜﻴﺔ ﻋﻠﻰ ﺃﺳﺲ‬
‫ﺍﻟﺠﺪﺍﺭﺓ‪ ،‬ﺃﻱ ﺍﻟﻤﺆﻫﻼﺕ ﺍﻟﺘﻲ ﺗﺘﺤﺪﺩ ﻧﺘﻴﺠﺔ ﺍﻻﺧﺘﺒﺎﺭﺍﺕ‪ .‬ﺗﻤﺘﻠﺊ ﺑﻌﺾ ﻭﻅﺎﺋﻒ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻌﻠﻴﺎ‪ ،‬ﺑﻤﺎ ﻓﻲ ﺫﻟﻚ‬
‫ﺑﻌﺾ ﺭﺅﺳﺎء ﺍﻟﺒﻌﺜﺎﺕ ﺍﻟﺪﺑﻠﻮﻣﺎﺳﻴﺔ ﻭﺍﻟﻬﻴﺌﺎﺕ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﺑﻘﺮﺍﺭ ﺳﻴﺎﺳﻲ ﺍﻣﺎ ﻣﻦ ﻗﺒﻞ ﺍﻟﺮﺋﻴﺲ ﺍﻭ ﺍﻟﻜﻮﻧﻐﺮﺱ ﺍﻡ‬
‫ﻛﻼﻫﻤﺎ ﻣﻌﺎ‪ .‬ﺑﻤﻮﺟﺐ ﻗﺎﻧﻮﻥ ﻫﺎﺗﺶ ﻋﺎﻡ ‪ ،1939‬ﻻ ﻳﺴﻤﺢ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻻﻧﺨﺮﺍﻁ ﻓﻲ ﺍﻷﻧﺸﻄﺔ‬
‫ﺍﻟﺴﻴﺎﺳﻴﺔ ﺃﺛﻨﺎء ﺃﺩﺍء ﻭﺍﺟﺒﺎﺗﻬﻢ‪ .‬ﻭﻓﻘﺎ ﻟﻤﻜﺘﺐ ﺇﺩﺍﺭﺓ ﺷﺆﻭﻥ ﺍﻟﻤﻮﻅﻔﻴﻦ )‪ ،(OPM‬ﺍﻋﺘﺒﺎﺭﺍ ﻣﻦ ﺩﻳﺴﻤﺒﺮ ‪ ،2011‬ﻛﺎﻥ‬
‫ﻫﻨﺎﻙ ﻣﺎ ﻳﻘﺮﺏ ﻣﻦ ‪ 2790000‬ﻣﻮﻅﻒ ﻓﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻤﺴﺘﺨﺪﻣﺔ ﻣﻦ ﻗﺒﻞ ﺣﻜﻮﻣﺔ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ‪) .‬ﻭﻫﺬﺍ‬
‫‪1‬‬
‫ﻳﺸﻤﻞ ﺍﻟﻔﺮﻭﻉ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﻭﺍﻟﺘﺸﺮﻳﻌﻴﺔ ﻭﺍﻟﻘﻀﺎﺋﻴﺔ ﻟﻠﺤﻜﻮﻣﺔ‪ .‬ﻭﻫﺬﺍ ﻳﺸﻤﻞ ﺃﻳﻀﺎ ﺃﻛﺜﺮ ﻣﻦ ‪ 600،000‬ﻣﻮﻅﻒ ﺑﺮﻳﺪ(‪.‬‬
‫‪F0‬‬

‫ﺗﻌﺰﺯ ﺗﺄﻳﻴﺪ ﺍﻟﺮﺃﻱ ﺍﻟﻌﺎﻡ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﻹﺻﻼﺡ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺑﻌﺪ ﺍﻏﺘﻴﺎﻝ ﺍﻟﺮﺋﻴﺲ ﺟﻴﻤﺲ ﻏﺎﺭﻓﻴﻠﺪ‪ .‬ﺗﻢ‬
‫ﺇﻧﺸﺎء ﻟﺠﻨﺔ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺑﻤﻮﺟﺐ ﻗﺎﻧﻮﻥ ﺇﺻﻼﺡ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺑﻨﺪﻟﺘﻮﻥ‪ ،‬ﺍﻟﺬﻱ ﺻﺪﺭ ﻓﻲ‬
‫ﺍﻟﻘﺎﻧﻮﻥ ﻓﻲ ‪ 16‬ﻳﻨﺎﻳﺮ ‪ .1883‬ﺗﻢ ﺇﻧﺸﺎء ﻟﺠﻨﺔ ﻹﺩﺍﺭﺓ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ‪.‬‬
‫ﺍﻟﻘﺎﻧﻮﻥ ﺍﺟﺒﺮ ﻣﻮﻅﻔﻲ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ ﺍﻟﺬﻱ ﻳﺘﻢ ﺍﺧﺘﻴﺎﺭﻫﺎ ﻣﻦ ﺧﻼﻝ ﺍﻻﻣﺘﺤﺎﻧﺎﺕ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ ﻭﺃﺳﺲ ﺍﻟﺠﺪﺍﺭﺓ؛ ﻛﻤﺎ‬
‫ﻣﻨﻌﺖ ﺍﻟﻤﺴﺆﻭﻟﻴﻦ ﺍﻟﻤﻨﺘﺨﺒﻴﻦ ﻭﺍﻟﻤﻌﻴﻨﻴﻦ ﺳﻴﺎﺳﻴﺎ ﻣﻦ ﻁﺮﺩ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ‪ ،‬ﻭ ﺣﻤﺎﻳﺔ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ‬
‫ﺍﻟﻤﺪﻧﻴﺔ ﻣﻦ ﺗﺄﺛﻴﺮﺍﺕ ﺍﻟﻤﺤﺴﻮﺑﻴﺔ ﺍﻟﺴﻴﺎﺳﻴﺔ ﻭ ﺍﻻﺣﺰﺍﺏ‪ .‬ﻭﻣﻊ ﺫﻟﻚ‪ ،‬ﻟﻢ ﻳﺘﻢ ﺗﻄﺒﻴﻖ ﺍﻟﻘﺎﻧﻮﻥ ﻟﺤﻜﻮﻣﺎﺕ ﺍﻟﻮﻻﻳﺎﺕ‬
‫ﻭﺍﻟﺒﻠﺪﻳﺎﺕ‪.‬‬

‫ﺍﺑﺘﺪﺍء ﻣﻦ ‪ 1‬ﻳﻨﺎﻳﺮ ‪ ،1978‬ﺗﻢ ﺗﻐﻴﻴﺮ ﺍﺳﻤﻬﺎ ﻟﺠﻨﺔ ﻣﻜﺘﺐ ﺇﺩﺍﺭﺓ ﺷﺆﻭﻥ ﺍﻟﻤﻮﻅﻔﻴﻦ ﻭﻓﻘﺎ ﻷﺣﻜﺎﻡ ﻗﺎﻧﻮﻥ ﺇﺻﻼﺡ‬
‫ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻟﻌﺎﻡ ‪ 1978‬ﺧﻄﺔ ﺇﻋﺎﺩﺓ ﺍﻟﺘﻨﻈﻴﻢ ﺭﻗﻢ ‪ 2‬ﻟﻌﺎﻡ ‪ ،1978‬ﻣﻨﺬ ﺫﻟﻚ ﺍﻟﺤﻴﻦ ﺗﻢ ﺇﻟﻐﺎء ﺍﻣﺘﺤﺎﻧﺎﺕ ﺍﻟﺨﺪﻣﺔ‬
‫‪1‬‬
‫‪Shaun F.Goldfinch, Joe L.Wallis International Handbook of Public Management Reform, 2009,‬‬
‫‪p.211‬‬
‫‪3‬‬
 ‫ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﻟﻠﻌﺪﻳﺪ ﻣﻦ ﺍﻟﻤﻨﺎﺻﺐ‪ ،‬ﺍﺫ ﺗﺸﻴﺮ ﺍﻹﺣﺼﺎءﺍﺕ ﺇﻟﻰ ﺃﻥ ﺃﻧﻬﺎ ﻻ ﺗﺴﻤﺢ ﺑﺘﻮﻅﻴﻒ ﺍﻷﻗﻠﻴﺎﺕ‬
‫ﻭﻓﻘﺎ ﻟﻠﻤﺒﺎﺩﺉ ﺍﻟﺘﻮﺟﻴﻬﻴﺔ ﻟﻠﻌﻤﻞ ﺍﻹﻳﺠﺎﺑﻲ‪.‬‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻷﺟﻬﺰﺓ ﺍﻟﺮﻗﺎﺑﻴﺔ ﻭ ﺍﻹﺩﺍﺭﻳﺔ‬

‫ﺍﻟﺘﻌﺪﻳﻞ ﺍﻷﺧﻴﺮ ﻛﺎﻥ ﻋﺎﻡ ‪ ،1978‬ﻭ ﻛﺎﻥ ﻧﺘﻴﺠﺘﻪ "ﻗﺎﻧﻮﻥ ﺇﺻﻼﺡ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻟﻌﺎﻡ ‪ 2 "1978‬ﺍﻟﺬﻱ ﻧﺘﻴﺠﺘﻪ‬
‫‪F1‬‬

‫ﻛﺎﻧﺖ‪:‬‬

‫ﺃﻟﻐﻰ ﻫﺬﺍ ﺍﻟﻘﺎﻧﻮﻥ ﻟﺠﻨﺔ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﻭﺍﻧﺸﺊ ﻣﻜﺘﺐ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﻹﺩﺍﺭﺓ ﺷﺆﻭﻥ‬
‫ﺍﻟﻤﻮﻅﻔﻴﻦ )‪ ،(OPM‬ﻭﺍﻟﻬﻴﺌﺔ ﺍﻻﺗﺤﺎﺩﻳﺔ ﻟﻠﻌﻼﻗﺎﺕ ﺍﻟﻌﻤﺎﻟﻴﺔ )‪ (FLRA‬ﻭ ﻧﻈﺎﻡ ﻣﺠﻠﺲ ﺣﻤﺎﻳﺔ ﺍﻟﺤﻘﻮﻕ ﺍﻟﻮﻅﻴﻔﻴﺔ ﻓﻲ‬
‫ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ )‪.(MSPB‬‬

‫• ﺗﻮﺟﻪ ‪ OPM‬ﻣﺨﺘﻠﻒ ﺍﻟﻮﻛﺎﻻﺕ ﺍﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﻭﺗﺼﺪﺭ ﺍﻷﻧﻈﻤﺔ ﺍﻟﺘﻲ ﺗﺘﺤﻜﻢ ﻓﻲ ﺍﻟﻤﻮﺍﺭﺩ ﺍﻟﺒﺸﺮﻳﺔ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ‪.‬‬
‫• ﺗﺸﺮﻑ ‪ FLRA‬ﻋﻠﻰ ﺣﻘﻮﻕ ﺍﻟﻤﻮﻅﻔﻴﻦ ﺍﻻﺗﺤﺎﺩﻳﻴﻦ ﻭ ﺗﺸﻜﻴﻞ ﺍﻟﻨﻘﺎﺑﺎﺕ ﻭﺍﻟﻤﺸﺎﺭﻛﺔ ﻓﻲ ﺍﻟﻤﻔﺎﻭﺿﺔ‬
‫ﺍﻟﺠﻤﺎﻋﻴﺔ ﻣﻊ ﺍﻟﻮﻛﺎﻻﺕ‪.‬‬
‫• ‪ MSPB‬ﺗﺠﺮﻱ ﺩﺭﺍﺳﺎﺕ ﻓﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻻﺗﺤﺎﺩﻳﺔ ﻭ ﺗﺠﻴﺐ ﺃﺳﺎﺳﺎ ﻟﻄﻠﺒﺎﺕ ﺍﻟﻤﻮﻅﻔﻴﻦ ﺍﻻﺗﺤﺎﺩﻳﻴﻦ‬
‫ﺍﻟﺬﻳﻦ ﺿﺒﻄﻮ ﻣﺨﺎﻟﻔﻴﻦ ﺃﻭ ﻓﺼﻠﻮﺍ ﻣﻦ ﻭﻅﺎﺋﻔﻬﻢ‪ .‬ﻛﺎﻧﺖ ﻫﺬﻩ ﺍﻻﺻﻼﺣﺎﺕ ﻟﻤﺤﺎﻭﻟﺔ ﺍﺳﺘﺒﺪﺍﻝ ﺍﻟﻤﺴﺆﻭﻟﻴﻦ‬
‫ﻏﻴﺮ ﺍﻟﻜﻔﺆﻭﻳﻦ‪.‬‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻟﺜﺔ ﺍﻟﺘﻘﺴﻴﻤﺎﺕ ﺍﻟﻮﻅﻴﻔﻴﺔ ﻭ ﺍﻧﻮﺍﻋﻬﺎ‬

‫ﺗﺸﻤﻞ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺧﺪﻣﺔ ﺗﻨﺎﻓﺴﻴﺔ ﻭﺧﺪﻣﺔ ﻣﺴﺘﺜﻨﺎﺓ‪.‬ﻏﺎﻟﺒﻴﺔ ﺗﻌﻴﻴﻨﺎﺕ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ‬
‫ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﻫﻲ ﺧﺪﻣﺔ ﺗﻨﺎﻓﺴﻴﺔ‪ .‬ﻟﻜﻦ ﻓﺌﺎﺕ ﻣﻌﻴﻨﺔ ﻓﻲ ﺍﻟﺴﻠﻚ ﺍﻟﺪﺑﻠﻮﻣﺎﺳﻲ‪ ،‬ﻭﻣﻜﺘﺐ ﺍﻟﺘﺤﻘﻴﻘﺎﺕ ﺍﻟﻔﻴﺪﺭﺍﻟﻲ‪ ،‬ﻭ‬
‫ﺍﻷﻣﻦ ﺍﻟﻘﻮﻣﻲ ﻫﻲ ﻣﺴﺘﺜﻨﺎﺓ‪ .‬ﻏﺎﻟﺒﺎ ﻣﺎ ﻳﻜﻮﻥ ﻟﻠﺤﻜﻮﻣﺎﺕ ﺍﻟﻤﺤﻠﻴﺔ ﻟﻠﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺃﻧﻈﻤﺔ ﺧﺪﻣﺔ ﻣﺪﻧﻴﺔ ﺗﻨﺎﻓﺴﻴﺔ ﻋﻠﻰ‬
‫ﻏﺮﺍﺭ ﺍﻟﻨﻈﺎﻡ ﺍﻟﻮﻁﻨﻲ ﻟﻜﻦ ﺑﺪﺭﺟﺎﺕ ﻣﺘﻔﺎﻭﺗﺔ‪.‬‬

‫ﺍﻟﺘﻮﻅﻴﻒ‬

‫ﺗﺘﻜﻮﻥ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ‪:‬‬

‫• ﺍﻟﺨﺪﻣﺔ ﺗﻨﺎﻓﺴﻴﺔ‬
‫• ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺴﺘﺜﻨﺎﺓ‬

‫‪2‬‬
‫)‪Prentice Hall Documents Library – Civil Service Reform Act (1987‬‬
‫‪4‬‬
 ‫• ﺍﻟﺨﺪﻣﺔ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﺍﻟﻌﻠﻴﺎ‬

‫ﺍﻟﻔﺮﻭﻕ ﺍﻷﺳﺎﺳﻴﺔ ﺑﻴﻦ ﺍﻟﺜﻼﺛﺔ ﻫﻲ ﻓﻲ ﻣﺠﺎﻻﺕ ﺇﺟﺮﺍءﺍﺕ ﺍﻟﺘﻌﻴﻴﻦ ﻭ ﺣﻤﺎﻳﺔ ﺍﻟﻌﻤﻞ‪ .‬ﻓﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ‪ ،‬ﺇﻥ‬
‫ﺇﺟﺮﺍءﺍﺕ ﺍﻟﺘﻌﻴﻴﻦ ﻭﻣﺘﻄﻠﺒﺎﺕ ﺍﻟﺘﺮﻗﻴﺔ ﺗﻜﻮﻥ ﺗﺒﻌﺎ ﻟﻠﺠﺪﺍﺭﺓ‪ ،‬ﻭ ﺷﺮﻭﻁ ﺍﻟﺘﺄﻫﻞ ﻟﻠﻮﻅﻴﻔﺔ ﺗﻜﻮﻥ ﺑﻤﻮﺟﺐ ﺍﻟﻘﺎﻧﻮﻥ ﺃﻭ ﻣﻦ‬
‫ﻗﺒﻞ ﺇﺩﺍﺭﺓ ﻣﻜﺘﺐ ﺷﺆﻭﻥ ﺍﻟﻤﻮﻅﻔﻴﻦ ﻭﺗﻨﻄﺒﻖ ﻋﻠﻰ ﺟﻤﻴﻊ ﺍﻹﺩﺍﺭﺍﺕ‪ .‬ﺃﻣﺎ ﻓﻲ ﺧﺪﻣﺔ ﺍﻟﻤﺴﺘﺜﻨﺎﺓ‪ ،‬ﺍﻟﺸﺮﻭﻁ ﺍﻷﺳﺎﺳﻴﺔ‬
‫ﻓﻘﻂ ﺗﻮﺻﻒ ﺑﺤﻜﻢ ﺍﻟﻘﺎﻧﻮﻥ ﺃﻭ ﺍﻟﻠﻮﺍﺋﺢ‪ ،‬ﻭﻛﻞ ﺗﺤﺪﺩ ﺍﻟﻤﺘﻄﻠﺒﺎﺕ ﻭﺍﻹﺟﺮﺍءﺍﺕ ﻟﻠﻮﻅﺎﺋﻒ ﺍﻟﺨﺎﺻﺔ ﺑﻬﺎ‪ .‬ﺗﻄﺒﻖ ﻣﺒﺎﺩﺉ‬
‫ﺍﻟﺠﺪﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﻟﻠﺨﺪﻣﺎﺕ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ ﻟﻠﻮﻅﺎﺋﻒ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﺍﻟﻌﻠﻴﺎ )‪ .(SES‬ﻳﺘﻢ ﺗﺤﺪﻳﺪ ﺇﺟﺮﺍءﺍﺕ ﺍﻟﺘﻌﻴﻴﻦ ﻭﺷﺮﻭﻁ‬
‫ﺍﻟﺘﺄﻫﻴﻞ ﻟﻸﻓﺮﺍﺩ ﻣﻦ ﻗﺒﻞ ﺍﻟﻮﻛﺎﻻﺕ‪ ،‬ﻋﻠﻰ ﺃﺳﺎﺱ ﺍﻟﺤﺪ ﺍﻷﺩﻧﻰ ﻣﻦ ﺍﻟﻤﺘﻄﻠﺒﺎﺕ ﺍﻟﺘﻲ ﻳﻨﺺ ﻋﻠﻴﻬﺎ ﺍﻟﻘﺎﻧﻮﻥ ﻭﻣﻜﺘﺐ‬
‫ﺇﺩﺍﺭﺓ ﺷﺆﻭﻥ ﺍﻟﻤﻮﻅﻔﻴﻦ‪ .‬ﺣﻖ ﺍﻻﺳﺘﺌﻨﺎﻑ ﺍﻟﻤﺘﺎﺡ ﻟﻠﻤﻮﻅﻔﻴﻦ ﺍﻟﺘﻨﺎﻓﺴﻴﻴﻦ ﻋﺎﺩﺓ ﻣﺎ ﻳﻜﻮﻥ ﻏﻴﺮ ﻣﺘﻮﻓﺮﺓ ﻟﻠﻤﻮﻅﻔﻴﻦ‬
‫‪3‬‬
‫ﺍﻟﻤﺴﺘﺜﻨﻴﻦ‪ ،‬ﺑﺎﺳﺘﺜﻨﺎء ﺍﻟﻌﺎﻣﻠﻴﻦ ﺍﻟﻘﺪﺍﻣﻰ‬
‫‪F2‬‬

‫ﺍﻟﺘﺮﻗﻴﺔ‬

‫ﺍﻟﺨﺪﻣﺔ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ ﺗﺘﻤﺜﻞ ﻓﻲ ﺃﻫﻠﻴﺔ ﺍﻟﻤﻮﻅﻒ ﻹﻋﺎﺩﺓ ﺍﻟﺘﻜﻠﻴﻒ ﻣﻦ ﻏﻴﺮ ﺗﻨﺎﻓﺲ )ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ‪ ،‬ﻋﻦ ﻁﺮﻳﻖ‬
‫ﺍﻟﺘﺤﻮﻳﻞ ﻭﺍﻟﺘﺮﻗﻴﺔ ﻭﺇﻋﺎﺩﺓ ﺍﻟﺘﻜﻠﻴﻒ‪ ،‬ﺗﺨﻔﻴﺾ‪ ،‬ﺃﻭ ﺇﻋﺎﺩﺓ( ﺍﻟﻰ ﺍﻟﻤﻮﺍﻗﻊ ﻓﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ ﺩﻭﻥ ﺍﻟﺤﺎﺟﺔ ﻟﻠﺘﻨﺎﻓﺲ‬
‫‪4‬‬
‫ﻓﻲ ﺍﻣﺘﺤﺎﻥ ﺗﻨﺎﻓﺴﻲ ﻣﻔﺘﻮﺡ‪.‬‬
‫‪F3‬‬

‫ﺍﻟﻤﻮﻅﻒ ﻫﻮ ﻣﻦ ﻳﻨﺘﻤﻲ ﺍﻟﻰ ﺍﻟﺨﺪﻣﺔ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ ﻭﻟﻴﺲ ﺍﻟﻤﻮﻗﻊ ﺍﻟﻮﻅﻴﻔﻲ‪ .‬ﺃﻱ ﺷﺨﺺ ﻓﻲ ﻣﻬﻨﺘﻪ ﺃﻭ ﻋﻴﻦ ﻓﻲ‬
‫ﺍﻟﻮﻅﻴﻔﺔ ﺑﺸﺮﻭﻁ ﻳﻜﺘﺴﺐ ﻣﻜﺎﻧﺔ ﺗﻨﺎﻓﺴﻴﺔ ﻋﻨﺪ ﺍﻻﻧﺘﻬﺎء ﻣﻦ ﻓﺘﺮﺓ ﺍﻻﺧﺘﺒﺎﺭ‪ .‬ﻳﻤﻜﻦ ﺃﻳﻀﺎ ﺃﻥ ﺗﻤﻨﺢ ﻣﻦ ﻗﺒﻞ ﺍﻟﻘﺎﻧﻮﻥ‪،‬‬
‫ﺍﻟﻤﺮﺍﺳﻴﻢ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ‪ ،‬ﺃﻭ ﻗﻮﺍﻋﺪ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺩﻭﻥ ﺍﻣﺘﺤﺎﻥ ﺗﻨﺎﻓﺴﻲ‪ ،‬ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ ﺍﻟﻤﻮﻅﻔﻴﻦ ﻓﻲ ﺍﻟﺨﺎﺭﺝ‬
‫‪5‬‬
‫ﺳﺎﺑﻘﺎ‪.‬‬
‫‪F4‬‬

‫ﻗﺪ ﺗﺘﻢ ﺍﻟﺘﺮﻗﻴﺔ ﺍﻹﺳﺘﺜﻨﺎﺋﻴﺔ ﺃﻳﻀﺎ ﻓﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺴﺘﺜﻨﺎﺓ ﻭﻓﻘﺎ ﻟﺘﻮﺟﻴﻬﺎﺕ ﺍﻟﺮﺋﻴﺲ‪ ،‬ﺑﻤﻮﺟﺐ ﺍﻟﻘﺎﻧﻮﻥ ﺃﻭ ﻻﺋﺤﺘﻪ‬
‫ﺍﻟﺘﻨﻔﻴﺬﻳﺔ‪ ،‬ﺑﺴﺒﺐ ﺳﺮﻳﺘﻬﺎ‪ ،‬ﻭﺍﻟﺴﻴﺎﺳﺔ ﺍﻟﺘﻲ ﺗﺤﺪﺩ‪ ،‬ﺃﻭ ﺍﻟﺴﻴﺎﺳﺎﺕ ﺍﻟﺸﺨﺼﻴﺔ‪ .‬ﺍﻻﺳﺘﺨﺪﺍﻡ ﺍﻷﻛﺜﺮ ﺷﻴﻮﻋﺎ ﻟﻠﻤﺮﺍﺳﻴﻢ‬
‫ﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﻛﺎﻧﺖ ﺃﻭﺍﻣﺮ ﺍﻟﺘﻌﻴﻴﻨﺎﺕ ﺍﻟﺠﺪﻭﻝ "ﺝ"‪ ,‬ﺃﻭ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﻏﻴﺮ ﺍﻟﻤﻬﻨﻴﺔ ﻟﺼﺎﻟﺢ ﺍﻟﻤﺪﻳﺮﻳﻦ ﺍﻹﻗﻠﻴﻤﻴﻴﻦ ﻭﺍﻟﻤﻤﺜﻠﻴﻦ‬
‫‪6‬‬
‫‪F5‬‬‫ﺍﻹﻗﻠﻴﻤﻴﻴﻦ‪ ،‬ﻭ ﻭﻅﺎﺋﻒ ﻓﻲ ﻭﻛﺎﻻﺕ ﻣﺨﺘﻠﻔﺔ‪.‬‬

‫ﺍﻟﺘﻌﺎﻗﺪ‬

‫ﻣﻜﺘﺐ ﺇﺩﺍﺭﺓ ﺷﺆﻭﻥ ﺍﻟﻤﻮﻅﻔﻴﻦ )‪ (OPM‬ﻳﻠﻌﺐ ﺩﻭﺭﺍ ﻓﻲ ﺗﺤﺪﻳﺪ ﻣﻌﺪﻻﺕ ﺍﻷﺟﻮﺭ ﺍﻟﺨﺎﺻﺔ‪ .‬ﺇﻥ ﺍﻟﺘﻨﺴﻴﻖ ﻣﻊ‬
‫ﻣﻜﺘﺐ ﺇﺩﺍﺭﺓ ﺷﺆﻭﻥ ﺍﻟﻤﻮﻅﻔﻴﻦ ﻣﻊ ﺍﻹﺩﺍﺭﺍﺕ ﻫﻲ ﺍﻟﺘﻲ ﺗﺤﺪﺩ ﺍﻟﺤﺪ ﺍﻷﺩﻧﻰ ﻭ ﺍﻷﻗﺼﻰ ﻟﻸﺟﻮﺭ ﻓﻲ ﺍﻟﻤﺠﻤﻮﻋﺎﺕ‬
‫ﺍﻟﻤﻬﻨﻴﺔ ﻭﺷﺮﺍﺋﺢ ﺍﻷﺟﺮ‪ ،‬ﻭﺧﺎﺻﺔ ﻓﻴﻤﺎ ﻳﺘﻌﻠﻖ ﻓﻲ ﺍﻟﻮﻅﺎﺋﻒ ﺍﻟﻤﺘﺸﺎﺑﻬﺔ ﺍﻟﺘﻲ ﻫﻲ ﻣﺸﺘﺮﻛﺔ ﺑﻴﻦ ﺍﻟﻮﻛﺎﻻﺕ ﺍﻷﺧﺮﻯ؛‬
‫ﺍﻟﺘﻨﺴﻴﻖ ﻣﻄﻠﻮﺏ ﺃﻳﻀﺎ ﻟﺘﺤﺪﺩ ﺍﻷﺟﻮﺭ ﻓﻲ ﺍﻟﻮﺯﺍﺭﺍﺕ ﻓﻲ ﺍﻟﺒﻼﺩ ﻭ ﺍﻷﺟﻮﺭ ﺍﻟﻤﺤﻠﻴﺔ ﻛﻞ ﻋﺎﻡ‪ .‬ﻓﻲ ﻭﺯﺍﺭﺓ ﺍﻟﺪﻓﺎﻉ‬
‫‪3‬‬
‫)‪US Department of Interior (1998‬‬
‫‪4‬‬
‫)‪US Department of Interior (1998‬‬
‫‪5‬‬
‫‪Office of Personal Management (2006) – edited‬‬
‫‪6‬‬
‫‪Office of Personal Management (2006) - edited‬‬
‫‪5‬‬
 ‫ﻳﻮﺟﺪ ﻧﻈﺎﻡ ﻣﻤﺎﺛﻞ‪ .‬ﻋﻠﻰ ﺍﻟﺮﻏﻢ ﻣﻦ ﺃﻥ ﺍﻟﻮﻛﺎﻻﺕ ﺍﻟﻔﺮﺩﻳﺔ ﻟﻬﺎ ﻧﻈﺎﻡ ﺧﺎﺹ ﺑﻤﻮﺍﺭﺩﻫﺎ ﺍﻟﺒﺸﺮﻳﺔ‪ ،‬ﺗﺤﺘﻔﻆ ﺇﺩﺍﺭﺓ‬
‫ﺷﺆﻭﻥ ﺍﻟﻤﻮﻅﻔﻴﻦ ﻓﻲ ﺍﻟﺴﻠﻄﺔ ﺍﻟﻨﻬﺎﺋﻴﺔ ﻟﻠﺘﺪﺧﻞ ﻋﻨﺪ ﻣﻤﺎﺭﺳﺔ ﺃﻱ ﻭﻛﺎﻟﺔ ﻟﺼﻼﺣﻴﺎﺗﻬﺎ ﻓﻲ ﺍﻟﺘﻌﻴﻴﻦ ﻣﻤﺎ ﻗﺪ ﻳﺆﺛﺮ ﺫﻟﻚ‬
‫ﺳﻠﺒﺎ ﻋﻠﻰ ﺍﻟﺤﻜﻮﻣﺔ‪ ،‬ﻭﻟﻬﺎ ﺣﻖ ﺍﻟﻨﻘﺾ ﺃﻳﻀﺎ‪.‬‬

‫ﺑﺎﻹﺿﺎﻓﺔ ﺇﻟﻰ ﺫﻟﻚ‪ ،‬ﻫﻨﺎﻙ ﻧﻈﺎﻡ ﺍﻷﺟﻮﺭ ﺍﻻﺗﺤﺎﺩﻱ ‪ [FWS] 7‬ﻟﺘﺤﺪﻳﺪ ﺃﺟﻮﺭ ﻣﻮﺣﺪﺓ ﻟﻠﻨﻈﺎﻡ ﺍﻟﻔﻴﺪﺭﺍﻟﻲ ﻭ ﺫﻭﻱ‬
‫‪F6‬‬

‫"ﺍﻟﻴﺎﻗﺎﺕ ﺍﻟﺰﺭﻗﺎء" ﺃﻱ ﺍﻟﻤﻮﻅﻔﻴﻦ ﺍﻟﺬﻳﻦ ﻳﺘﻘﺎﺿﻮﻥ ﺍﻷﺟﺮ ﺑﺎﻟﺴﺎﻋﺔ‪ .‬ﺍﻟﻌﻤﺎﻝ ﺫﻭﻱ ﺍﻟﻴﺎﻗﺎﺕ ﺍﻟﺒﻴﻀﺎء ﻫﻢ ﺍﻷﺷﺨﺎﺹ‬
‫ﺍﻟﺬﻱ ﻳﻨﻔﺬ ﺃﻋﻤﺎﻝ ﺇﺩﺍﺭﻳﺔ‪ ،‬ﺍﻟﻌﻤﺎﻝ ﺫﻭﻱ ﺍﻟﻴﺎﻗﺎﺕ ﺍﻟﻮﺭﺩﻱ‪ ،‬ﻳﺮﺗﺒﻂ ﻋﻤﻠﻬﻢ ﻓﻲ ﺍﻟﺘﻔﺎﻋﻞ ﻣﻊ ﺍﻟﻌﻤﻼء‪ ،‬ﻭﺍﻟﻤﺒﻴﻌﺎﺕ‪ ،‬ﺃﻭ‬
‫ﻏﻴﺮﻫﺎ ﻣﻦ ﺃﻋﻤﺎﻝ ﺍﻟﺨﺪﻣﺎﺕ‪ .‬ﻳﻬﺪﻑ ﺍﻟﻨﻈﺎﻡ ﻫﻮ ﺍﻟﺘﺄﻛﺪ ﻣﻦ ﺃﻥ ﺍﻟﻮﻅﺎﺋﻒ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ ﺍﻟﻤﺨﺘﻠﻔﺔ ﻣﻦ ﺗﺠﺎﺭﺓ‪ ،‬ﻭﺣﺮﻑ‪ ،‬ﺃﻭ‬
‫ﺍﻟﺬﻳﻦ ﻳﻌﻤﻠﻮﻥ ﻣﻮﻅﻔﻴﻦ ﻓﻲ ﻣﻨﻄﻘﺔ ﺃﺟﺮ ﻣﺤﻠﻴﺔ ﻭ ﻳﺆﺩﻭﻥ ﺍﻟﻮﻅﻴﻔﺔ ﻳﺘﻠﻘﻮﻥ ﻧﻔﺲ ﻣﻌﺪﻝ ﺍﻷﺟﻮﺭ‪ .‬ﻳﺘﻀﻤﻦ ﻧﻈﺎﻡ‬
‫ﺍﻷﺟﻮﺭ ﺍﻻﺗﺤﺎﺩﻱ ‪ 131‬ﺻﻨﺪﻭﻕ ﻣﺨﺼﺺ ﻭ ‪ 125‬ﺻﻨﺪﻭﻕ ﻏﻴﺮ ﻣﺨﺼﺺ ﻟﻤﻨﺎﻁﻖ ﺍﻷﺟﻮﺭ ﺍﻟﻤﺤﻠﻴﺔ‪ .‬ﻧﺠﺎﺡ‬
‫ﺍﻟﺸﺮﺍﻛﺔ ﺑﻴﻦ ﺍﻟﻌﻤﺎﻝ ﻭﺍﻹﺩﺍﺭﺓ ﻫﻲ ﺍﻟﺴﻤﺔ ﺍﻟﻤﻤﻴﺰﺓ‪ ،‬ﻣﻦ ﺧﻼﻝ ﻣﺸﺎﺭﻛﺔ ﺍﻟﻤﻨﻈﻤﺎﺕ ﺍﻟﻌﻤﺎﻟﻴﺔ ﻓﻲ ﺟﻤﻴﻊ ﻣﺮﺍﺣﻞ ﺇﺩﺍﺭﺓ‬
‫ﻧﻈﺎﻡ ﺍﻷﺟﻮﺭ‪ .‬ﺗﺤﺖ ﻫﺬﺍ ﺍﻟﻨﻈﺎﻡ ﻟﻸﺟﻮﺭ ﺍﻟﻤﻮﺣﺪ ﺍﻟﺬﻱ ﻳﻮﺣﺪ ﺍﻟﻮﻅﺎﺋﻒ ﺫﻭﻱ ﺍﻟﻴﺎﻗﺎﺕ ﺍﻟﺰﺭﻗﺎء‪ ,‬ﻭﻛﺬﻟﻚ ﺗﻜﻮﻥ‬
‫ﻣﺸﺎﺑﻬﺔ ﻷﺟﻮﺭ ﻓﻲ ﺍﻟﻘﻄﺎﻉ ﺍﻟﺨﺎﺹ ﻟﻨﻔﺲ ﺍﻟﻤﻬﻨﺔ‪.‬‬

‫ﺍﻟﺘﺪﺭﻳﺐ‬

‫ﺍﻟﻮﻛﺎﻻﺕ ﻟﺪﻳﻬﺎ ﺍﻟﺴﻠﻄﺔ ﻹﺩﺍﺭﺓ ﺑﺮﺍﻣﺞ ﺍﻟﺘﺪﺭﻳﺐ ﺍﻟﺨﺎﺻﺔ ﺑﻬﺎ ‪ -‬ﻭﺍﻟﻘﺎﻧﻮﻥ‪ ،‬ﺳﻠﻄﺔ ﺍﻟﺘﻤﻮﻳﻞ‪ ،‬ﻭﺍﻟﻤﺘﻄﻠﺒﺎﺕ ﺍﻻﺗﺤﺎﺩﻳﺔ‬
‫ﺫﺍﺕ ﺍﻟﺼﻠﺔ‪ .‬ﻗﺎﻧﻮﻥ ﺍﻟﺘﺪﺭﻳﺐ )‪ (GETA‬ﺻﺪﺭ ‪ 1958‬ﻳﻌﻄﻲ ﺍﻟﻮﻛﺎﻻﺕ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ ﺍﻟﺴﻠﻄﺔ ﻟﺘﺪﺭﻳﺐ ﺍﻟﻤﻮﻅﻔﻴﻦ‬
‫ﺍﻟﻌﺎﻣﻴﻦ‪ .‬ﻣﻦ ﺑﻴﻦ ﺃﺣﻜﺎﻣﻪ‪ ،‬ﺃﺫﻥ ﻫﺬﺍ ﺍﻟﻘﺎﻧﻮﻥ ﺍﺳﺘﺨﺪﺍﻡ ﻣﻮﺍﺭﺩ ﺍﻟﺘﺪﺭﻳﺐ ﻏﻴﺮ ﺍﻟﺤﻜﻮﻣﻴﺔ ﻟﺘﻠﺒﻴﺔ ﺍﻻﺣﺘﻴﺎﺟﺎﺕ ﺍﻟﺘﺪﺭﻳﺒﻴﺔ‬
‫ﺍﻟﻤﺤﺪﺩﺓ ﺍﻟﺘﻲ ﺗﺘﻨﺎﺳﺐ ﻣﻊ ﺑﺮﺍﻣﺞ ﻭﻣﺮﺍﻓﻖ ﺍﻟﺤﻜﻮﻣﺔ‪ .‬ﻳﺤﺪﺩ ‪ GETA‬ﺇﻁﺎﺭﺍ ﻣﺮﻧﺎ ﻟﺘﺪﺭﻳﺐ ﻭﺗﻄﻮﻳﺮ ﺍﻟﻘﻮﻯ ﺍﻟﻌﺎﻣﻠﺔ‬
‫ﺍﻻﺗﺤﺎﺩﻳﺔ‪ .‬ﻋﻠﻰ ﻭﺟﻪ ﺍﻟﺘﺤﺪﻳﺪ‪ ،‬ﺇﻧﻪ ﻳﺴﻤﺢ ﻟﻠﻮﻛﺎﻻﺕ ﺗﻤﻮﻳﻞ ﺗﺪﺭﻳﺐ ﺍﻟﻤﻮﻅﻔﻴﻦ ﻟﻠﻤﺴﺎﻫﻤﺔ ﻓﻲ ﺗﺤﻘﻴﻖ ﺃﻫﺪﺍﻓﻬﺎ ﻭ‬
‫ﺗﺤﺴﻴﻦ ﺃﺩﺍﺋﻬﺎ ﻣﻦ ﺧﻼﻝ ﺗﺤﺴﻴﻦ ﺍﻟﻤﻮﻅﻒ ﻭ ﺍﻷﺩﺍء ﺍﻟﺘﻨﻈﻴﻤﻲ‪ .‬ﺍﻟﻘﺎﻧﻮﻥ ﺍﻟﻤﻌﺪﻝ ﻓﻲ ﻋﺎﻡ ‪ ،1994‬ﻳﺴﻤﺢ ﻟﻠﻮﻛﺎﻻﺕ‬
‫‪8‬‬
‫‪F7‬‬‫ﺍﻻﺳﺘﻔﺎﺩﺓ ﻣﻦ ﺍﻟﺴﻮﻕ ﻟﻠﺘﺪﺭﻳﺐ‪ ،‬ﺣﻜﻮﻣﻴﺔ ﺃﻭ ﻏﻴﺮ ﺣﻜﻮﻣﻴﺔ‪.‬‬

‫ﺍﻟﻮﻛﺎﻻﺕ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ‬

‫ﻳﻌﻤﻞ ﺍﻟﻤﻮﻅﻔﻮﻥ ﻓﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺍﺣﺪﻯ ﺍﻟﻮﻛﺎﻻﺕ ﺍﻟﻤﺴﺘﻘﻠﺔ ﺃﻭ ﺇﺣﺪﻯ ﺍﻹﺩﺍﺭﺍﺕ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ‪ .‬ﺑﺎﻹﺿﺎﻓﺔ ﺇﻟﻰ‬
‫ﺍﻹﺩﺍﺭﺍﺕ‪ ،‬ﻫﻨﺎﻙ ﻋﺪﺩ ﻣﻦ ﺍﻟﻤﻨﻈﻤﺎﺕ ﻟﻠﻤﻮﻅﻔﻴﻦ ﺟﻤﻴﻌﻬﺎ ﺗﺘﺒﻊ ﺍﻟﻤﻜﺘﺐ ﺍﻟﺘﻨﻔﻴﺬﻱ ﻟﻠﺮﺋﻴﺲ‪ ،‬ﺗﺸﻤﻞ ﻫﺬﻩ ﻣﻮﻅﻔﻲ ﺍﻟﺒﻴﺖ‬
‫ﺍﻷﺑﻴﺾ‪ ،‬ﻣﺠﻠﺲ ﺍﻷﻣﻦ ﺍﻟﻘﻮﻣﻲ‪ ،‬ﻣﻜﺘﺐ ﺍﻹﺩﺍﺭﺓ ﻭﺍﻟﻤﻴﺰﺍﻧﻴﺔ‪ ،‬ﻣﺠﻠﺲ ﺍﻟﻤﺴﺘﺸﺎﺭﻳﻦ ﺍﻻﻗﺘﺼﺎﺩﻳﻴﻦ‪ ،‬ﻣﻜﺘﺐ ﺍﻟﻤﻤﺜﻞ‬
‫ﺍﻟﺘﺠﺎﺭﻱ ﺍﻷﻣﺮﻳﻜﻲ‪ ،‬ﻣﻜﺘﺐ ﺍﻟﺴﻴﺎﺳﺔ ﺍﻟﻮﻁﻨﻴﺔ ﻟﻤﻜﺎﻓﺤﺔ ﺍﻟﻤﺨﺪﺭﺍﺕ‪ ،‬ﻭﻣﻜﺘﺐ ﺍﻟﻌﻠﻮﻡ ﻭﺍﻟﺘﻜﻨﻮﻟﻮﺟﻴﺎ‪.‬‬

‫‪7‬‬
‫‪Van Horn, Carl; Schaffner, Herbert (2003). Work in America: M-Z. CA, USA: ABC-Clio Ltd.‬‬
‫‪p. 597.‬‬
‫‪8‬‬
‫‪Office of Personal Management (2006) – edited‬‬

‫‪6‬‬
 ‫ﻫﻨﺎﻙ ﻭﻛﺎﻻﺕ ﻣﺴﺘﻘﻠﺔ ﻣﺜﻞ ﺧﺪﻣﺔ ﺍﻟﺒﺮﻳﺪ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ‪ ،‬ﺇﺩﺍﺭﺓ ﺍﻟﻄﻴﺮﺍﻥ ﻭﺍﻟﻔﻀﺎء ﺍﻷﻣﻴﺮﻛﻴﺔ )ﻧﺎﺳﺎ(‪،‬‬
‫ﻭﻛﺎﻟﺔ ﺍﻻﺳﺘﺨﺒﺎﺭﺍﺕ ﺍﻟﻤﺮﻛﺰﻳﺔ )‪ ،(CIA‬ﻭﻛﺎﻟﺔ ﺣﻤﺎﻳﺔ ﺍﻟﺒﻴﺌﺔ )‪ ،(EPA‬ﻭﺍﻟﻮﻛﺎﻟﺔ ﺍﻷﻣﺮﻳﻜﻴﺔ ﻟﻠﺘﻨﻤﻴﺔ ﺍﻟﺪﻭﻟﻴﺔ‬
‫)‪ . (USAID‬ﺑﺎﻹﺿﺎﻓﺔ ﺇﻟﻰ ﺫﻟﻚ‪ ،‬ﻫﻨﺎﻙ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻤﻤﻠﻮﻛﺔ ﻟﻠﺤﻜﻮﻣﺔ ﻣﺜﻞ ﺍﻟﻤﺆﺳﺴﺔ ﺍﻻﺗﺤﺎﺩﻳﺔ ﻟﻠﺘﺄﻣﻴﻦ ﻋﻠﻰ‬
‫ﺍﻟﻮﺩﺍﺋﻊ )‪ (FDIC‬ﻭﻣﺆﺳﺴﺔ ﺭﻛﺎﺏ ﺍﻟﺴﻜﻚ ﺍﻟﺤﺪﻳﺪﻳﺔ ﺍﻟﻮﻁﻨﻴﺔ‪.‬‬

‫ﺍﻋﺘﺒﺎﺭﺍ ﻣﻦ ﻳﻨﺎﻳﺮ ‪ ،2009‬ﻭﻅﻔﺖ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ‪ ،‬ﺑﺎﺳﺘﺜﻨﺎء ﺧﺪﻣﺔ ﺍﻟﺒﺮﻳﺪ ﻭﺍﻟﺠﻨﻮﺩ‪ ،‬ﻧﺤﻮ ‪ 2.0‬ﻣﻠﻴﻮﻥ ﻋﺎﻣﻞ‬
‫ﻣﺪﻧﻲ‪ .‬ﺍﻟﺤﻜﻮﻣﺔ ﺍﻻﺗﺤﺎﺩﻳﺔ ﻫﻲ ﺃﻛﺒﺮ "ﺭﺏ ﻋﻤﻞ" ﻓﻲ ﺍﻟﺒﻼﺩ‪ .‬ﻋﻠﻰ ﺍﻟﺮﻏﻢ ﻣﻦ ﺃﻥ ﻣﻌﻈﻢ ﺍﻟﻮﻛﺎﻻﺕ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ ﺗﻘﻊ ﻓﻲ‬
‫ﻣﻨﻄﻘﺔ ﻭﺍﺷﻨﻄﻦ ﺍﻟﻌﺎﺻﻤﺔ‪ ،‬ﻓﻘﻂ ﺣﻮﺍﻟﻲ ‪) ٪16‬ﺃﻱ ﺣﻮﺍﻟﻲ ‪ (288،000‬ﻣﻦ ﺍﻟﻌﺎﻣﻠﻴﻦ ﻓﻲ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ‬
‫ﻳﻌﻤﻠﻮﻥ ﻓﻲ ﻫﺬﻩ ﺍﻟﻤﻨﻄﻘﺔ‪ .‬ﻛﺎﻥ ﻫﻨﺎﻙ ‪ 456‬ﻭﻛﺎﻟﺔ ﺍﺗﺤﺎﺩﻳﺔ ﻓﻲ ﻋﺎﻡ ‪.2009‬‬

‫ﺍﻟﻔﺼﻞ ﺍﻟﺜﺎﻧﻲ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺗﺎﺭﻳﺨﻬﺎ ﻭ ﺍﻧﺸﺎﺋﻬﺎ‬

‫ﺗﺘﻤﻴﺰ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻔﺮﻧﺴﻴﺔ ﺃﻧﻬﺎ ﻧﻈﺎﻡ ﻣﺮﻛﺰﻱ ﻭﻫﺮﻣﻲ ﺗﺠﺴﺪ ﻗﻮﺓ ﻭﺷﺮﻋﻴﺔ ﺍﻟﺪﻭﻟﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ ﻭﺍﻟﻤﺼﻠﺤﺔ ﺍﻟﻌﺎﻣﺔ‬
‫ﻟﻸﻣﺔ‪ .‬ﻛﺎﻥ ﺃﺻﻮﻟﻬﺎ ﻓﻲ ﺍﻟﻨﻤﻮﺫﺝ ﺍﻟﻨﺎﺑﻠﻴﻮﻧﻲ ﻟﻺﺩﺍﺭﺓ ﺍﻟﺬﻱ ﻳﺘﺪﺧﻞ ﻓﻲ ﺟﻤﻴﻊ ﺟﻮﺍﻧﺐ ﺍﻟﺤﻴﺎﺓ ﺍﻻﺟﺘﻤﺎﻋﻴﺔ‬
‫ﻭﺍﻻﻗﺘﺼﺎﺩﻳﺔ ﻟﻠﺪﻭﻟﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ‪ .‬ﻳﺘﻜﻮﻥ ﺍﻟﻬﻴﻜﻞ ﺍﻟﺘﻨﻈﻴﻤﻲ ﻟﻺﺩﺍﺭﺓ ﺍﻟﻔﺮﻧﺴﻴﺔ ﻓﻲ ﺍﻟﻤﻘﺎﻡ ﺍﻷﻭﻝ ﻣﻦ ﺍﻟﻮﺯﺍﺭﺍﺕ‬
‫ﺍﻟﻤﺮﻛﺰﻳﺔ ﻓﻲ ﺑﺎﺭﻳﺲ ﻭﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﻤﻴﺪﺍﻧﻴﺔ ﻟﻬﺎ ﻓﻲ ‪ 22‬ﻣﻨﻄﻘﺔ ﻭ ‪ 96‬ﻗﺴﻢ‪ .‬ﺍﻟﻨﻤﻂ ﺍﻟﺘﻘﻠﻴﺪﻱ ﻟﻠﻌﻤﻠﻴﺔ ﺃﻥ ﺍﻟﻮﺯﺍﺭﺍﺕ‬
‫ﺍﻟﻤﺮﻛﺰﻳﺔ ﺗﻀﻊ ﺃﻫﺪﺍﻑ ﺍﻟﺴﻴﺎﺳﺎﺕ ﻭﺍﻟﻮﺳﺎﺋﻞ ﻟﺘﺤﻘﻴﻘﻬﺎ ﻓﻲ ﺣﻴﻦ ﻣﻦ ﺍﻟﻤﺘﻮﻗﻊ ﺃﻥ ﺗﻄﺒﻖ ﻫﺬﻩ ﺍﻟﺘﻮﺟﻴﻬﺎﺕ ﺍﻟﺘﻲ‬
‫‪F8‬‬
‫‪9‬‬
‫ﻭﺿﻌﺖ ﻣﺮﻛﺰﻳﺎ ﻓﻲ ﺍﻟﻬﻴﺌﺎﺕ ﺍﻟﻤﺤﻠﻴﺔ ﺍﻟﺨﺎﺻﺔ ﺑﻬﺎ ﻭﺧﺪﻣﺎﺕ ﻣﻴﺪﺍﻧﻴﺔ‪.‬‬

‫ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ )‪ (FONCTION PUBLIQUE‬ﻫﻲ ﻣﺠﻤﻮﻋﺔ ﻣﻦ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﺬﻳﻦ‬
‫ﻳﻌﻤﻠﻮﻥ ﻟﺤﺴﺎﺏ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ‪ .‬ﻟﻴﺲ ﻛﻞ ﺍﻟﻌﺎﻣﻠﻴﻦ ﻓﻲ ﺍﻟﻤﺆﺳﺴﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﺃﻭﺍﻟﻌﺎﻣﺔ ﺃﻭ ﺍﻟﺸﺮﻛﺎﺕ ﻫﻢ‬
‫ﻣﻮﻅﻔﻮﻥ ﻣﺪﻧﻴﻮﻥ‪ .‬ﻭﻣﻊ ﺫﻟﻚ‪ ،‬ﻓﺈﻥ ﻓﻲ ﻛﺜﻴﺮ ﻣﻦ ﺍﻷﺣﻴﺎﻥ ﻳﺘﻢ ﺑﺸﻜﻞ ﻏﻴﺮ ﺻﺤﻴﺢ ﺍﻟﻤﺴﺎﻭﺍﺓ ﺑﻴﻦ "ﻣﻮﻅﻒ ﺣﻜﻮﻣﻲ"‬
‫ﺃﻭ "ﻣﻮﻅﻒ ﻓﻲ ﻣﺆﺳﺴﺔ ﻋﺎﻣﺔ"‪ ،‬ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ‪ ،‬ﻣﻌﻈﻢ ﺍﻟﻤﻮﻅﻔﻴﻦ ﻣﻦ )ﺳﻠﻄﺎﺕ ﺍﻟﻄﺮﻕ ﻭﺍﻟﻨﻘﻞ ﺑﺎﻟﺴﻜﻚ‬
‫ﺍﻟﺤﺪﻳﺪﻳﺔ( ‪ RATP‬ﻭ‪ SNCF‬ﻟﻴﺴﻮﺍ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ‪ .‬ﻛﻤﺎ ﻳﺸﺎﺭ ﺇﻟﻴﻬﺎ ﺃﺣﻴﺎﻧﺎ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺑﺸﻜﻞ ﻏﻴﺮ‬
‫ﺻﺤﻴﺢ ﻋﻠﻰ ﺃﻧﻬﺎ ﺍﻹﺩﺍﺭﺓ‪ ،‬ﻭﻟﻜﻦ ﺍﻹﺩﺍﺭﺓ ﻫﻲ ﻣﺠﻤﻊ ﺍﻹﺩﺍﺭﺍﺕ ﺍﻟﻌﺎﻣﺔ ﻭﺍﻟﻤﺆﺳﺴﺎﺕ ﺍﻹﺩﺍﺭﻳﺔ ﺍﻟﻌﺎﻣﺔ‪ ،‬ﻭﻟﻴﺲ‬
‫‪10‬‬
‫ﻣﻮﻅﻔﻴﻬﺎ‪.‬‬
‫‪F9‬‬

‫‪9‬‬
‫‪http://unpan1.un.org/intradoc/groups/public/documents/un/unpan023308.pdf‬‬
‫‪10‬‬
‫‪Governing Networks: Egpa Yearbook (International Institute of Administrative Science‬‬
‫‪Monographs, 22), 2002, p.235-238‬‬
‫‪7‬‬
 ‫ﻳﻌﻤﻞ ﻣﺎ ﻳﻘﺮﺏ ﻣﻦ ﻧﺼﻒ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﻧﻈﺎﻡ ﺍﻟﺘﻌﻠﻴﻢ ﺍﻟﻌﺎﻡ ﺍﻟﻔﺮﻧﺴﻲ‪ .‬ﻣﻌﻈﻢ ﻣﻮﺍﻗﻊ ﺍﻟﺘﻮﻅﻴﻒ ﻓﻲ‬
‫ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ ﻣﻔﺘﻮﺣﺔ ﻟﻤﻮﺍﻁﻨﻲ ﺍﻻﺗﺤﺎﺩ ﺍﻷﻭﺭﻭﺑﻲ‪ .‬ﺍﻟﺸﺮﻁﺔ ﻭﺍﻟﻌﺪﻝ‪ ،‬ﺧﺼﻴﺼﺎ ﻟﻠﻤﻮﺍﻁﻨﻴﻦ‪ ،‬ﻓﻲ ﺣﻴﻦ‬
‫ﺃﻥ ﺃﻗﻠﻴﺔ ﻣﻔﺘﻮﺣﺔ ﺑﻐﺾ ﺍﻟﻨﻈﺮ ﻋﻦ ﺍﻟﺠﻨﺴﻴﺔ‪.‬‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻷﺟﻬﺰﺓ ﺍﻟﺮﻗﺎﺑﻴﺔ ﻭ ﺍﻹﺩﺍﺭﻳﺔ‬

‫ﺍﻟﻤﻔﺘﺸﻴﺘﻴﻦ ﺍﻷﻛﺜﺮ ﺍﻫﻤﻴﺔ ﻫﻤﺎ ﺍﻟﻤﻔﺘﺸﻴﺔ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻤﺎﻟﻴﺔ ﺍﻟﺘﻲ ﺗﺪﻗﻖ ﻓﻲ ﺇﻧﻔﺎﻕ ﺍﻷﻣﻮﺍﻝ ﺍﻟﻌﺎﻣﺔ ﻓﻲ ﺃﻱ ﺟﻬﺎﺯ ﺇﺩﺍﺭﻱ‪،‬‬
‫ﻭﺍﻟﻤﻔﺘﺸﻴﺔ ﺍﻟﻌﺎﻣﺔ ﻟﻺﺩﺍﺭﺓ ﺍﻟﻤﻜﻠﻔﺔ ﻣﺮﺍﻗﺒﺔ ﺃﻧﺸﻄﺔ ﺍﻟﻮﺯﺍﺭﺍﺕ ﺍﻟﻤﺮﻛﺰﻳﺔ ﻭﺍﻟﻤﺤﺎﻓﻈﺎﺕ‪ .‬ﺩﻳﻮﺍﻥ ﺍﻟﻤﺤﺎﺳﺒﺔ ﻣﺴﺆﻭﻝ ﻋﻦ‬
‫ﺍﻟﺘﺤﻘﻖ ﻣﻦ ﺇﻧﻔﺎﻕ ﺍﻷﻣﻮﺍﻝ ﺍﻟﻌﺎﻣﺔ ﻭﺍﻟﺘﺄﻛﺪ ﻣﻦ ﺃﻥ ﺍﻟﻬﻴﺌﺎﺕ ﺍﻟﻌﺎﻣﺔ ﺗﻌﻤﻞ ﻭﻓﻘﺎ ﻟﻺﺟﺮﺍءﺍﺕ ﺍﻟﻤﺎﻟﻴﺔ ﻭﺍﻟﻤﺤﺎﺳﺒﻴﺔ‪،‬‬
‫ﻭﺍﻟﺮﻗﺎﺑﺔ ﺍﻟﺘﻨﻈﻴﻤﻴﺔ ﺍﻟﻤﻔﺮﻭﺿﺔ ﻋﻠﻰ ﺍﻟﻮﺯﺍﺭﺍﺕ ﻭ ﺍﻋﻤﺎﻟﻬﺎ ﺍﻟﻤﻴﺪﺍﻧﻴﺔ ﻭ ﺍﻟﻨﻈﺮ ﻓﻲ ﺧﻄﻄﻬﺎ ﺍﻹﻧﻔﺎﻕ ﻭﺍﻹﻧﻔﺎﻕ ﻓﻲ‬
‫ﺍﻟﻤﻴﺰﺍﻧﻴﺔ ﻣﻦ ﻗﺒﻞ ﻭﺯﺍﺭﺓ ﺍﻟﻤﺎﻟﻴﺔ‪ .‬ﺃﻱ ﺇﻧﻔﺎﻕ ﺩﺍﺧﻞ ﺍﻟﻮﺯﺍﺭﺓ ﻳﺘﻄﻠﺐ ﺇﺫﻥ ﻣﻦ ﻣﺴﺆﻭﻝ ﻓﻲ ﻭﺯﺍﺭﺓ ﺍﻟﻤﺎﻟﻴﺔ‪ ،‬ﻳﺘﻮﺍﺟﺪ‬
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‫ﻭﺍﺣﺪ ﻓﻲ ﻛﻞ ﻭﺯﺍﺭﺓ‪.‬‬
‫‪F10‬‬

‫‪ .1‬ﻣﺠﻠﺲ ﺍﻟﺪﻭﻟﺔ‬
‫‪ .2‬ﺍﻟﻤﻔﺘﺸﻴﺔ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻤﺎﻟﻴﺔ‬
‫‪ .3‬ﺩﻳﻮﺍﻥ ﺍﻟﻤﺤﺎﺳﺒﺔ‬

‫ﻋﺎﺩﺓ ﻣﺎ ﺗﻜﻮﻥ ﺭﻭﺍﺗﺐ ﺍﻟﻤﻨﺎﺻﺐ ﺍﻹﺩﺍﺭﻳﺔ ﺭﻓﻴﻌﺔ ﺍﻟﻤﺴﺘﻮﻯ ﺃﻗﻞ ﺑﻜﺜﻴﺮ ﻣﻦ ﺍﻟﻮﻅﺎﺋﻒ ﺍﻟﻤﻤﺎﺛﻠﺔ ﻓﻲ ﺍﻟﻘﻄﺎﻉ‬
‫ﺍﻟﺨﺎﺹ‪ .‬ﻭﻣﻊ ﺫﻟﻚ‪ ،‬ﺃﻋﻀﺎء ﺍﻻﺩﺍﺭﺓ ﺍﻟﻜﺒﺎﺭ ﻓﻲ ﻛﺜﻴﺮ ﻣﻦ ﺍﻷﺣﻴﺎﻥ ﻣﻤﺎﺭﺳﺔ ‪ - pantouflage‬ﺃﻱ ﺃﻧﻪ ﻣﺆﻗﺘﺎ‬
‫)ﻭﺩﺍﺋﻤﺎ ﻓﻲ ﺑﻌﺾ ﺍﻷﺣﻴﺎﻥ( ﻳﺘﺮﻙ ﻋﻤﻠﻪ ﻓﻲ ﺍﻟﺤﻜﻮﻣﺔ ﻭ ﻳﺬﻫﺐ ﻟﻠﻌﻤﻞ ﻓﻲ ﺍﻟﻘﻄﺎﻉ ﺍﻟﺨﺎﺹ‪ .‬ﻓﻲ ﺑﻌﺾ ﺍﻷﺣﻴﺎﻥ‪،‬‬
‫ﻛﺒﻌﺾ ﺍﻟﻤﻮﻅﻔﻴﻦ ﻓﻲ ﺍﻟﻮﺯﺍﺭﺍﺕ ﺍﻟﺬﻳﻦ ﻳﻤﺎﺭﺳﻮﻥ ﺍﻹﺷﺮﺍﻑ ﻋﻠﻰ ﺑﻌﺾ ﺍﻟﺼﻨﺎﻋﺎﺕ ﻳﺬﻫﺒﻮﻥ ﻓﻲ ﻭﻗﺖ ﻻﺣﻖ‬
‫ﻟﻠﻌﻤﻞ ﻓﻲ ﻫﺬﻩ ﺍﻟﺼﻨﺎﻋﺔ ﻧﻔﺴﻬﺎ‪ .‬ﺗﻢ ﺣﻈﺮ ﻫﺬﻩ ﺍﻟﻤﻤﺎﺭﺳﺔ ﻓﻲ ﻭﻗﺖ ﻻﺣﻖ‪ .‬ﻟﻜﻨﻬﺎ ﻻ ﺗﺰﺍﻝ ﻣﻮﺟﻮﺩﺓ‪ ،‬ﻧﺘﻴﺠﺔ ﺍﻟﺘﻌﺎﻭﻥ‬
‫ﺑﻴﻦ ﺍﻟﺒﻌﺾ ﻓﻲ ﺍﻷﻭﺳﺎﻁ ﺍﻟﺼﻨﺎﻋﻴﺔ ﻭﺍﻟﺴﻴﺎﺳﻴﺔ ﻭﺍﻹﺩﺍﺭﻳﺔ ﺭﻏﻢ ﺍﻟﺘﻨﺪﻳﺪ ﺍﻟﺪﺍﺋﻢ‪.‬‬

‫ﺃﻋﻀﺎء ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﻠﻴﺎ ﻳﻤﻜﻦ ﻟﻬﻢ ﻟﻌﺐ ﺩﻭﺭ ﻓﻲ ﺍﻟﺴﻴﺎﺳﺔ‪ .‬ﻭﻣﻤﺎ ﻳﺴﻬﻞ ﻫﺬﺍ ﺍﻷﻣﺮ ﻟﻤﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ )ﺃﻱ‬
‫ﻣﺴﺘﻮﻯ( ﺍﻟﻘﺪﺭﺓ ﻋﻠﻰ ﺍﻟﺘﺮﺷﺢ ﻭ ﺗﻮﻟﻲ ﺃﻱ ﻣﻨﺼﺐ ﻣﻨﺘﺨﺐ ﻧﺘﻴﺠﺔ ﻟﻺﺟﺎﺯﺓ ﺍﻟﻤﺆﻗﺘﺔ )‪ (détachement‬ﻣﻦ ﺍﻟﻌﻤﻞ‪.‬‬

‫ﻛﻮﺩ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺗﻢ ﺇﻧﺸﺎﺅﻫﺎ ﻓﻲ ‪1946‬‬

‫ﺃﺭﺑﻌﺔ ﻣﺒﺎﺩﺉ ﺭﺋﻴﺴﻴﺔ ﺗﻌﺰﺯ ﻣﻜﺎﻧﺔ ﻭﺍﺟﺐ ﺍﻟﻌﺎﻡ ﻣﺴﺆﻭﻝ‪:‬‬

‫• ﺷﺮﻁ ﻟﻠﻤﺴﺆﻭﻟﻴﻦ ﻟﺘﻨﻔﻴﺬ ﺗﻠﻚ ﺍﻟﻤﺴﺆﻭﻟﻴﺎﺕ ﺍﻟﻤﺴﻨﺪﺓ ﺇﻟﻰ ﻭﻅﺎﺋﻔﻬﻢ‬

‫• ﺍﻻﻣﺘﺜﺎﻝ ﻷﻭﺍﻣﺮ ﻣﻦ ﻣﺪﻳﺮﻳﻬﻢ ﻣﺎ ﻟﻢ ﻳﻨﻈﺮ ﺇﻟﻰ ﻣﺜﻞ ﻫﺬﻩ ﺍﻷﻭﺍﻣﺮ ﻏﻴﺮ ﻗﺎﻧﻮﻧﻲ ﺃﻭ ﻳﺘﻌﺎﺭﺽ ﻣﻊ ﺍﻟﻤﺼﻠﺤﺔ‬
‫ﺍﻟﻌﺎﻣﺔ‬
‫• ﺣﻈﺮ ﻣﻦ ﻋﻘﺪ ﺁﺧﺮ ﺃﻛﺜﺮ ﻣﻦ ﺍﻟﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ ﺃﻭ ﻣﻦ ﺗﻮﻟﻲ ﺃﻱ ﻣﻨﺼﺐ ﻓﻲ ﺍﻟﻘﻄﺎﻉ ﺍﻟﺨﺎﺹ‬

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 ‫• ﺿﻤﺎﻥ ﺃﻥ ﺳﻠﻮﻛﻬﻢ ﺑﻌﻴﺪﺍ ﻋﻦ ﺍﻟﻌﻤﻞ ﻻ ﻳﻤﺲ ﺳﻤﻌﺔ ﺇﺩﺍﺭﺗﻬﺎ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻟﺜﺔ ﺍﻟﺘﻘﺴﻴﻤﺎﺕ ﺍﻟﻮﻅﻴﻔﻴﺔ ﻭ ﺍﻧﻮﺍﻋﻬﺎ‬

‫ﺗﺘﻜﻮﻥ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ ﻣﻦ ﺛﻼﺛﺔ ﺃﻗﺴﺎﻡ ﺭﺋﻴﺴﻴﺔ ‪ -‬ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ )ﺍﻹﺩﺍﺭﺓ ﺍﻟﻤﺮﻛﺰﻳﺔ ﻭﺍﻹﻗﻠﻴﻤﻴﺔ ﻭ‬
‫ﺍﻹﺩﺍﺭﺍﺕ ﺍﻟﺨﺪﻣﺎﺗﻴﺔ ﻟﻠﺪﻭﻟﺔ‪ ،‬ﻣﺆﺳﺴﺎﺕ ﺍﻟﺪﻭﻟﺔ(‪ ،‬ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻹﻗﻠﻴﻤﻴﺔ )ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺍﻟﺒﻠﺪﻳﺎﺕ‬
‫ﻭﺍﻹﺩﺍﺭﺍﺕ ﻭﺍﻟﻤﻨﺎﻁﻖ(‪ ،‬ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻤﺴﺘﺸﻔﻰ )ﺍﻹﺩﺍﺭﻳﺔ ﻭ ﻣﻮﻅﻔﻮ ﺍﻟﺘﻤﺮﻳﺾ ﻓﻲ ﺍﻟﻤﺴﺘﺸﻔﻴﺎﺕ ﺍﻟﻌﺎﻣﺔ( ‪،‬‬
‫ﻭﺍﻟﻘﻀﺎﺓ‪ .‬ﺍﻟﻌﺪﺩ ﺍﻹﺟﻤﺎﻟﻲ ﻟﻠﻤﻮﻅﻔﻴﻦ ﺍﻟﻌﻤﻮﻣﻴﻴﻦ ﻫﻮ ﻣﺎ ﻳﻘﺮﺏ ﻣﻦ ‪ 4.8‬ﻣﻠﻴﻮﻥ‪.‬‬

‫ﺗﻨﻘﺴﻢ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺇﻟﻰ‪:‬‬

‫ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻟﻠﺪﻭﻟﺔ )‪(fonction publique de l'État‬‬ ‫‪.1‬‬

‫ﺍﻟﻘﻀﺎء )‪(magistrature‬‬ ‫‪.2‬‬
‫ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺍﻟﻤﺴﺘﺸﻔﻴﺎﺕ ﺍﻟﻌﺎﻣﺔ )‪(fonction publique hospitalière‬‬ ‫‪.3‬‬
‫ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻤﺤﻠﻴﺔ )‪(fonction publique territoriale‬‬ ‫‪.4‬‬

‫ﻣﻦ ﺍﻟﻨﺎﺣﻴﺔ ﺍﻟﻔﻨﻴﺔ‪ FONCTION PUBLIQUE ،‬ﻗﺪ ﺗﺸﻴﺮ ﺃﻳﻀﺎ ﺇﻟﻰ ‪fonction publique militaire‬‬
‫‪ ،‬ﺃﻱ ﺃﻓﺮﺍﺩ ﺍﻟﻘﻮﻯ ﺍﻟﻌﺴﻜﺮﻳﺔ‪ .‬ﻟﻜﻦ ﻋﺎﺩﺓ ﻻ ﺗﺤﺴﺐ‪ .‬ﻳﻮﺟﺪ ﺃﻳﻀﺎ ﻫﻨﺎﻙ ‪ ouvriers d'État‬ﻭ ﻫﻢ ﻳﻌﻤﻠﻮﻥ ﻟﺼﺎﻟﺢ‬
‫ﺍﻟﺪﻭﻟﺔ ﻓﻲ ﺍﻟﻮﻅﺎﺋﻒ ﺍﻟﺼﻨﺎﻋﻴﺔ‪.‬‬

‫ﺍﻟﺴﻠﻚ ﻭﺍﻟﺮﺗﺐ‬

‫ﻳﻨﻘﺴﻢ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻟﻠﺪﻭﻟﺔ ﻓﻲ ﺍﻹﺩﺍﺭﺓ ﺇﻟﻰ ﺩﺭﺟﺎﺕ )ﺗﺴﻤﻰ ﺍﻟﻄﺒﻘﺎﺕ ﻓﻲ ﺑﻌﺾ ﺍﻟﻮﻅﺎﺋﻒ(‪ .‬ﻳﺘﻢ‬
‫ﺗﻘﺴﻴﻤﻬﻢ ﺍﻟﻰ ‪ 3‬ﻓﺌﺎﺕ )ﺳﺎﺑﻘﺎ ‪ (4‬ﻣﻦ ﺃﻟﻒ ﺇﻟﻰ ﺟﻴﻢ‪ ،‬ﺑﺎﻟﺘﺮﺗﻴﺐ ﺍﻟﺘﻨﺎﺯﻟﻲ ﺣﺴﺐ ﺍﻟﻤﻌﺮﻓﺔ ﺍﻟﺘﻌﻠﻴﻤﻴﺔ ﺍﻟﻤﻄﻠﻮﺑﺔ ﻣﻦ‬
‫ﺍﻟﻨﺎﺣﻴﺔ ﺍﻟﻨﻈﺮﻳﺔ‪ ,‬ﺍﻟﻔﺌﺔ ﺃﻟﻒ ﺗﻌﻨﻲ "ﺧﺮﻳﺞ ﺟﺎﻣﻌﻲ" ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ‪ .‬ﺃﺳﺎﺗﺬﺓ ﺍﻟﺠﺎﻣﻌﺎﺕ ﻫﻢ ﻣﻦ ﺍﻟﻔﺌﺔ ﺃﻟﻒ‬
‫ﻣﻘﺴﻤﻴﻦ ﺇﻟﻰ ‪ 3‬ﺩﺭﺟﺎﺕ‪ ،‬ﺣﺴﺐ ﺗﺮﺗﻴﺐ ﺍﻷﻗﺪﻣﻴﺔ‪ :‬ﺍﻟﺪﺭﺟﺔ ﺍﻟﺜﺎﻧﻴﺔ )ﺃﻱ ﻣﺎ ﻳﻌﺎﺩﻝ ﺃﺳﺘﺎﺫ ﻣﺴﺎﻋﺪ( ‪ ،12‬ﻓﻲ ﺍﻟﺪﺭﺟﺔ‬
‫‪F1‬‬

‫ﺍﻷﻭﻟﻰ )ﺃﺳﺘﺎﺫ ﻣﺘﻔﺮﻍ(‪ ،‬ﻭﺍﻟﻄﺒﻘﺔ ﺍﺳﺘﺜﻨﺎﺋﻴﺔ )ﺍﻟﺒﺮﻭﻓﺴﻮﺭ(‪ .‬ﻋﻤﻮﻣﺎ‪ ،‬ﻟﺘﺠﻨﺐ ﺍﻟﺘﻀﺨﻢ ﻓﻲ ﺃﻱ ﺭﺗﺒﺔ‪ ،‬ﻳﺘﻢ ﺗﻘﻴﻴﺪ ﻋﺪﺩ‬
‫ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺍﻟﺮﺗﺐ ﺍﻟﻌﻠﻴﺎ )ﻭﺧﺎﺻﺔ "ﺍﻟﻄﺒﻘﺔ ﺍﺳﺘﺜﻨﺎﺋﻴﺔ"( ﺑﻨﺴﺒﺔ ﻣﻌﻴﻨﺔ ﻣﻦ ﺍﻟﻌﺪﺩ ﺍﻹﺟﻤﺎﻟﻲ ﻟﻤﻮﻅﻔﻲ‬
‫ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ‪ .‬ﻛﻞ ﺍﺩﺍﺭﺓ ﻟﺪﻳﻬﺎ ﻣﺠﻤﻮﻋﺔ ﻣﻦ ﺍﻟﺘﻮﺻﻴﻔﺎﺕ ﺍﻟﻮﻅﻴﻔﻴﺔ ﺃﻭ ﺍﻟﻤﻬﺎﻡ ﺍﻟﻤﻄﻠﻮﺑﺔ ﻛﻤﺎ ﻳﻤﻜﻦ ﺃﻥ ﻳﻜﻮﻥ ﻟﻬﺎ‬
‫ﻧﻈﺎﻡ ﺍﺳﺎﺳﻲ ﺧﺎﺹ ﺑﻬﺎ‪.‬ﻻﻟﺒﻌﺾ ﺍﻧﻮﺍﻉ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻔﺮﻧﺴﻴﻮﻥ ﺗﻨﻈﻴﻤﺎﺕ ﻣﺨﺘﻠﻔﺔ‪ .‬ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ ﻻ ﻳﻨﻘﺴﻢ‬
‫‪ Fonction Publique Territoriale‬ﺑﻴﻦ "ﺍﻟﺮﺗﺐ" ﺑﻞ ﺑﻴﻦ " ‪ "cadres d'emploi‬ﻧﻮﻉ ﻣﻦ ﺍﻟﻌﻤﻞ‪.‬‬

‫‪12‬‬
‫‪Jack Rabin, W. Bartley Hildreth, Gerald J. Miller, Handbook of Public Administration, Third‬‬
‫‪Edition (Public Administration and Public Policy), 2006, p.43-47‬‬
‫‪9‬‬
‫ﺍﻟﺪﺭﺟﺎﺕ ﺍﻹﺩﺍﺭﻳﺔ ﺍﻟﻤﺮﻣﻮﻗﺔ ”‪ .“Grands corps de l'Etat‬ﺗﺼﻨﻒ ﺗﻘﻠﻴﺪﻳﺎ ﺑﺎﺳﻢ ﻣﺠﻠﺲ ﺍﻟﺪﻭﻟﺔ‪ ،‬ﺗﺘﻜﻮﻥ ﻣﻦ‬
‫ﻫﻴﺌﺔ ﺍﻟﺘﻔﺘﻴﺶ ﺍﻟﻤﺎﻟﻴﺔ‪ ،‬ﻭﺩﻳﻮﺍﻥ ﺍﻟﻤﺤﺎﺳﺒﺔ‪ ،‬ﻭﺍﺩﺍﺭﺓ ﺍﻟﺘﻌﺪﻳﻦ ﻭﺍﻟﺠﺴﻮﺭ ﻭﺍﻟﻄﺮﻕ ﺍﻟﺴﺮﻳﻌﺔ)ﺍﻟﺴﻠﻚ ﺍﻟﻔﻨﻲ( ‪ ،‬ﻳﻤﻜﻦ‬
‫ﺇﺿﺎﻓﺔ ﺍﻟﻘﻴﺎﺩﺓ ﺍﻟﻌﺴﻜﺮﻳﺔ ﻭﺍﻷﻣﻨﻴﺔ ﻭﺍﻟﺴﻠﻚ ﺍﻟﺪﺑﻠﻮﻣﺎﺳﻲ‪ .‬ﺍﻷﺟﻬﺰﺓ ﺍﻟﻔﻨﻴﺔ ﺍﻟﻜﺒﺮﻯ ﻟﻠﺪﻭﻟﺔ‪ ،‬ﺗﺘﺄﻟﻒ ﻣﻦ ﺍﻟﻤﻬﻨﺪﺳﻴﻦ‬
‫ﺍﻟﺬﻳﻦ ﻳﺘﺨﺮﺟﻮﻥ ﻋﻤﻮﻣﺎ ﻓﻲ ‪ . École polytechnique‬ﻓﻲ ﺍﻟﻮﺍﻗﻊ‪ ،‬ﻫﻢ ﺃﻛﺜﺮ ﻭﺻﻮﻻ ﻟﻠﻤﻨﺎﺻﺐ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﻣﻦ‬
‫ﺍﻟﻤﻨﺎﺻﺐ ﺍﻟﻔﻨﻴﺔ ﺍﻟﺒﺤﺘﺔ‪ .‬ﻣﻮﻅﻔﻲ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﻠﻴﺎ ﻓﻲ ﺍﻟﺪﻭﻟﺔ‪ ،‬ﻳﺘﺨﺮﺟﻮﻥ ﻋﻤﻮﻣﺎ ﻣﻦ ‪École nationale‬‬
‫‪ d'administration‬ﺍﻟﺘﻲ ﺗﻬﺘﻢ ﺍﻳﻀﺎ ﺑﺘﺪﺭﻳﺐ ﺍﻟﻤﻮﻅﻔﻴﻦ ﻭ ﺗﺮﻗﻴﺘﻬﻢ ﻟﻠﻮﻅﺎﺋﻒ ﺍﻟﻌﻠﻴﺎ ﻧﺘﻴﺠﺔ ﺍﻻﺧﺘﺒﺎﺭﺍﺕ ﺍﻟﺘﻲ‬
‫ﺗﺠﺮﻳﻬﺎ‪.‬‬

‫ﺍﻟﺘﻮﻅﻴﻒ‬

‫ﻧﻈﻤﺖ ﺃﻭﻝ ﺍﺧﺘﺒﺎﺭﺍﺕ ﺍﻟﻘﺒﻮﻝ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ ﻓﻲ ‪ ،1850‬ﺍﻻﻣﺘﺤﺎﻧﺎﺕ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ ﺗﺠﺮﻱ ﻛﻞ ﻋﺎﻡ ﻭ ﻳﻌﻠﻦ ﻋﻨﻬﺎ ﻋﻠﻰ‬
‫ﻧﻄﺎﻕ ﻭﺍﺳﻊ‪ ،‬ﻓﻀﻼ ﻋﻦ ﻋﺪﺩ ﻣﻦ ﺍﻟﻮﻅﺎﺋﻒ ﺍﻟﻤﺘﺎﺣﺔ‪ .‬ﻭﻳﺘﻢ ﺗﻨﻈﻴﻢ ﻧﻮﻋﻴﻦ ﻣﻦ ﺍﻻﻣﺘﺤﺎﻧﺎﺕ‪:‬‬

‫‪ .1‬ﺍﻻﻣﺘﺤﺎﻧﺎﺕ ﺍﻟﺨﺎﺭﺟﻴﺔ ﻭﺗﻜﻮﻥ ﻣﺘﺎﺣﺔ ﻟﻠﺠﻤﻴﻊ‪ ،‬ﺷﺮﻳﻄﺔ ﺍﺳﺘﻴﻔﺎﺋﻬﻢ ﻟﻠﺸﺮﻭﻁ )ﺍﻟﻌﻤﺮ‪ ،‬ﺍﻟﺠﻨﺴﻴﺔ‪ ،‬ﺍﻟﺪﺭﺟﺔ(‬
‫‪ .2‬ﺍﻻﻣﺘﺤﺎﻧﺎﺕ ﺍﻟﺪﺍﺧﻠﻴﺔ‪ ،‬ﻟﻤﻮﻅﻔﻲ ﺍﻟﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ ﺍﻟﺬﻳﻦ ﻳﺴﻌﻮﻥ ﻟﻠﺘﺮﻗﻴﺔ ﻭﻋﻠﻴﻬﻢ ﺗﻠﺒﻴﺔ ﻣﻌﺎﻳﻴﺮ)ﺍﻟﻌﻤﺮ‬
‫ﻭﺍﻷﻗﺪﻣﻴﺔ(‪.‬‬

‫ﻣﻌﺎﻳﻴﺮ ﺗﻄﺒﻴﻖ ﻭﻣﺤﺘﻮﻯ ﺍﻻﻣﺘﺤﺎﻥ ﺗﻌﺘﻤﺪ ﻋﻠﻰ ﺍﻟﻮﻅﻴﻔﺔ ﻭ ﺍﻟﻘﻄﺎﻉ ﺍﻟﺘﻲ ﻳﺘﻢ ﺗﻨﻈﻴﻢ ﺍﻻﻣﺘﺤﺎﻥ ﻟﻬﺎ‪ .‬ﻣﻌﺪﻝ ﺍﻻﻧﺘﻘﺎﺋﻴﺔ‬
‫ﻋﺎﻟﻲ ﺟﺪﺍ ﻣﻦ ﺍﻻﻣﺘﺤﺎﻧﺎﺕ ﺍﻟﺘﻨﺎﻓﺴﻴﺔ ﺍﻷﻣﺮ ﺍﻟﺬﻱ ﻳﺪﻝ ﻋﻠﻰ ﻗﻮﺓ ﺍﻟﺠﺬﺏ ﻟﻠﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﻓﺮﻧﺴﺎ‪ ،‬ﻷﺳﺒﺎﺏ‬
‫ﻣﺘﻨﻮﻋﺔ‪ ،‬ﻻ ﺳﻴﻤﺎ ﺍﻷﻣﻦ ﺍﻟﻮﻅﻴﻔﻲ‪ .‬ﻋﺪﺩ ﺍﻟﻤﺮﺷﺤﻴﻦ ﻭﺍﻟﻤﺮﺷﺤﺎﺕ ﻟﺪﺧﻮﻝ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺗﺘﺄﺛﺮ ﺑﺸﻜﻞ ﻛﺒﻴﺮ ﺑﻤﻌﺪﻝ‬
‫ﺍﻟﺒﻄﺎﻟﺔ ﺑﻴﻦ ﺍﻟﺸﺒﺎﺏ‪ .‬ﺍﻟﻤﺮﺷﺤﻴﻦ ‪ 13‬ﻣﻊ ﻣﺆﻫﻼﺕ ﻋﺎﻟﻴﺔ ﻳﻤﻜﻦ ﺃﻳﻀﺎ ﺃﻥ ﺗﺠﺬﺏ ﻧﺘﻴﺠﺔ ﻟﻠﺮﻭﺍﺗﺐ ﺍﻟﻌﺎﻟﻴﺔ ﻟﻠﺨﺪﻣﺔ‬
‫‪F12‬‬

‫ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﺑﺪﺍﻳﺔ ﺍﻟﻤﻬﻨﺔ ﻣﻘﺎﺭﻧﺔ ﻣﻊ ﺍﻟﻘﻄﺎﻉ ﺍﻟﺨﺎﺹ‬

‫ﻧﺘﻴﺠﺔ ﻟﻬﺬﻩ ﺍﻻﻧﺘﻘﺎﺋﻴﺔ ﺍﻟﻌﺎﻟﻴﺔ‪ ،‬ﻫﻨﺎﻙ ﺯﻳﺎﺩﺓ ﻓﻲ ﺍﻟﻤﺮﺷﺤﻴﻦ ﺫﻭﻱ ﺍﻟﻤﺆﻫﻼﺕ ﻭ ﺍﻟﻤﻮﻅﻔﻴﻦ‪ ،‬ﻣﻤﺎ ﻳﻌﻨﻲ ﺻﻌﻮﺑﺎﺕ‬
‫ﺣﻘﻴﻘﻴﺔ ﻷﻱ ﺷﺨﺺ ﻟﻨﺠﺎﺡ ﺍﻣﺘﺤﺎﻧﺎﺕ ﺍﻟﺪﺧﻮﻝ‪ ،‬ﻭﺍﻣﺘﺤﺎﻧﺎﺕ ﺍﻟﺘﺮﻗﻴﺔ ﻓﻲ ﻭﻗﺖ ﻻﺣﻖ ﻟﻼﻣﺘﺤﺎﻧﺎﺕ ﺍﻟﺪﺍﺧﻠﻴﺔ‪ .‬ﻭﻣﻦ‬
‫ﺍﻟﺠﺪﻳﺮ ﺑﺎﻟﺬﻛﺮ ﺃﻥ ﺍﻟﺪﺧﻮﻝ ﺇﻟﻰ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ ﻣﻔﺘﻮﺡ ﻟﺠﻤﻴﻊ ﺍﻟﻤﻮﺍﻁﻨﻴﻦ ﻟﺪﻭﻝ ﺍﻷﻋﻀﺎء ﻓﻲ ﺍﻻﺗﺤﺎﺩ‬
‫ﺍﻷﻭﺭﻭﺑﻲ‪ .‬ﻭﻣﻊ ﺫﻟﻚ‪ ،‬ﻫﻨﺎﻙ ﺣﺎﺟﺔ ﺍﻟﺠﻨﺴﻴﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ ﻟﺸﻐﻞ ﺍﻟﻤﻨﺎﺻﺐ ﺍﻟﻤﺘﺼﻠﺔ ﺑﻤﻤﺎﺭﺳﺔ ﺍﻟﺴﻴﺎﺩﺓ ﻭﺻﻼﺣﻴﺎﺕ‬
‫ﺍﻟﺴﻠﻄﺔ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻮﻁﻨﻴﺔ )ﺍﻟﺠﻴﺶ(‪ ،‬ﺑﻴﻨﻤﺎ ﻻ ﺗﻮﺟﺪ ﻗﻴﻮﺩ ﺍﻟﺠﻨﺴﻴﺔ ﻟﺸﻐﻞ ﻭﻅﺎﺋﻒ ﺃﺧﺮﻯ ﻣﺜﻞ ﺍﻟﻤﻌﻠﻢ ﻓﻲ ﺍﻟﻤﺪﺭﺳﺔ‬
‫ﺍﻟﺜﺎﻧﻮﻳﺔ ﺃﻭ ﻁﺒﻴﺐ ﺍﻟﻤﺴﺘﺸﻔﻰ‪ .‬ﺗﺒﺪﺃ ﺍﻟﺤﻴﺎﺓ ﺍﻟﻤﻬﻨﻴﺔ ﻟﻠﺪﺍﺧﻠﻴﻦ ﺟﺪﻳﺪﺍ ﻟﻼﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﻛﻤﺘﺪﺭﺑﻴﻦ‪ ،‬ﻭﺗﻜﻮﻥ ﻋﻤﻮﻣﺎ ﻟﻤﺪﺓ‬
‫ﺳﻨﺔ ﻭﺍﺣﺪﺓ‪ ،‬ﻓﻲ ﻧﻬﺎﻳﺔ ﻫﺬﺍ ﻓﺘﺮﺓ ﺍﻟﺘﺪﺭﻳﺐ ﻭ ﺍﻻﺧﺘﺒﺎﺭ ﻓﻲ ﺍﻟﻌﻤﻞ‪ ،‬ﻭﺇﺫﺍ ﻗﺎﻣﻮﺍ ﺑﻮﺍﺟﺒﺎﺗﻬﻢ ﺑﺸﻜﻞ ﺻﺤﻴﺢ ﻳﻤﻨﺤﻮﻥ‬
‫ﺍﻟﺘﺜﺒﻴﺖ ﺍﻟﻮﻅﻴﻔﻲ‪ .‬ﻫﻨﺎﻙ ﺿﻤﺎﻧﺎﺕ ﻟﻠﺘﺮﻗﻲ ﺿﻤﻦ ﺍﻟﺪﺭﺟﺔ ﻋﻠﻰ ﺃﺳﺎﺱ ﺍﻷﻗﺪﻣﻴﺔ‪ ،‬ﺍﻻﻣﺘﺤﺎﻥ ﺍﻟﺘﻨﺎﻓﺴﻲ ﺍﻟﺪﺍﺧﻠﻲ‬
‫ﺿﺮﻭﺭﻱ ﻟﻠﻮﺻﻮﻝ ﺇﻟﻰ ﺍﻟﻄﺒﻘﺎﺕ ﺍﻟﻌﻠﻴﺎ ﻣﻦ ﺍﻻﺩﺍﺭﺓ‪.‬‬

‫‪13‬‬
‫‪Shaun F.Goldfinch, Joe L.Wallis International Handbook of Public Management‬‬
‫‪Reform, 2009, p.223‬‬
‫‪10‬‬
 ‫ﺍﻷﺳﻠﻮﺏ ﺍﻷﻛﺜﺮ ﺷﻴﻮﻋﺎ ﻫﻮ ﺗﻨﻈﻴﻢ ﺍﻣﺘﺤﺎﻧﺎﺕ ﻣﻜﺘﻮﺑﺔ ﻭ ‪ /‬ﺃﻭ ﺷﻔﻮﻳﺔ ﻓﻲ ﻣﻮﺍﺿﻴﻊ ﺗﺘﻌﻠﻖ ﺑﺎﻟﻤﻬﺎﻡ ﺍﻟﺘﻲ ﻳﺘﻌﻴﻦ‬
‫ﺇﻧﺠﺎﺯﻫﺎ‪ .‬ﻟﺸﻐﻞ ﻭﻅﺎﺋﻒ ﻣﻌﻴﻨﺔ‪ ،‬ﻣﺜﻞ ﺍﺳﺘﺎﺫ ﻓﻲ ﺍﻟﺠﺎﻣﻌﺎﺕ‪ ،‬ﻭﺍﻻﻣﺘﺤﺎﻥ‪ ،‬ﻳﺘﻤﺜﻞ ﻓﻲ ﺗﻘﺪﻳﻢ ﻣﻠﻒ ﻳﺘﻀﻤﻦ ﺍﻟﻤﺆﻫﻼﺕ‬
‫ﺍﻟﻤﻬﻨﻴﺔ ﻭﺍﻟﺨﺒﺮﺓ ﻟﻠﻤﺮﺷﺢ‪ ،‬ﺗﻠﻴﻬﺎ ﻣﻘﺎﺑﻠﺔ‪ .‬ﻓﻲ ﺟﻤﻴﻊ ﺍﻟﺤﺎﻻﺕ‪ ،‬ﺗﺼﻨﻒ ﻟﺠﻨﺔ ﺍﻟﻤﺮﺷﺤﻴﻦ ﺣﺴﺐ ﺍﻷﻓﻀﻠﻴﺔ‪ .‬ﺗﻤﺘﻠﺊ‬
‫ﻣﻮﺍﻗﻒ ﺍﻟﻤﺮﺷﺤﻴﻦ ﻗﺒﻮﻟﻬﺎ ﻭﺩﻋﺎ ﻓﻲ ﻫﺬﺍ ﺍﻟﻨﻈﺎﻡ ﻣﻦ ﺗﻔﻀﻴﻞ‪ .‬ﺑﺎﻟﻨﺴﺒﺔ ﻟﺒﻌﺾ ﺍﻟﻤﻨﺎﺻﺐ ﺍﻹﺩﺍﺭﻳﺔ ﺍﻟﻌﻠﻴﺎ‪ ،‬ﺍﻟﺘﺮﺷﻴﺤﺎﺕ‬
‫‪14‬‬
‫ﻫﻲ ﻭﻓﻘﺎ ﻟﺘﻘﺪﻳﺮ ﺍﻟﺴﻠﻄﺔ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ‪.‬‬
‫‪F13‬‬

‫ﺗﺘﻢ ﺍﻟﺘﺮﺷﻴﺤﺎﺕ ﺭﻓﻴﻌﺔ ﺍﻟﻤﺴﺘﻮﻯ ﺑﺮﺋﺎﺳﺔ ﺭﺋﻴﺲ ﺍﻟﺠﻤﻬﻮﺭﻳﺔ ﻓﻲ ﻣﺠﻠﺲ ﺍﻟﻮﺯﺭﺍء‪ .‬ﺃﻣﺎ ﺍﻟﺒﺎﻗﻮﻥ ﻓﻬﻢ ﻣﻦ ﻗﺒﻞ ﺭﺋﻴﺲ‬
‫ﺍﻟﻮﻛﺎﻟﺔ ﺍﻟﺘﻲ ﻳﻨﺘﻤﻮﻥ ﺇﻟﻴﻬﺎ‪ ،‬ﺃﻭ ﺍﻟﻮﺯﻳﺮ‪ .‬ﻓﻲ ﺍﻟﻮﺍﻗﻊ‪ ،‬ﻓﻬﻲ ﺑﺸﻜﻞ ﻋﺎﻡ ﻳﻌﻴﻨﻪ ﺷﺨﺺ ﺍﻟﺬﻱ ﺗﻠﻘﻰ ﻣﻦ ﺭﺋﻴﺲ ﻭﻛﺎﻟﺔ ﺃﻭ‬
‫ﻭﺯﻳﺮ ﺍﻟﺴﻠﻄﺔ ﻟﻠﻘﻴﺎﻡ ﺑﺬﻟﻚ‪.‬‬

‫ﺍﻟﻮﺍﺟﺒﺎﺕ‬

‫ﻟﻤﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻭﺍﺟﺒﺎﺕ‪ .‬ﺍﻟﻔﺸﻞ ﻓﻲ ﺗﻨﻔﻴﺬﻫﺎ ﻗﺪ ﻳﺆﺩﻱ ﺇﻟﻰ ﺍﺗﺨﺎﺫ ﺇﺟﺮﺍءﺍﺕ ﺗﺄﺩﻳﺒﻴﺔ‪ ،‬ﺗﺼﻞ ﺇﻟﻰ ﺍﻟﺼﺮﻑ‪.‬‬
‫ﺍﻟﻮﺍﺟﺒﺎﺕ ﺍﻟﺮﺋﻴﺴﻴﺔ ﻫﻲ‪:‬‬

‫‪ .1‬ﺍﻻﻟﺘﺰﺍﻡ ﺍﻟﻜﺎﻣﻞ ﻟﻠﻤﻬﻨﻴﺔ ﻓﻲ ﺍﻟﻌﻤﻞ‬

‫ﻳﻨﺒﻐﻲ ﻋﻠﻰ ﺍﻟﻤﻮﻅﻒ ﺍﻟﻤﺪﻧﻲ ﺃﻥ ﻳﻜﺮﺱ ﻛﺎﻣﻞ ﻧﺸﺎﻁﻪ ﺍﻟﻤﻬﻨﻲ ﻟﻠﻤﻬﻤﺔ ﺍﻟﺘﻲ ﻋﻴﻦ ﻟﻬﺎ‪ .‬ﺍﻻﺳﺘﺜﻨﺎء ﻓﻲ ﺫﻟﻚ‬
‫ﺃﻧﻪ ﻳﺠﻮﺯ ﻟﻠﻤﻮﻅﻒ ﺑﺎﻹﺿﺎﻓﺔ ﺇﻟﻰ ﻧﺸﺎﻁﺎﺗﻪ ﺍﻟﻌﺎﺩﻳﺔ ﻛﺘﺎﺑﺔ ﺍﻟﻜﺘﺐ‪ .‬ﻛﻤﺎ ﻳﻤﻜﻦ ﺃﻥ ﻳﻨﺠﺰ ﺑﻌﺾ ﺍﻟﻤﻬﺎﻡ‬
‫)ﺍﻟﺘﺪﺭﻳﺲ ‪ (...‬ﺑﺈﺫﻥ ﻣﻦ ﺭﺋﻴﺴﻪ ﺍﻟﺘﺴﻠﺴﻠﻲ‪.‬‬

‫‪ .2‬ﺍﻻﺧﻼﻕ‬

‫ﻻ ﻳﻤﻜﻦ ﻟﻠﻤﺮء ﺃﻥ ﻳﻜﻮﻥ ﻣﻮﻅﻒ ﺣﻜﻮﻣﻲ ﺇﺫﺍ ﻛﺎﻥ ﺃﺣﺪ ﻗﺪ ﺃﺩﻳﻦ ﻓﻲ ﺟﺮﻳﻤﺔ ﺗﺘﻨﺎﻓﻰ ﻣﻊ ﻭﻅﻴﻔﺘﻪ‪.‬‬

‫ﻓﻲ ﺑﻌﺾ ﺍﻟﺤﺎﻻﺕ ﺍﻻﺳﺘﺜﻨﺎﺋﻴﺔ‪ ،‬ﻳﻤﻜﻦ ﻭﺻﻒ ﺑﻌﺾ ﺟﻮﺍﻧﺐ ﺍﻟﺤﻴﺎﺓ ﺍﻟﺨﺎﺻﺔ ﻟﻠﻤﻮﻅﻒ ﺣﻜﻮﻣﻲ‬
‫ﺑﺎﻟﺘﻌﺎﺭﺽ ﻣﻊ ﻣﻬﺎﻣﻪ‪ .‬ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ‪ ،‬ﻓﺈﻧﻪ ﻣﻦ ﻏﻴﺮ ﺍﻟﻤﻨﺎﺳﺐ ﻷﻓﺮﺍﺩ ﺍﻟﺸﺮﻁﺔ ﺃﻭ ﺍﻟﻘﻀﺎء ﻋﻠﻰ ﺍﻟﻌﻴﺶ‬
‫ﻣﻊ ﺷﺮﻳﻚ ﻣﺘﻬﻢ ﺑﺠﻨﺤﺔ ﺃﻭ ﻋﺎﻫﺮﺓ‪ .‬ﺗﻘﺪﻳﺮ ﻣﺎ ﻫﻮ ﻣﻨﺎﺳﺐ ﺃﻡ ﻻ ﻫﻮ ﺇﻟﻰ ﺣﺪ ﻛﺒﻴﺮ ﻣﺴﺄﻟﺔ ﻧﺴﺒﻴﺔ‪.‬‬

‫‪ .3‬ﺍﻻﺣﺘﻴﺎﻁ‬

‫ﻻ ﻳﻨﺒﻐﻲ ﻟﻤﻮﻅﻒ ﺍﻻﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺃﻥ ﻳﺴﺒﺐ ﻣﻦ ﺧﻼﻝ ﺃﻓﻌﺎﻟﻪ ﻭﺧﺎﺻﺔ ﺗﺼﺮﻳﺤﺎﺗﻪ ﺿﺮﺭﺍ ﻟﻠﻤﺆﺳﺴﺎﺕ‪.‬‬
‫ﺑﺼﻔﺔ ﻋﺎﻣﺔ‪ ،‬ﻳﻨﺒﻐﻲ ﻋﻠﻰ ﻣﻮﻅﻒ ﺍﻥ ﻳﻤﺘﻨﻊ ﺩﺍﺋﻤﺎ ﻋﻦ ﺍﻻﻋﻼﻥ ﻋﻦ ﺁﺭﺍءﻩ ﺍﻟﺸﺨﺼﻴﺔ ﺑﻄﺮﻳﻘﺔ ﻳﻤﻜﻦ ﺃﻥ‬
‫ﺗﻔﺴﺮ ﻋﻠﻰ ﺃﻧﻬﺎ ﺗﻌﺒﺮ ﻋﻦ ﺍﻟﺮﺃﻱ ﺍﻟﺮﺳﻤﻲ ﻟﻠﺤﻜﻮﻣﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ ﺃﻭ ﻣﺆﺳﺴﺔ ﻋﺎﻣﺔ‪ .‬ﻷﻥ ﻫﺬﻩ ﺍﻟﻤﺴﺄﻟﺔ ﻫﻲ‬

‫‪14‬‬
‫‪Shaun F.Goldfinch, Joe L.Wallis International Handbook of Public Management Reform,‬‬
‫‪2009, p.225‬‬
‫‪11‬‬
 ‫ﻟﻤﻨﺎﺻﺐ ﺍﻹﺩﺍﺭﻳﺔ ﺍﻟﻌﻠﻴﺎ‪ .‬ﻻ ﺳﻴﻤﺎ ﺍﻟﻌﺎﻣﻠﻴﻦ ﻓﻲ ﺍﻟﺨﺎﺭﺝ ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ‪ ،‬ﻳﺠﺐ ﺃﻥ ﻳﻤﺘﻨﻊ ﺍﻟﺴﻔﻴﺮ ﻣﻦ‬
‫ﺍﺗﺨﺎﺫ ﺃﻱ ﺗﻌﻠﻴﻖ ﺧﺎﺹ ﺣﻮﻝ ﺍﻟﻘﻀﺎﻳﺎ ﺍﻟﺪﻭﻟﻴﺔ‪.‬‬

‫ﺍﻟﺤﺮﻳﺔ ﺍﻷﻛﺎﺩﻳﻤﻴﺔ ﻟﻸﺳﺎﺗﺬﺓ ﺍﻟﺠﺎﻣﻌﺎﺕ ﻫﻲ ﻣﺒﺪﺃ ﻣﻌﺘﺮﻑ ﺑﻪ )ﻧﻈﺮﻳﺎ( ﻣﻦ ﻗﺒﻞ ﺍﻟﻘﻮﺍﻧﻴﻦ‪ ،‬ﻋﻠﻰ ﺍﻟﻨﺤﻮ‬
‫ﺍﻟﻤﺤﺪﺩ ﻣﻦ ﻗﺒﻞ ﺍﻟﻤﺠﻠﺲ ﺍﻟﺪﺳﺘﻮﺭﻱ‪ .‬ﻋﻼﻭﺓ ﻋﻠﻰ ﺫﻟﻚ‪ ،‬ﻳﻌﻠﻦ ﺍﻟﻘﺎﻧﻮﻥ ﺍﻷﺳﺎﺳﻲ ﺣﻮﻝ ﺍﻟﺘﻌﻠﻴﻢ ﺍﻟﻌﺎﻟﻲ ﺃﻥ‬
‫ﺍﻟﻤﻌﻠﻤﻴﻦ ﺍﻟﺒﺎﺣﺜﻴﻦ ]ﺃﺳﺎﺗﺬﺓ ﺍﻟﺠﺎﻣﻌﺎﺕ ﻭﺍﻷﺳﺎﺗﺬﺓ ﺍﻟﻤﺴﺎﻋﺪﻳﻦ[ ﻭﺍﻟﺒﺎﺣﺜﻴﻦ ﻭﺍﻟﻤﻌﻠﻤﻴﻦ ﻣﺴﺘﻘﻠﻮﻥ ﺗﻤﺎﻣﺎ‬
‫ﻭﻳﺘﻤﺘﻌﻮﻥ ﺑﺎﻟﺤﺮﻳﺔ ﺍﻟﻜﺎﻣﻠﺔ ﻓﻲ ﺍﻟﺘﻌﺒﻴﺮ ﻓﻲ ﺳﻴﺎﻕ ﺃﻧﺸﻄﺔ ﺍﻟﺒﺤﺚ ﻭﺍﻟﺘﺪﺭﻳﺲ‪ ،‬ﺷﺮﻳﻄﺔ ﺃﻥ ﺗﺤﺘﺮﻡ ﺍﻟﺘﻘﺎﻟﻴﺪ‬
‫ﺍﻟﺠﺎﻣﻌﻴﺔ ﻭ ﺍﻟﻘﺎﻧﻮﻥ‪ ،‬ﻭﻣﺒﺎﺩﺉ ﺍﻟﺘﺴﺎﻣﺢ ﻭﺍﻟﻤﻮﺿﻮﻋﻴﺔ )ﻗﺎﻧﻮﻥ ﺍﻟﺘﻌﻠﻴﻢ‪.(L952-2 ،‬‬

‫‪ .4‬ﺍﻟﻄﺎﻋﺔ ﺍﻟﻬﺮﻣﻴﺔ‬

‫ﻳﺠﺐ ﻋﻠﻰ ﺍﻟﻤﻮﻅﻒ ﺃﻥ ﻳﻨﺠﺰ ﺍﻻﻭﺍﻣﺮ ﺍﻟﻤﻌﻄﺎﺓ ﻣﻦ ﻗﺒﻞ ﺭﺋﻴﺴﻪ ﺍﻟﻬﺮﻣﻲ‪ ،‬ﻣﺎ ﻟﻢ ﺗﻜﻦ ﺗﻠﻚ ﻫﻲ ﺃﻭﺍﻣﺮ ﻣﻦ‬
‫ﺍﻟﻮﺍﺿﺢ ﻏﻴﺮ ﻗﺎﻧﻮﻧﻴﺔ ﻭﺗﺘﻌﺎﺭﺽ ﻣﻊ ﺍﻟﻤﺼﻠﺤﺔ ﺍﻟﻌﺎﻣﺔ‪.‬‬

‫ﻓﻲ ﺣﻴﻦ ﺃﻥ ﺍﻟﺴﻠﻄﺔ ﺍﻟﻬﺮﻣﻴﺔ ﻫﻲ ﺍﻟﻤﺴﺆﻭﻟﺔ ﻋﺎﺩﺓ ﻋﻦ ﺗﻌﻴﻴﻦ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻓﻲ ﻣﻨﺎﺻﺒﻬﻢ ﻭﺗﻘﻴﻴﻢ‬
‫ﻋﻤﻠﻬﻢ‪ ،‬ﺑﻌﺾ ﺍﻻﺟﻬﺰﺓ ﺗﺘﺒﻊ ﻗﻮﺍﻋﺪ ﻣﺤﺪﺩﺓ ﺑﺸﺄﻥ ﺇﺩﺍﺭﺓ ﻭﺗﻘﻴﻴﻢ ﻭﺍﻧﻀﺒﺎﻁ ﺃﻋﻀﺎﺋﻬﺎ‪ .‬ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ‪،‬‬
‫ﻳﺘﻢ ﺗﻘﻴﻴﻢ ﺍﻷﺳﺎﺗﺬﺓ ﻭﺍﻟﺒﺎﺣﺜﻴﻦ ﻣﻦ ﺧﻼﻝ ﻟﺠﺎﻥ ﻣﻨﺘﺨﺒﺔ ﻣﻦ ﺃﻗﺮﺍﻧﻬﻢ‪.‬‬

‫‪ .5‬ﺍﻟﺴﺮﻳﺔ ﺍﻟﻤﻬﻨﻴﺔ‬

‫ﻳﺠﺐ ﺃﻥ ﻻ ﻳﻜﺸﻒ ﻣﻮﻅﻔﻮﺍ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻋﻦ ﻣﻌﻠﻮﻣﺎﺕ ﺧﺎﺻﺔ ﺃﻭ ﺳﺮﻳﺔ ﺍﻛﺘﺴﺒﻮﻫﺎ ﻓﻲ ﺃﺛﻨﺎء ﺃﺩﺍء‬
‫ﻭﺍﺟﺒﺎﺗﻬﻢ‪.‬‬

‫‪ .6‬ﺍﻷﻣﺎﻧﺔ‬

‫ﻳﺠﺐ ﻋﻠﻰ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻋﺪﻡ ﺍﺳﺘﺨﺪﺍﻡ ﺍﻟﻮﺳﺎﺋﻞ ﺍﻟﻤﻬﻨﻴﺔ ﻣﻦ ﺃﺟﻞ ﺗﺤﻘﻴﻖ ﻣﻜﺎﺳﺐ ﺧﺎﺻﺔ‪.‬‬

‫‪ .7‬ﺍﻟﺤﻴﺎﺩ‬

‫ﻳﺠﺐ ﺃﻥ ﻳﻜﻮﻥ ﺍﻟﻤﻮﻅﻒ ﻣﺤﺎﻳﺪ ﻓﻴﻤﺎ ﻳﺘﻌﻠﻖ ﺑﺎﻵﺭﺍء ﺍﻟﺪﻳﻨﻴﺔ ﺃﻭ ﺍﻟﺴﻴﺎﺳﻴﺔ‪ ،‬ﺃﻭ ﺍﻷﺻﻞ‪ ،‬ﺃﻭ ﺍﻟﺠﻨﺲ‪ ،‬ﻭﺃﻥ‬
‫ﻳﻤﺘﻨﻊ ﻋﻦ ﺍﻟﺘﻌﺒﻴﺮ ﻋﻦ ﺁﺭﺍﺋﻪ ﺍﻟﺨﺎﺻﺔ‪.‬‬

‫‪ .8‬ﺍﻟﺘﻮﻅﻴﻒ ﻭ ﺍﻟﺤﻴﺎﺓ ﺍﻟﻤﻬﻨﻴﺔ‬

‫ﻣﻌﻈﻢ ﺍﻟﻤﻨﺎﺻﺐ ﻣﻔﺘﻮﺣﺔ ﻟﻤﻮﺍﻁﻨﻲ ﺍﻻﺗﺤﺎﺩ ﺍﻷﻭﺭﻭﺑﻲ‪ .‬ﺑﻌﺾ ﺍﻟﻤﻨﺎﺻﺐ ﺍﻟﺘﻲ ﺗﻨﻄﻮﻱ ﻋﻠﻰ ﺍﻟﻘﻮﻯ‬
‫ﺍﻟﺮﺋﻴﺴﻴﺔ ﻟﻠﺪﻭﻟﺔ )ﻣﺜﻞ ﺍﻟﺸﺮﻁﺔ( ﻫﻲ ﻣﺘﺎﺣﺔ ﻓﻘﻂ ﻟﻠﻔﺮﻧﺴﻴﻴﻦ‪ .‬ﺑﻌﺾ ﺍﻟﻮﻅﺎﺋﻒ ﺍﻟﻨﺎﺩﺭﺓ‪ ،‬ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ‬
‫ﺃﺳﺎﺗﺬﺓ ﺍﻟﺠﺎﻣﻌﺎﺕ ﻭﺍﻟﺒﺎﺣﺜﻴﻦ‪ ،‬ﻣﻔﺘﻮﺣﺔ ﺑﻐﺾ ﺍﻟﻨﻈﺮ ﻋﻦ ﺍﻟﺠﻨﺴﻴﺔ‪.‬‬

‫ﺍﺳﺘﺜﻨﺎء ﻋﻦ ﺍﻟﻘﻮﺍﻋﺪ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻤﺘﻌﻠﻘﺔ ﺑﺎﻟﻌﺎﻣﻠﻴﻦ ﻭﺍﻟﻤﻮﻅﻔﻴﻦ ﻓﺎﻥ ﺍﻟﻤﻮﻅﻔﻴﻦ ﺍﻟﺤﻜﻮﻣﻴﻴﻦ ﻻ ﻳﻮﻗﻌﻮﺍ ﻋﻘﻮﺩ؛ ﻳﻌﺮﻑ‬
‫ﺍﻟﻮﺿﻊ ﻣﻦ ﺧﻼﻝ ﺍﻟﺘﺼﺮﻓﺎﺕ ﺍﻟﻘﺎﻧﻮﻧﻴﺔ ﻭﺍﻟﺘﻨﻈﻴﻤﻴﺔ‪ ،‬ﻭﺃﺑﺮﺯﻫﺎ ﺍﻟﻨﻈﺎﻡ ﺍﻷﺳﺎﺳﻲ ﺍﻟﻌﺎﻡ ﻟﻤﻮﻅﻔﻲ ﺍﻟﺪﻭﻟﺔ ‪(Statut‬‬
‫)‪Général des Fonctionnaires‬‬
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 ‫ﺍﻟﺮﺍﺗﺐ‬

‫ﻳﺘﻜﻮﻥ ﺍﻷﺟﺮ ﻣﻦ ﻣﻮﻅﻒ ﻣﻦ‪:‬‬

‫• ﺍﻷﺟﺮ ﺍﻷﺳﺎﺳﻲ‬
‫• ﺃﺟﺮ ﺍﺿﺎﻓﻲ ﻣﻤﻜﻦ‬
‫• ﻣﻜﺎﻓﺂﺕ ﻣﺤﺘﻤﻠﺔ‪ ،‬ﻭ ﺍﻟﺘﻲ ﺗﻌﺘﻤﺪ ﻋﻠﻰ ﺍﻟﻮﻅﻴﻔﺔ ﺍﻟﻤﻌﻴﻨﺔ‪ ،‬ﻭﺭﺑﻤﺎ ﺍﻟﻌﺎﻣﻞ ﺍﻟﻔﺮﺩﻱ‪.‬‬

‫ﺍﻻﺟﺮ ﺍﻻﺳﺎﺳﻲ ﻫﻮ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻤﻌﻈﻢ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﻗﻴﻤﺘﻪ ﺗﺘﺄﺛﺮ ﺑﻤﺆﺷﺮ ﺑﺎﻟﻴﻮﺭﻭ‪ .‬ﻳﺘﻢ ﺗﻌﻴﻴﻦ ﻗﻴﻤﺔ ﻧﻘﻄﺔ‬
‫ﻣﺆﺷﺮ ﻣﻦ ﻗﺒﻞ ﺍﻟﺴﻠﻄﺔ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ ﻭ ﺗﺮﻓﻌﺘﻪ ﺑﺎﻧﺘﻈﺎﻡ ﻟﻠﺘﻌﻮﻳﺾ ﻋﻦ ﺍﻟﺘﻀﺨﻢ‪ .‬ﻳﻌﺘﻤﺪ ﺍﻟﻤﺆﺷﺮ ﻋﻠﻰ ﺍﻟﺴﻠﻚ ﻭﺍﻟﺮﺗﺒﺔ‬
‫ﻭﺍﻷﻗﺪﻣﻴﺔ ﻓﻲ ﺍﻟﺮﺗﺒﺔ‪ .‬ﻓﻲ ﺣﺎﻟﺔ ﻣﻮﻅﻔﻲ ﺍﻟﺨﺪﻣﺔ ﺍﻟﻤﺪﻧﻴﺔ ﺍﻟﺬﻳﻦ ﻫﻢ ﻋﻠﻰ ﻣﺴﺘﻮﻯ ﻋﺎﻝ ﺍﻟﻤﻌﺮﻭﻓﺔ ﺑﺎﺳﻢ ‪hors‬‬
‫‪ ، échelle‬ﻓﺎﻥ ﺍﻟﻮﻅﻴﻔﺔ ﻭﺍﻟﺮﺗﺒﺔ ﻭﺍﻷﻗﺪﻣﻴﺔ ﺗﺘﻮﺍﻓﻖ ﻣﻊ ﺭﻣﺰ ﺣﺮﻑ )ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ‪(G ،E2 ،A1 ،‬؛ ﻭﻳﻤﻜﻦ‬
‫ﺑﻌﺪ ﺫﻟﻚ ﺃﻥ ﻳﻨﻈﺮ ﻟﻸﺟﺮ ﺍﻟﺴﻨﻮﻱ ﻓﻲ ﺟﺪﺍﻭﻝ ﻣﺤﺪﺩﺓ ﻣﻦ ﻗﺒﻞ ﺍﻟﺴﻠﻄﺔ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ‪ .‬ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ‪ ،‬ﺍﻻﺟﺮ‬
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‫‪F‬‬‫ﺍﻻﺳﺎﺳﻲ ﺍﻟﻤﻮﺍﻓﻖ ﻝ‪ ،G‬ﻫﻮ ‪ € 82737.67‬ﺳﻨﻮﻳﺎ‪ ،‬ﺍﻋﺘﺒﺎﺭﺍ ﻣﻦ ‪ 1‬ﻳﻮﻟﻴﻮ ‪2009.‬‬
‫‪14‬‬

‫ﺍﻟﻘﺴﻢ ﺍﻟﺜﺎﻧﻲ ﺍﻟﻤﻘﺎﺭﻧﺔ ﺑﻴﻦ ﺍﻹﺩﺍﺭﺗﻴﻦ‬

‫ﺍﻟﻔﺼﻞ ﺍﻷﻭﻝ ﺍﻭﺟﻪ ﺍﻟﺸﺒﻪ ﻭ ﺍﻹﺧﺘﻼﻑ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺍﻭﺟﻪ ﺍﻟﺸﺒﻪ‬

‫ﻣﻤﺎ ﻻ ﺷﻚ ﻓﻴﻪ ﺃﻥ ﺍﻻﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﻓﻲ ﺍﻟﺒﻠﺪﻳﻦ ﺗﺨﺘﻠﻒ ﺗﺘﺸﺎﺑﻪ ﻓﻲ ﺍﻣﻮﺭ ﻗﻠﻴﻠﺔ‪ ،‬ﻻ ﺳﻴﻤﺎ ﺗﺪﺧﻞ ﺍﻟﻌﺎﻣﻞ ﺍﻟﺴﻴﺎﺳﻲ ﻓﻲ‬
‫ﺍﻟﺘﻌﻴﻴﻨﺎﺕ ﺭﻓﻴﻌﺔ ﺍﻟﻤﺴﺘﻮﻯ ﻓﻲ ﺍﻻﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ‪ ،‬ﻻ ﺳﻴﻤﺎ ﻓﻲ ﺍﻟﻮﻅﺎﺋﻒ ﺍﻟﻤﺮﺗﺒﻄﺔ ﻣﺒﺎﺷﺮﺓ ﻣﻊ ﺍﻟﺮﺋﻴﺲ ﻓﻲ ﻗﻴﺎﺩﺓ‬
‫ﺍﻻﺩﺍﺭﺍﺕ ﺍﻟﻌﺎﻣﺔ‪ .‬ﻛﻤﺎ ﻳﻮﺟﺪ ﺍﻭﺟﻪ ﺷﺒﻪ ﻓﻲ ﺍﻻﻣﺎﻥ ﺍﻟﻮﻅﻴﻔﻲ ﻓﻲ ﺍﻏﻠﺐ ﺍﻟﻮﻅﺎﺋﻒ ﻓﻲ ﺍﻟﺒﻠﺪﻳﻦ‪ .‬ﺗﺠﺘﻤﻊ ﺍﻻﺩﺍﺭﺗﻴﻦ‬
‫ﻋﻠﻰ ﺍﺟﺮﺍء ﺍﻻﻣﺘﺤﺎﻧﺎﺕ ﻟﺸﻐﻮﻝ ﺍﻟﻮﻅﻴﻔﺔ ﺍﻟﻌﺎﻣﺔ ﻭ ﺍﻻﻣﺘﺤﺎﻧﺎﺕ ﻓﻲ ﺑﻌﺾ ﺍﻟﺘﺮﻗﻴﺎﺕ‪ ،‬ﻭ ﺍﻥ ﻛﺎﻧﺖ ﺗﺘﺠﻪ ﺍﻟﻮﻻﻳﺎﺕ‬
‫ﺍﻟﻤﺘﺤﺪﺓ ﻟﻮﻗﻒ ﺍﻻﻣﺘﺤﺎﻧﺎﺕ ﻣﻦ ﺍﺟﻞ ﺗﻤﺜﻴﻞ ﺍﻷﻗﻠﻴﺎﺕ‪ .‬ﺗﻮﺍﻓﺮ ﺍﻷﺟﻬﺰﺓ ﺍﻟﺮﻗﺎﺑﻴﺔ ﻣﻮﺟﻮﺩﺓ ﻓﻲ ﺍﻟﺪﻭﻟﺘﻴﻦ‪ ,‬ﻛﻤﺎ ﺃﻥ ﻫﻨﺎﻙ‬
‫ﺍﺟﻬﺰﺓ ﺗﺤﺪﺩ ﺍﻷﺟﻮﺭ ﻭ ﺍﻟﺮﻭﺍﺗﺐ ﺩﻭﻥ ﺍﻟﻌﻮﺩﺓ ﻟﻠﺴﻠﻄﺔ ﺍﻟﺴﻴﺎﺳﻴﺔ‪.‬‬

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‫‪https://en.wikipedia.org/wiki/French_Civil_Service‬‬
‫‪13‬‬
 ‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻭﺟﻪ ﺍﻹﺧﺘﻼﻑ‬

‫ﻣﻤﺎ ﻻ ﺷﻚ ﻓﻴﻪ ﺃﻥ ﺍﻻﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻷﻣﻴﺮﻛﻴﺔ ﺍﻟﺘﻲ ﻛﺎﻧﺖ ﺗﻌﺘﻤﺪ ﻓﻲ ﺍﻟﺴﺎﺑﻖ ﻋﻠﻰ ﺍﺳﻠﻮﺏ ﺍﻟﺘﻌﺎﻗﺪ ﻭ ﺍﺳﻠﻮﺏ‬
‫ﺍﻟﻮﻅﻴﻔﺔ ﺍﻟﻤﻔﺘﻮﺣﺔ ﺗﺘﺠﻪ ﺍﻟﻰ ﺍﻟﻮﻅﻴﻔﺔ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻤﻐﻠﻘﺔ ﺷﻴﺌﺎ ﻓﺸﻴﺌﺎ‪ ،‬ﺑﻴﻨﻤﺎ ﻓﺮﻧﺴﺎ ﺗﻌﺘﻤﺪ ﻋﻠﻰ ﻫﺬﺍ ﺍﻟﻨﻈﺎﻡ ﺣﺼﺮﺍ‪.‬‬
‫ﺗﺨﺘﻠﻒ ﺍﻟﺪﻭﻟﺘﻴﻦ ﻓﻲ ﺗﻨﻈﻴﻢ ﺍﻻﺩﺍﺭﺍﺕ ﺍﻟﻌﺎﻣﺔ ﺍﺑﺘﺪﺍءﺍ ﻣﻦ ﺭﺃﺱ ﺍﻟﻬﺮﻡ ﻓﻲ ﺍﻟﺴﻠﻄﺔ‪ ،‬ﺍﺫ ﺍﻥ ﻣﻨﺼﺐ ﺍﻟﻮﺯﻳﺮ ﻏﻴﺮ‬
‫ﻣﻮﺟﻮﺩ ﻓﻲ ﺍﻟﻮﻻﺑﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻷﻣﻴﺮﻛﻴﺔ ﺍﻟﺘﻲ ﺗﻌﺘﻤﺪ ﺍﻟﻨﻈﺎﻡ ﺍﻟﺮﺋﺎﺳﻲ ﻭ ﺍﻻﺗﺤﺎﺩ ﺍﻟﻔﺪﺭﺍﻟﻲ‪ ,‬ﺍﻷﻣﺮ ﺍﻟﺬﻱ ﻳﺠﻌﻞ‬
‫ﺍﻟﻤﺆﺳﺴﺎﺕ ﺍﻟﻌﺎﻣﺔ ﻣﺘﻔﺮﻋﺔ ﺑﺸﻜﻞ ﻛﺒﻴﺮ ﺑﻴﻦ ﺍﻟﺴﻠﻄﺎﺕ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ ﻭ ﺍﻟﺴﻠﻄﺎﺕ ﺍﻟﺨﺎﺻﺔ ﺑﺎﻟﻮﻻﻳﺎﺕ ﻭ ﺍﻷﺧﺮﻯ‬
‫ﺍﻟﺨﺎﺻﺔ ﺑﺎﻟﻤﺪﻥ ﻭ ﺍﻟﻘﺮﻯ‪ ،‬ﺑﻴﻨﻤﺎ ﻓﺮﻧﺴﺎ ﺍﻟﺘﻲ ﺗﺘﺒﻊ ﺍﻟﻨﻈﺎﻡ ﺍﻟﺸﺒﻪ ﺍﻟﺮﺋﺎﺳﻲ ﻳﺠﺪ ﻭﺯﻳﺮ ﻋﻠﻰ ﺭﺃﺱ ﻛﻞ ﻭﺯﺍﺭﺓ ﺍﻷﻣﺮ‬
‫ﺍﻟﺬﻱ ﻳﻌﻄﻴﻪ ﺻﻼﺣﻴﺎﺕ ﻓﻲ ﺍﻻﺩﺍﺭﺓ ﺗﺼﻞ ﺍﻟﻰ ﺍﻟﺘﻌﻴﻴﻦ ﻭ ﺍﻟﻔﺼﻞ‪ .‬ﻓﺎﻥ ﻛﺎﻧﺖ ﻓﺮﻧﺴﺎ ﺗﻌﺘﻤﺪ ﻋﻠﻰ ﻣﺒﺪﺃ ﺍﻟﻤﺴﺎﻭﺍﺓ ﺑﻴﻦ‬
‫ﻛﺎﻓﺔ ﻣﻮﺍﻁﻴﻨﻬﺎ ﻓﻲ ﺍﻟﺘﻮﺿﻴﻒ ﻭ ﺣﺘﻰ ﺗﻔﺘﺢ ﺑﺎﺏ ﺍﻟﺘﻮﻅﻴﻒ ﺍﻣﺎﻡ ﻣﻮﺍﻁﻨﻲ ﺍﻻﺗﺤﺎﺩ ﺍﻷﻭﺭﻭﺑﻲ ﻭ ﺣﺘﻰ ﻣﻦ ﺧﺎﺭﺟﻬﺎ‬
‫ﻓﻲ ﺑﻌﺾ ﻭﻅﺎﺍﺋﻔﻬﺎ ﻋﻠﻰ ﺍﺳﺎﺱ ﺍﻟﻜﻔﺎﺋﺔ ﻭ ﺍﻟﺠﺪﺍﺭﺓ‪ ،‬ﻻ ﺗﺰﺍﻝ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻷﻣﻴﺮﻛﻴﺔ ﺗﺴﻌﻰ ﻟﺘﻮﻅﻴﻒ ﺍﻷﻗﻠﻴﺎﺕ‬
‫ﻓﻲ ﺑﻌﺾ ﺍﻟﻮﻅﺎﺋﻒ ﻣﻦ ﺍﺟﻞ ﺗﻤﺜﻴﻠﻬﻢ ﻭ ﺣﺘﻰ ﺍﻥ ﻛﺎﻧﻮﺍ ﻏﻴﺮ ﻛﻔﻮﺅﻳﻦ ﻭ ﻋﻠﻰ ﺳﺒﻴﻞ ﺍﻟﻤﺜﺎﻝ ﻗﻀﺎﺓ ﺍﻟﻤﺤﻜﺔ ﺍﻟﻌﻠﻴﺎ‬
‫ﺍﻟﺬﻳﻦ ﻳﺠﺐ ﺃﻥ ﻳﺘﻮﺍﻓﺮ ﺑﻴﻨﻬﻢ ﻗﺎﺽ ﺍﺳﻮﺩ ﻭ ﺃﺧﺮ ﻳﻬﻮﺩﻱ ﻭ ﺃﺧﺮﻯ ﺍﻧﺜﻰ ﻭ ﺗﻘﺴﻢ ﺑﻴﻦ ﺍﻟﺤﺰﺑﻴﻦ‪.‬‬

‫ﺍﻟﻔﺼﻞ ﺍﻟﺜﺎﻧﻲ ﺍﻟﺤﻜﻮﻣﺎﺕ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ‬

‫ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺗﺘﺄﻟﻒ ﻣﻦ ﺍﻟﺘﻔﺎﻋﻼﺕ ﺍﻟﺮﻗﻤﻴﺔ ﺑﻴﻦ ﺍﻟﻤﻮﺍﻁﻨﻴﻦ ﻭﺣﻜﻮﻣﺘﻬﻢ‪ ،‬ﺑﻴﻦ ﺍﻟﺤﻜﻮﻣﺎﺕ ﻭﺍﻟﻮﻛﺎﻻﺕ‬
‫ﺍﻟﺤﻜﻮﻣﻴﺔ‪ ،‬ﺑﻴﻦ ﺍﻟﺤﻜﻮﻣﺔ ﻭﺍﻟﻤﻮﺍﻁﻨﻴﻦ‪ ،‬ﺑﻴﻦ ﺍﻟﺤﻜﻮﻣﺔ ﻭﺍﻟﻤﻮﻅﻔﻴﻦ‪ ،‬ﻭﺑﻴﻦ ﺍﻟﺤﻜﻮﻣﺔ ﻭﺍﻟﺸﺮﻛﺎﺕ ‪ /‬ﺗﺠﺎﺭﺓ‪ .‬ﺍﻟﺤﻜﻮﻣﺔ‬
‫ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺍﻟﺘﻲ ﺗﻌﺮﻑ ﻋﻠﻰ ﺍﻧﻬﺎ "ﺍﻻﺳﺘﻔﺎﺩﺓ ﻣﻦ ﺗﻜﻨﻮﻟﻮﺟﻴﺎ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ‪ ،‬ﺗﻜﻨﻮﻟﻮﺟﻴﺎ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ ﻭﺍﻻﺗﺼﺎﻻﺕ‬
‫ﻭﻏﻴﺮﻫﺎ ﻣﻦ ﺗﻘﻨﻴﺎﺕ ﺍﻻﺗﺼﺎﻻﺕ ﻋﻠﻰ ﺷﺒﻜﺔ ﺍﻹﻧﺘﺮﻧﺖ ﻟﺘﺤﺴﻴﻦ ﻭ ‪ /‬ﺃﻭ ﺗﻌﺰﻳﺰ ﻟﻜﻔﺎءﺓ ﻭﻓﻌﺎﻟﻴﺔ ﺧﺪﻣﺔ ﺍﻟﺘﺴﻠﻴﻢ ﻓﻲ‬
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‫ﺍﻟﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ "‪.‬‬
‫‪F15‬‬

‫ﺍﻧﻮﺍﻉ ﺍﻟﺤﻜﻮﻣﺎﺕ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ‪:17‬‬

‫‪F16‬‬

‫‪G2G (government to governments) .1‬‬

‫ﺃﻱ ﺍﻟﻌﻼﻗﺔ ﺑﻴﻦ ﺍﻟﺪﻭﻝ‬
‫‪G2C (government to citizens) .2‬‬
‫ﺃﻱ ﺍﻟﻌﻼﻗﺔ ﺑﻴﻦ ﺍﻟﺪﻭﻟﺔ ﻭ ﺍﻟﻤﻮﺍﻁﻨﻴﻦ‬
‫‪G2E (government to employees) .3‬‬

‫ﺃﻱ ﺍﻟﻌﻼﻗﺔ ﺑﻴﻦ ﺍﻟﺪﻭﻟﺔ ﻭ ﺍﻟﻤﻮﻅﻔﻴﻦ‬

‫‪16‬‬
‫‪Jeong Chun Hai. (2007). Fundamental of Development Administration. Selangor: Scholar‬‬
‫‪Press.‬‬
‫‪17‬‬
‫‪Governance of the Extended Enterprise: Bridging Business and IT Strategies, 2005, p133‬‬
‫‪14‬‬
 ‫‪G2B (government to business) .4‬‬

‫ﺍﻟﻌﻼﻗﺔ ﺑﻴﻦ ﺍﻟﺪﻭﻟﺔ ﻭ ﺍﻟﺸﺮﻛﺎﺕ‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻻﻭﻟﻰ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺍﻷﻣﻴﺮﻛﻴﺔ‬

‫ﺍﻟﺤﻜﻮﻣﺔ ﺍﻻﻛﺘﺮﻭﻧﻴﺔ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻟﻤﻴﺮﻛﻴﺔ ﻻ ﺗﺰﺍﻝ ﻓﻲ ﺧﻄﻮﺍﺗﻬﺎ ﺍﻷﻭﻟﻰ‪ .‬ﻗﺎﻧﻮﻥ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻻﻟﻜﺘﺮﻭﻧﻴﺔ‬
‫ﻟﻌﺎﻡ ‪ ،2002‬ﺻﺪﺭ ﻓﻲ ‪ 17‬ﺩﻳﺴﻤﺒﺮ ‪ ،2002‬ﻭ ﺃﺻﺒﺤﺖ ﺃﺣﻜﺎﻣﻪ ﻧﺎﻓﺬﺓ ﻓﻲ ‪ 17‬ﺃﺑﺮﻳﻞ ﻋﺎﻡ ‪ .2003‬ﺍﻟﻬﺪﻑ ﺍﻟﻤﻌﻠﻦ‬
‫ﻫﻮ ﺗﺤﺴﻴﻦ ﺇﺩﺍﺭﺓ ﻭﺗﻌﺰﻳﺰ ﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ‪ ،‬ﻭﻭﺿﻊ ﺇﻁﺎﺭ ﻟﻠﺘﺪﺍﺑﻴﺮ ﺍﻟﺘﻲ ﺗﺘﻄﻠﺐ ﺍﺳﺘﺨﺪﺍﻡ‬
‫‪18‬‬
‫ﺗﻜﻨﻮﻟﻮﺟﻴﺎ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ ﻋﻠﻰ ﺷﺒﻜﺔ ﺍﻹﻧﺘﺮﻧﺖ ﻟﺘﺤﺴﻴﻦ ﻭﺻﻮﻝ ﺍﻟﻤﻮﺍﻁﻨﻴﻦ ﺇﻟﻰ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ ﻭﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ‪.‬‬
‫‪F17‬‬

‫ﻳﻬﺪﻑ ﺍﻟﻘﺎﻧﻮﻥ ﺍﻟﻰ‪:‬‬

‫ﺗﻮﻓﻴﺮ ﺍﻟﻘﻴﺎﺩﺓ ﺍﻟﻔﻌﺎﻟﺔ ﻟﺠﻬﻮﺩ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻟﻔﺪﺭﺍﻟﻴﺔ ﻟﺘﻄﻮﻳﺮ ﻭﺗﻌﺰﻳﺰ ﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ‬ ‫•‬
‫ﻭﺍﻟﻌﻤﻠﻴﺎﺕ ﻣﻦ ﺧﻼﻝ ﺇﻧﺸﺎء ﻣﻜﺘﺐ ﻟﻤﺪﻳﺮ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻻﻟﻜﺘﺮﻭﻧﻴﺔ ﺩﺍﺧﻞ ﻣﻜﺘﺐ ﺍﻹﺩﺍﺭﺓ ﻭﺍﻟﻤﻴﺰﺍﻧﻴﺔ‪.‬‬
‫ﺗﺸﺠﻴﻊ ﺍﺳﺘﺨﺪﺍﻡ ﺗﻘﻨﻴﺎﺕ ﺍﻹﻧﺘﺮﻧﺖ ﻭﻏﻴﺮﻫﺎ ﻣﻦ ﺍﻟﻮﺳﺎﺋﻞ ﻟﺘﻮﻓﻴﺮ ﺍﻟﻤﺰﻳﺪ ﻣﻦ ﺍﻟﻔﺮﺹ ﻟﻤﺸﺎﺭﻛﺔ ﺍﻟﻤﻮﺍﻁﻨﻴﻦ‬ ‫•‬
‫ﻓﻲ ﺍﻟﺤﻜﻮﻣﺔ‪.‬‬
‫ﺗﻌﺰﻳﺰ ﺍﻟﺘﻌﺎﻭﻥ ﺍﻟﻤﺸﺘﺮﻙ ﺑﻴﻦ ﺍﻟﻮﻛﺎﻻﺕ ﻓﻲ ﺗﻘﺪﻳﻢ ﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ‪ ،‬ﺣﻴﺚ ﺃﻥ ﻫﺬﺍ ﺍﻟﺘﻌﺎﻭﻥ‬ ‫•‬
‫ﻣﻦ ﺷﺄﻧﻪ ﺃﻥ ﻳﺤﺴﻦ ﺍﻟﺨﺪﻣﺔ ﻟﻠﻤﻮﺍﻁﻨﻴﻦ ﻣﻦ ﺧﻼﻝ ﺩﻣﺞ ﺍﻟﻤﻬﺎﻡ‪ ،‬ﻭﺍﺳﺘﺨﺪﺍﻡ ﺍﻟﻌﻤﻠﻴﺎﺕ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ‬
‫ﺍﻟﺪﺍﺧﻠﻴﺔ‪ ،‬ﺣﻴﺚ ﻫﺬﺍ ﺍﻟﺘﻌﺎﻭﻥ ﻣﻦ ﺷﺄﻧﻪ ﺃﻥ ﻳﺤﺴﻦ ﻛﻔﺎءﺓ ﻭﻓﻌﺎﻟﻴﺔ ﺍﻟﻌﻤﻠﻴﺎﺕ‪.‬‬
‫ﺗﺤﺴﻴﻦ ﻗﺪﺭﺓ ﺍﻟﺤﻜﻮﻣﺔ ﻋﻠﻰ ﺗﺤﻘﻴﻖ ﻣﻬﺎﻡ ﺍﻟﻮﻛﺎﻟﺔ ﻭﺃﻫﺪﺍﻑ ﺍﻟﺒﺮﻧﺎﻣﺞ‪.‬‬ ‫•‬
‫ﻟﺘﻌﺰﻳﺰ ﺍﺳﺘﺨﺪﺍﻡ ﺍﻹﻧﺘﺮﻧﺖ ﻭﺍﻟﺘﻜﻨﻮﻟﻮﺟﻴﺎﺕ ﺍﻟﻨﺎﺷﺌﺔ ﺩﺍﺧﻞ ﻭﻋﺒﺮ ﺍﻟﻮﻛﺎﻻﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﻟﺘﻮﻓﻴﺮ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ‬ ‫•‬
‫ﻭﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﻟﻠﻤﻮﺍﻁﻨﻴﻦ ﻓﻲ ﺍﻟﻤﻘﺎﻡ ﺍﻷﻭﻝ‪.‬‬
‫ﻟﻠﺤﺪ ﻣﻦ ﺍﻟﺘﻜﺎﻟﻴﻒ ﻭﺍﻷﻋﺒﺎء ﻋﻠﻰ ﺍﻟﺸﺮﻛﺎﺕ ﻭﺍﻟﺠﻬﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﺍﻷﺧﺮﻯ‪.‬‬ ‫•‬
‫ﻟﺘﻌﺰﻳﺰ ﺍﻻﻁﻼﻉ ﺍﻻﺗﺨﺎﺫ ﺍﻟﻘﺮﺍﺭﺍﺕ ﻣﻦ ﻗﺒﻞ ﺻﺎﻧﻌﻲ ﺍﻟﺴﻴﺎﺳﺔ‪.‬‬ ‫•‬
‫ﻟﺘﻌﺰﻳﺰ ﺍﻟﻮﺻﻮﻝ ﺇﻟﻰ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﻭﺍﻟﺨﺪﻣﺎﺕ ﻋﺎﻟﻴﺔ ﺍﻟﺠﻮﺩﺓ ﻋﺒﺮ ﻭﺳﺎﺋﻞ ﻣﺘﻌﺪﺩﺓ‪.‬‬ ‫•‬
‫ﻟﺠﻌﻞ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻻﺗﺤﺎﺩﻳﺔ ﺃﻛﺜﺮ ﺷﻔﺎﻓﻴﺔ ﻭﺧﻀﻮﻋﺎ ﻟﻠﻤﺴﺎءﻟﺔ‪.‬‬ ‫•‬
‫ﻟﺘﺤﻮﻳﻞ ﻋﻤﻠﻴﺎﺕ ﺍﻟﻮﻛﺎﻻﺕ ﻣﻦ ﺧﻼﻝ ﺍﻻﺳﺘﻔﺎﺩﺓ‪ ،‬ﻋﻨﺪ ﺍﻟﺤﺎﺟﺔ‪ ،‬ﻷﻓﻀﻞ ﻣﻤﺎﺭﺳﺎﺕ ﻣﻦ ﻣﺆﺳﺴﺎﺕ‬ ‫•‬
‫ﺍﻟﻘﻄﺎﻋﻴﻦ ﺍﻟﻌﺎﻡ ﻭﺍﻟﺨﺎﺹ‪.‬‬

‫‪18‬‬
‫‪http://www.brookings.edu/~/media/research/files/reports/2008/8/26-egovernment-‬‬
‫‪west/0826_egovernment_west.pdf‬‬
‫‪15‬‬
 ‫• ﻟﺘﻮﻓﻴﺮ ﻭﺗﻌﺰﻳﺰ ﺍﻟﻮﺻﻮﻝ ﺇﻟﻰ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ ﻭﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﻋﻠﻰ ﻧﺤﻮ ﻳﺘﻔﻖ ﻣﻊ ﺍﻟﻘﻮﺍﻧﻴﻦ ﺍﻟﻤﺘﻌﻠﻘﺔ‬
‫ﺑﺤﻤﺎﻳﺔ ﺍﻟﺨﺼﻮﺻﻴﺔ ﺍﻟﺸﺨﺼﻴﺔ ﻭﺍﻷﻣﻦ ﺍﻟﻘﻮﻣﻲ ﻭﺍﻻﺣﺘﻔﺎﻅ ﺑﺎﻟﺴﺠﻼﺕ‪ ،‬ﻭ ﺗﺤﺴﻴﻦ ﺗﻮﺍﺻﻞ ﺍﻷﺷﺨﺎﺹ‬
‫ﺫﻭﻱ ﺍﻹﻋﺎﻗﺔ‪ ،‬ﻭﻏﻴﺮﻫﺎ ﻣﻦ ﺍﻟﻘﻮﺍﻧﻴﻦ ﺫﺍﺕ ﺍﻟﺼﻠﺔ‪.‬‬

‫ﻓﻲ ‪ 21‬ﻳﻨﺎﻳﺮ ‪ ،2009‬ﻭﻗﻊ ﺍﻟﺮﺋﻴﺲ ﻭﺍﺣﺪﺓ ﻣﻦ ﺃﻭﻟﻰ ﻣﺬﻛﺮﺍﺕ ﻟﻪ‪ ،‬ﻭﺟﻬﻬﺎ ﻟﺮﺅﺳﺎء ﺍﻹﺩﺍﺭﺍﺕ ﻭﺍﻟﻮﻛﺎﻻﺕ ﺍﻟﺘﻨﻔﻴﺬﻳﺔ‬
‫ﻟﻠﻤﺰﻳﺪ ﻣﻦ ﺍﻟﺸﻔﺎﻓﻴﺔ‪ .‬ﻣﻦ ﺧﻼﻟﻪ ﺍﻟﻤﺬﻛﺮﺓ ﺗﻤﻜﻨﺖ ﺍﻟﻤﻮﺍﻗﻊ ﺍﻟﻌﺎﻣﺔ ﻣﺜﻞ ‪ recovery.gov‬ﻭ‪ data.gov‬ﺃﻥ ﺗﻮﺯﻉ‬
‫ﺍﻟﻤﺰﻳﺪ ﻣﻦ ﺍﻟﻤﻌﻠﻮﻣﺎﺕ ﻟﻠﻌﺎﻣﺔ ‪ ،‬ﺍﺫ ﺗﻌﺘﻘﺪ ﺍﻟﺤﻜﻮﻣﺔ ﺃﻧﻬﺎ ﺳﻮﻑ ﺗﻜﺴﺐ ﺍﻟﻤﺰﻳﺪ ﻣﻦ ﻣﺸﺎﺭﻛﺔ ﺍﻟﻤﻮﺍﻁﻨﻴﻦ ﻣﻦ ﺧﻼﻝ‬
‫ﺫﻟﻚ‪.‬‬

‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ‬

‫ﻣﺤﻄﺎﺕ ﻣﻴﻨﻴﺘﻞ ‪ Minitel‬ﺃﻗﺪﻡ ﺃﺛﺮ ﻟﻠﺘﺪﺍﺑﻴﺮ ﺣﻜﻮﻣﺔ ﻓﺮﻧﺴﺎ ﺇﻟﻜﺘﺮﻭﻧﻴﺎ ﻋﺎﻡ ‪ 1984‬ﻣﻦ ﺧﻼﻟﻬﺎ ﺍﺳﺘﻄﺎﻉ‬
‫ﺍﻟﻤﻮﺍﻁﻨﻮﻥ ﻭﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻮﺻﻮﻝ ﺇﻟﻰ ﺍﻟﻌﺪﻳﺪ ﻣﻦ ﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﻌﺎﻣﺔ ﻭﺍﻟﻤﻌﻠﻮﻣﺎﺕ ﻋﻦ ﺑﻌﺪ‪ .‬ﻓﻲ ﻓﺒﺮﺍﻳﺮ ‪2009‬‬
‫ﺃﺷﺎﺭﺕ ﻓﺮﺍﻧﺲ ﺗﻠﻴﻜﻮﻡ ﺃﻥ ﺷﺒﻜﺔ ﻣﻴﻨﻴﺘﻞ ﻻ ﻳﺰﺍﻝ ﻟﺪﻳﻬﺎ ‪ 10‬ﻣﻼﻳﻴﻦ ﺍﺗﺼﺎﻝ ﺷﻬﺮﻳﺎ‪ .‬ﺃﻧﻬﺖ ﻓﺮﺍﻧﺲ ﺗﻠﻴﻜﻮﻡ ﺍﻟﺨﺪﻣﺔ ﻓﻲ‬
‫‪ 30‬ﻳﻮﻧﻴﻮ ﺣﺰﻳﺮﺍﻥ ﻋﺎﻡ ‪ .2012‬ﺍﺻﺒﺤﺖ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺃﻭﻟﻮﻳﺔ ﺳﻴﺎﺳﻴﺔ ﺃﻭﻝ ﻣﺮﺓ ﻓﻲ ﻋﺎﻡ ‪ ،1998‬ﻓﻲ‬
‫ﺇﻁﺎﺭ ﺍﺳﺘﺮﺍﺗﻴﺠﻴﺔ ﻹﻋﺪﺍﺩ ﻓﺮﻧﺴﺎ ﻟﺘﺼﺒﺢ ﻣﺠﺘﻤﻊ ﻣﻌﻠﻮﻣﺎﺗﻲ‪ .‬ﻋﺎﻡ ‪ 2004‬ﺗﻄﻮﻳﺮ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺗﺤﻮﻟﺖ ﺇﻟﻰ‬
‫‪19‬‬
‫ﺳﻴﺎﺳﺔ ﻗﺎﺋﻤﺔ ﺑﺬﺍﺗﻬﺎ ﻣﻊ ﺇﻁﻼﻕ ﺧﻄﺔ ﺍﺳﺘﺮﺍﺗﻴﺠﻴﺔ ﻭﺧﻄﺔ ﻋﻤﻞ ﻭﻳﺸﺎﺭ ﺇﻟﻴﻬﺎ ﺑﺒﺮﻧﺎﻣﺞ ‪.ADELE‬‬
‫‪F18‬‬

‫‪ePassports‬‬

‫ﻓﻲ ﺃﺑﺮﻳﻞ ‪ ،2006‬ﺃﻋﻠﻨﺖ ﻭﺯﺍﺭﺓ ﺍﻟﺪﺍﺧﻠﻴﺔ ﺍﻟﺠﺪﻭﻝ ﺍﻟﺰﻣﻨﻲ ﻹﺩﺧﺎﻝ ﺟﻮﺍﺯﺍﺕ ﺍﻟﺴﻔﺮ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺍﻷﻭﻟﻰ ﻓﻲ‬
‫ﻓﺮﻧﺴﺎ‪ ،‬ﺍﻟﺘﻲ ﺃﺩﺧﻠﺖ ﺗﺪﺭﻳﺠﻴﺎ ﺑﻴﻦ ﺃﺑﺮﻳﻞ ﻭﻳﻮﻟﻴﻮ ‪.2006‬‬

‫‪19‬‬
‫‪https://publicadministration.un.org/egovkb/en-us/Reports/UN-E-Government-Survey-2014‬‬
‫‪16‬‬
 ‫ﺍﻟﺒﻨﻴﺔ ﺍﻟﺘﺤﺘﻴﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺍﻟﺤﻜﻮﻣﻴﺔ ﺍﻟﺮﺋﻴﺴﻴﺔ‪:‬‬

‫‪Service-Public.fr .1‬‬

‫ﻳﻘﺪﻡ ﺍﻻﺭﺷﺎﺩﺍﺕ‪ ,‬ﻭﺍﻟﻮﺛﺎﺋﻖ‪ ,‬ﻭﺍﻟﻨﻤﺎﺫﺝ ﺍﻟﻤﻮﺟﻮﺩﺓ ‪ ,‬ﻭ ﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﻌﺎﻣﺔ ﻋﺒﺮ ﺍﻹﻧﺘﺮﻧﺖ‪.‬‬

‫‪Mon.Service-Public.fr .2‬‬

‫ﺑﻮﺍﺑﺔ ﺇﻟﻜﺘﺮﻭﻧﻴﺔ ﺣﻜﻮﻣﻴﺔ ﺗﻬﺪﻑ ﺇﻟﻰ ﺗﻮﻓﻴﺮ ﺍﻟﻮﺻﻮﻝ ﺍﻻﻣﻦ ﻭ ﺍﻟﺸﺨﺼﻲ ﻭ ﺍﻟﻤﻮﺣﺪ ﺇﻟﻰ ﻣﺠﻤﻮﻋﺔ ﻛﺎﻣﻠﺔ ﻣﻦ‬
‫ﺍﻟﺨﺪﻣﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ ﻋﻠﻰ ﺷﺒﻜﺔ ﺍﻹﻧﺘﺮﻧﺖ‪ ،‬ﺗﺪﺍﺭ ﻣﻦ ﻗﺒﻞ ﺍﻟﻤﺪﻳﺮﻳﺔ ﺍﻟﻌﺎﻣﺔ ﻟﺘﺤﺪﻳﺚ ﺍﻟﺪﻭﻟﺔ‪.‬‬
‫‪17‬‬
 ‫‪Data.gouv.fr .3‬‬

‫ﺗﺴﺘﻀﻴﻒ ﻣﺠﻤﻮﻋﺔ ﺍﻟﺒﻴﺎﻧﺎﺕ ﺍﻟﺘﻲ ﺗﺼﺪﺭﻫﺎ ﺍﻟﺸﺮﻛﺎﺕ ﻭﺍﻟﻤﻮﺍﻁﻨﻴﻦ ﻭ ﺍﻟﻤﺆﺳﺴﺎﺕ ﻏﻴﺮ ﺍﻟﺮﺑﺤﻴﺔ‪ ،‬ﻓﻀﻼ ﻋﻦ‬
‫ﺍﻟﺒﻴﺎﻧﺎﺕ ﺍﻟﺤﻜﻮﻣﻴﺔ‪.‬‬

‫‪mes-aides.gouv.fr .4‬‬

‫ﻳﻤﻜﻦ ﺍﻟﻔﺮﻧﺴﻴﻴﻦ ﻣﻦ ﺍﺳﺘﺨﺪﺍﻡ ﻣﺤﺎﻛﺎﺓ ﺑﺮﻧﺎﻣﺞ ﺍﻟﻨﻈﺎﻡ ﺍﻟﻀﺮﻳﺒﻲ ﻭﺍﻟﻔﻮﺍﺋﺪ ‪) OpenFisca‬ﺍﺻﺪﺍﺭ ﺑﻴﺘﺎ(‪.‬‬

‫‪mps.apientreprise.fr .5‬‬

‫ﺗﻬﺪﻑ ﻟﺘﺨﻔﻴﻒ ﺍﻟﻌﺐء ﺍﻹﺩﺍﺭﻱ ﻋﻠﻰ ﺍﻟﺸﺮﻛﺎﺕ ﻣﻦ ﺧﻼﻝ ﺗﻘﻠﻴﻞ ﺣﺠﻢ ﺍﻟﺒﻴﺎﻧﺎﺕ ﺍﻟﻤﻄﻠﻮﺑﺔ ﻓﻲ ﺗﻌﺎﻣﻼﺗﻬﺎ ﻣﻊ‬
‫ﺍﻟﻤﺆﺳﺴﺎﺕ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ‪.‬‬

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 ‫ﺍﻟﺨﺎﺗﻤﺔ‬

‫ﺑﻌﺪ ﺍﺳﺘﻌﺮﺍﺽ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻷﻣﻴﺮﻛﻴﺔ ﻭ ﻓﺮﻧﺴﺎ‪ ،‬ﻳﺒﺪﻭ ﻭﺍﺿﺤﺎ ﻟﺪﻳﻨﺎ ﺃﻥ ﺍﻟﺪﻭﻝ ﻋﺎﻣﺔ ﺗﺘﻤﺘﻊ‬
‫ﺑﻘﺪﺭ ﻛﺒﻴﺮ ﻣﻦ ﺍﻻﺧﺘﻼﻑ ﻓﻲ ﺗﻌﺎﻣﻠﻬﺎ ﻓﻲ ﺍﻻﺩﺍﺭﺍﺕ ﺍﻟﻌﺎﻣﺔ‪ .‬ﺍﻥ ﺍﺧﺘﻼﻑ ﺍﻻﺩﺍﺭﺗﻴﻦ ﻻ ﻳﻌﻨﻲ ﺑﺄﻥ ﺍﺣﺪ ﺍﻷﺩﺍﺭﺗﻴﻦ‬
‫ﺗﻤﻠﻚ ﺍﻟﻄﺮﻳﻘﺔ ﺍﻷﻓﻀﻞ ﺑﻞ ﻫﺬﺍ ﻳﺘﻄﻠﺐ ﺩﺭﺍﺳﺔ ﺍﻻﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺑﺎﺳﺘﺨﺪﺍﻡ ﺍﻟﺒﺤﺚ ﻟﻤﺎ ﻳﻌﺮﻑ ﺣﺪﻳﺜﺎ ﺑﺤﺮﻛﺔ ﺍﻻﺩﺍﺭﺓ‬
‫ﺍﻟﻌﺎﻣﺔ ﺍﻟﺠﺪﻳﺪﺓ ﻛﺎﺳﺎﺱ ﻟﺘﻘﻮﻳﻢ ﺍﻟﺒﺮﺍﻣﺞ ﺍﻟﺤﻜﻮﻣﻴﺔ ﻭ ﻋﻦ ﻋﺪﺍﻟﺘﻬﺎ ﻓﻲ ﺗﻮﺯﻳﻊ ﺧﺪﻣﺎﺗﻬﺎ ﻭ ﻣﻨﺎﻓﻌﻬﺎ ﻋﻠﻰ ﺍﻟﻤﻮﺍﻁﻨﻴﻦ ﻭ‬
‫ﻣﺪﻯ ﺍﺳﺘﻔﺎﺩﺓ ﺍﻟﻤﺠﺘﻤﻊ ﻣﻦ ﻫﺬﻩ ﺍﻟﺨﺪﻣﺎﺕ ﺁﺧﺬﻳﻦ ﻓﻲ ﻋﻴﻦ ﺍﻻﻋﺘﺒﺎﺭ ﻋﻠﻰ ﻓﻌﺎﻟﻴﺔ ﺍﻻﺩﺍﺭﺓ ﺍﻟﺤﻜﻮﻣﻴﺔ ﺍﻷﻣﺮ ﺍﻟﺬﻱ‬
‫ﻳﺤﺘﺎﺝ ﺍﻟﻰ ﻓﺘﺮﺍﺕ ﻁﻮﻳﻠﺔ ﻣﻦ ﺍﻟﺪﺭﺍﺳﺔ ﺍﻟﻤﻘﺮﺑﺔ ﻣﻦ ﻣﻮﺿﻮﻉ ﺍﻟﺒﺤﺚ‪ .‬ﻫﻞ ﻳﻤﻜﻦ ﺍﻋﺘﺒﺎﺭ ﺩﺳﺘﻮﺭ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ‬
‫ﺍﻟﺬﻱ ﻳﺆﺳﺲ ﻟﻠﻔﺼﻞ ﺍﻟﺠﺎﻣﺪ ﺑﻴﻦ ﺍﻟﺴﻠﻄﺎﺕ ﺃﻡ ﺩﺳﺘﻮﺭ ﺍﻟﺠﻤﻬﻮﺭﻳﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ ﺍﻟﺨﺎﻣﺴﺔ ﺷﺒﻪ ﺍﻟﺮﺋﺎﺳﻲ ﺍﻟﺬﻳﻦ ﻳﻌﻄﻴﺎﻥ‬
‫ﺍﻟﺮﺋﻴﺲ ﺻﻼﺣﻴﺎﺕ ﻭﺍﺳﻌﺔ ﻓﻲ ﺍﻻﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﻋﺎﻣﻼ ﻟﻠﻔﺴﺎﺩ ﻭ ﺍﻟﺘﺮﺍﺟﻊ ﺍﻻﺩﺭﺍﻱ ﺍﻡ ﻋﺎﻣﻼ ﻣﺴﺎﻫﻤﺎ ﻓﻲ ﺗﻄﻮﺭ‬
‫ﺍﻻﺩﺍﺭﺓ ﻭ ﺯﻳﺎﺩﺓ ﺍﻟﺸﻔﺎﻓﻴﺔ؟‬

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 :‫ﺍﻟﻤﺮﺍﺟﻊ‬

International Handbook of Public Management Reform, L.Wallis F.Goldfinch, Joe Shaun .1

2009
Prentice Hall Documents Library – Civil Service Reform Act (1987) .2
US Department of Interior (1998) .3
Office of Personal Management (2006) – edited .4
Van Horn, Carl; Schaffner, Herbert (2003). Work in America: M-Z. CA, USA: ABC-Clio .5
Ltd.
Governing Networks: Egpa Yearbook (International Institute of Administrative Science .6
Monographs, 22), 2002
Jack Rabin, W. Bartley Hildreth, Gerald J. Miller, Handbook of Public Administration, .7
Third Edition (Public Administration and Public Policy), 2006
International Handbook of Public Management Reform, L.Wallis F.Goldfinch, Joe Shaun .8
2009
Jeong Chun Hai. (2007). Fundamental of Development Administration. Selangor: Scholar .9
Press
Governance of the Extended Enterprise: Bridging Business and IT Strategies, 2005 .10
https://en.wikipedia.org/wiki/French_Civil_Service .11
http://www.brookings.edu/~/media/research/files/reports/2008/8/26-egovernment- .12
west/0826_egovernment_west.pdf
https://publicadministration.un.org/egovkb/en-us/Reports/UN-E-Government-Survey- .13
2014
https://joinup.ec.europa.eu/community/nifo/og_page/egovernment-factsheets .14
http://unpan1.un.org/intradoc/groups/public/documents/un/unpan023308.pdf .15
http://www.ena.fr/ .16

20
 ‫ﺍﻟﻤﺤﺘﻮﻯ‬

‫ﺹ‪2‬‬ ‫ﻣﻘﺪﻣﺔ‬

‫ﺹ‪3‬‬ ‫ﺍﻟﻘﺴﻢ ﺍﻷﻭﻝ ﺍﻹﺩﺍﺭﺍﺓ ﺍﻟﻌﺎﻣﺔ ﻓﻲ ﻓﺮﻧﺴﺎ ﻭ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻷﻣﻴﺮﻛﻴﺔ‬

‫ﺹ‪3‬‬ ‫ﺍﻟﻔﺼﻞ ﺍﻻﻭﻝ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻷﻣﻴﺮﻛﻴﺔ‬

‫ﺹ‪3‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺗﺎﺭﻳﺨﻬﺎ ﻭ ﺍﻧﺸﺎﺋﻬﺎ‬

‫ﺹ‪4‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻷﺟﻬﺰﺓ ﺍﻟﺮﻗﺎﺑﻴﺔ ﻭ ﺍﻹﺩﺍﺭﻳﺔ‬

‫ﺹ‪4‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻟﺜﺔ ﺍﻟﺘﻘﺴﻴﻤﺎﺕ ﺍﻟﻮﻅﻴﻔﻴﺔ ﻭ ﺍﻧﻮﺍﻋﻬﺎ‬

‫ﺹ‪8‬‬ ‫ﺍﻟﻔﺼﻞ ﺍﻟﺜﺎﻧﻲ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ‬

‫ﺹ‪8‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺗﺎﺭﻳﺨﻬﺎ ﻭ ﺍﻧﺸﺎﺋﻬﺎ‬

‫ﺹ‪9‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻷﺟﻬﺰﺓ ﺍﻟﺮﻗﺎﺑﻴﺔ ﻭ ﺍﻹﺩﺍﺭﻳﺔ‬

‫ﺹ ‪10‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻟﺜﺔ ﺍﻟﺘﻘﺴﻴﻤﺎﺕ ﺍﻟﻮﻅﻴﻔﻴﺔ ﻭ ﺍﻧﻮﺍﻋﻬﺎ‬

‫ﺹ ‪14‬‬ ‫ﺍﻟﻘﺴﻢ ﺍﻟﺜﺎﻧﻲ ﺍﻟﻤﻘﺎﺭﻧﺔ ﺑﻴﻦ ﺍﻹﺩﺍﺭﺗﻴﻦ‬

‫ﺹ ‪14‬‬ ‫ﺍﻟﻔﺼﻞ ﺍﻷﻭﻝ ﺍﻭﺟﻪ ﺍﻟﺸﺒﻪ ﻭ ﺍﻹﺧﺘﻼﻑ‬

‫ﺹ ‪14‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺍﻭﺟﻪ ﺍﻟﺸﺒﻪ‬

‫ﺹ ‪15‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻹﺧﺘﻼﻑ‬

‫ﺹ ‪15‬‬ ‫ﺍﻟﻔﺼﻞ ﺍﻟﺜﺎﻧﻲ ﺍﻟﺤﻜﻮﻣﺎﺕ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ‬

‫ﺹ ‪16‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻷﻭﻟﻰ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﻓﻲ ﺍﻟﻮﻻﻳﺎﺕ ﺍﻟﻤﺘﺤﺪﺓ ﺍﻷﻣﻴﺮﻛﻴﺔ‬

‫ﺹ ‪17‬‬ ‫ﺍﻟﻔﻘﺮﺓ ﺍﻟﺜﺎﻧﻴﺔ ﺍﻟﺤﻜﻮﻣﺔ ﺍﻹﻟﻜﺘﺮﻭﻧﻴﺔ ﺍﻟﻔﺮﻧﺴﻴﺔ‬

‫ﺹ ‪20‬‬ ‫ﺍﻟﺨﺎﺗﻤﺔ‬

‫ﺹ ‪23‬‬ ‫ﺍﻟﻤﻠﺤﻖ‬

‫‪21‬‬
 ‫ﺍﻟﻤﻠﺤﻖ‬

‫ﺍﻟﺘﻘﺴﻴﻤﺎﺕ ﺍﻻﺩﺍﺭﻳﺔ ﻓﻲ ﺍﻟﺪﻭﻟﺘﻴﻦ‪:‬‬

‫‪22‬‬