This qualitative case study examined the recruitment and hiring practices of an urban district. Participants in this study included five district-level, human resource staff members and six campus principals. Data collected and analyzed including audio recordings of semi-structured interviews of each participant and documents at the district and campus levels used during the recruitment and hiring processes. The findings suggested that there is evidence of the district's use of the fit theory and culturally relevant pedagogy, and there is potential value in uniting and using both theories to identify and hire culturally responsive teachers. Findings also suggested that some tenets of both theories overlap, and some were more evident and more valued in the district processes than others. Since urban schools tend to experience significant staffing challenges and require teachers who are more culturally responsive, this study has the potential to help district and campus leaders examine their current hiring practices and establish stronger connections to the fit theory and culturally relevant pedagogy tenets.

Baptists regard ecclesiology as the field where they provide a unique contribution to Christian theology and practice. Yet, the Baptist Principles that summarize the distinctive beliefs of Baptists have not much to say about the position and role of the Baptist pastor. Instead, they emphasize the equality of all church members and their individual rights to participate and decide in church matters. This thesis investigates the theology of ministry from contemporary Baptist sources in South African and German contexts. The author takes from his own experience of ministry in both countries, but researches literature also from a wider range of backgrounds. The first part provides a discussion of Baptist ecclesiology with a view to the topic of ministry. The Baptist Principles are scrutinized with specific focus on the Principles of the priesthood of all believers and of congregational church government. They allow for a variety of interpretations, but on the whole limit the position of the pastor rather than positively describing it. The same is true for the German Baptists' creedal document Rechenschaft vom Glauben. The author of this thesis sees his particular contribution to the topic in providing a positive characterization of the Baptist pastor. He does so in the second part where he presents four pairs of marks of the pastor. "Called and Gifted" describes the divine origin of ministry. Both marks are not exclusive to pastors, but also have a general meaning that includes all church members. "Ordained and Trained" is summarized as a secondary category, which shows the human institutions and prerequisites for ministry. "Leader and Servant" is a seeming contradiction in terms, but has become idiomatic as a combined term to describe the Christian way of leadership, as proclaimed by Jesus. "Preacher and Shepherd" are both synonyms for the pastor. They emphasize different aspects of ministry, but can also be interpreted as contrasting in focus. In his conclusion, the author relates the marks of the pastor to the Baptist Principles. From there, he formulates challenges for the understanding of pastors in Baptist churches in Germany and in South Africa. / Systematic Theology / D. Th.(Systematic Theology)

This thesis contends that the pastoral role is significant to the effective functioning and well-being of the church. Therefore, the initial selection of a pastor is a vital component and contributes to those desirable outcomes. The question being considered within this thesis is: What are the factors within a church hiring process which may play a role in successful or unsuccessful pastoral ministry? As there are many variables even within this process, the scope of this thesis is limited to the identification and selection of pastoral leadership from the perspective of the pastoral participants. This perspective is drawn from one denominational association in Ontario —the Fellowship of Evangelical Baptists (FEB hereafter) within the Central region of Canada. In examining this question, an empirical, mixed-methodology is used. The triangulation of a literature review, surveys, personal interviews and a biblical, theological treatment allowed for the most comprehensive perspective and treatment of the research question (Leedy, 2010, p. 99). There is a significant amount of inductive reasoning included, based upon personal interactions within cultural contexts and experiences. This is due to the inadequacy or lack of current theories and available literature relative to the question being studied. This motivates me towards the inclusion of a grounded theory methodology as a component of this study (Leedy, 2010, p. 142). Hiring the right pastor is a challenge at the best of times. As the church struggles to respond to a rapidly changing and diverse culture it presents greater challenges. Rates of pastoral turnover are high and the general duration of pastoral ministry is low. This, in turn, impacts ministry effectiveness. This study of hiring practices and pastoral experiences begins to identify elements as to why some pastors are successful and others are not. It allows for the reflection and consideration of whether the church is, what I have termed, “Equipping the Called, or Calling the Equipped”. There is cause for hope, as there always is within God’s church. This thesis identifies concerns, as well as some positive practices and experiences that can be helpful to inform practice and potential change. As Osmer acknowledges, “observing good practice in other congregations is a powerful source of normative guidance” (Osmer, 2008, p. 152). / Practical Theology / M. Th. (Practical Theology)

This research study investigates the current staffing processes at the former South African Model C schools in the Eastern Cape Department of Education and aims to identify critical issues regarding staffing processes employed by SGBs of former South African Model C schools. It suggests guidelines in support of a more transformative staffing process to address the gap between the staffing needs of SGBs and departmental policy for transformative staffing, and recommends strategies that can be applied by SGBs to address challenges concerning transformative staffing. An in-depth investigation of the literature revealed that much of governance depends on partnerships among different institutions and the great need to teach SGBs and other stakeholders how to collaborate—not just how to monitor or adhere to contracts. The literature revealed that school governance, although complex, is an important part of the education systems around the world (especially in South Africa). A qualitative research design and methodology were employed to investigate the phenomenon of staff transformation at former Model C schools in the Eastern Cape Department of Education by means of interviews with participants. A complete and strict process for ethical clearance was followed to validate the study. The empirical investigation revealed that there are no clear transformational guidelines from the Department of Education (DoE), which creates the notion that former Model C schools are not compelled to transform their staff to be representative of the demographics of their learners. In addition, the data revealed that some SGBs are particularly resistant to staff transformation at their schools because (as some have put it) their schools are for white people in the same way as township schools are for black and coloured people. They do not see the need for the transformation of staff at their schools, because even black parents choose to send their children to former Model C schools for the quality of education offered by these schools. The study further revealed that most of the principals are concerned about the lack of role models for the overwhelming number of learners of colour at their schools; they acknowledge the need for urgent staff transformation at their schools. Based on the findings of the study, a transformative framework for staffing former Model C schools was developed. This framework requires the collaborative cooperation of all the stakeholders to transform the staff of the former Model C schools in the Eastern Cape Department of Education successfully and efficiently. / Hierdie navorsingstudie ondersoek die huidige personeelvoorsieningsprosesse by die eertydse Suid-Afrikaanse Model C-skole in die Oos-Kaapse Departement van Onderwys en stel ten doel om kritieke vraagstukke ten opsigte van personeelvoorsieningsprosesse te identifiseer wat deur skoolbeheerliggame (SBLe) van eertydse Suid-Afrikaanse Model C-skole gebruik word. Dit stel riglyne voor ter ondersteuning van ’n meer transfomatiewe personeelvoorsieningsproses om die gaping tussen die personeelbehoeftes van skoolbeheerliggame en die departementele beleid vir transformatiewe personeelvoorsiening te vernou en stel ook strategieë voor wat deur die skoolbeheerliggame gebruik kan word om uitdagings wat betref transformatiewe personeelvoorsiening die hoof te bied. ’n Omvattende ondersoek van die literatuur dui daarop dat die bestuur in ’n groot mate afhang van vennootskappe tussen verskillende instellings en die groot behoefte om skoolbeheerliggame en ander belanghebbers te leer hoe om saam te werk ‒ nie net hoe om kontrakte te moniteer of na te kom nie. Die literatuur het ook aan die lig gebring dat die bestuur van skole, hoewel ’n kompleks saak, ’n belangrike deel van onderwysstelsels wêreldwyd is (veral in Suid-Afrika). ’n Kwalitatiewe navorsingsontwerp en -metodologie is gebruik om die verskynsel van personeeltransformasie by eertydse Model C-skole in die Oos-Kaapse Departement van Onderwys te ondersoek deur onderhoude met die deelnemers te voer. ’n Volledige en streng proses vir etiese uitklaring is gevolg om die studie te bekragtig. Die empiriese ondersoek het gewys dat die Departement van Onderwys (DvO) geen duidelike transformasieriglyne gegee het nie, wat die opvatting ondersteun dat eertydse Model C-skole nie verplig is om te transformeer ten einde hulle personeel verteenwoordigend van die demografie van hulle leerders te maak nie. Bykomend hiertoe het die data aan die lig gebring dat sommige skoolbeheerliggame besonder weerstandig staan teenoor personeeltransformasie by hulle skole omdat (soos sommiges dit gestel het) hulle skole vir wit mense is op dieselfde manier as wat townshipskole vir swart en bruinmense is. Hulle sien nie die nodigheid om die personeel by hulle skole te transformeer nie omdat selfs swart ouers verkies om hulle kinders na eertydse Model C-skole vir die gehalte van die onderrig wat hierdie skole bied, te stuur. Die studie het ook gewys dat die meeste van die skoolhoofde besorg is oor die gebrek aan rolmodelle vir die oorweldigende aantal leerders van kleur by hierdie skole; hulle erken die behoefte aan dringende personeeltransformasie by hulle skole. ’n Transformatiewe raamwerk, gebaseer op die bevindings van die studie, is vir die personeelvoorsiening van eerstydse Model C-skole ontwikkel. Hierdie raamwerk verg die samewerking van al die belanghebbers om die personeel van die eertydse Model C-skole in die Oos-Kaapse Departement van Onderwys suksesvol en doeltreffend te transformeer. / Esi sifundo siphanda iinkqubo zokuqesha ezisetyenziswa kwizikolo zoMzantsi Afrika ezazifudula ziziiModel C kwiSebe lezeMfundo kwiphondo leMpuma Koloni. Injongo yaso kukuchonga imibandela etshis’ibunzi kwiinkqubo ezisetyenziswayo xa kuqeshwa abasebenzi ziikomiti ezilawula izikolo (iiSGB) zoMzantsi Afrika ezazifudula ziziiModel C. Sicebisa izikhokelo zokuxhasa inkqubo yenguqu ekuqesheni abasebenzi ukwenzela ukulungisa umsantsa ophakathi kwezidingo zokuqesha kweeSGB nomgaqo nkqubo wokuqesha obonakalisa inguqu, kwaye sinika iingcebiso ngamacebo anokwenziwa ziiSGB ekusabeleni imingeni emalunga nokuqesha okulandela inkqubo yenguqu. Uphando olunzulu loncwadi ludize ukuba ulawulo oluninzi luxhomekeke kwintsebenziswano phakathi kwamaziko ahlukeneyo kwanakwisidingo esikhulu sokufundisa iiSGB nabanye abathathi nxaxheba ngendlela yokusebenzisana – hayi nje ukuhlola okanye ukubambelela kwizivumelwano zengqesho (iikhontrakthi). Uncwadi ludize ukuba ulawulo lwezikolo, nangona lungxakangxaka, luyinxalenye ebalulekileyo yeenkqubo zemfundo kwihlabathi liphela (ngakumbi eMzantsi Afrika). Kwasetyenziswa indlela yophando lomgangatho ekuphandeni umbandela wokuqesha okubonakalisa inguqu kwizikolo ezazifudula ziziiModel C kwiSebe lezeMfundo kwiphondo leMpuma Koloni ngokwenza udliwano ndlebe nabathathi nxaxheba. Kwalandelwa inkqubo engqongqo yokuhlela ngendlela engenabuqhophololo xa kwakuqinisekiswa esi sifundo. Uphando olusekelwe ekuqwalaseleni amava lwadiza ukuba akukho migaqo nazikhokelo zokulandela inguqu kwiSebe lezeMfundo (iDoE), nto leyo inika uluvo lokuba izikolo ezazifudula ziziiModel C azinyanzelekanga ukuba ziguqule ubume babasebenzi ngendlela eya kuhambelana nobume namanani abafundi bazo. Ngaphezulu, idatha yaveza ukuba ezinye iiSGB aziyifuni inguqu ekuqesheni kwizikolo zazo ngoba (ngokokutsho kwabanye) izikolo zazo zezabantu abamhlophe ngendlela efanayo nokuba izikolo zasezilokishini izezabantu abantsundu nabebala. Ezo SGB azisiboni isidingo senguqu ekuqesheni abasebenzi kwizikolo zazo ngoba nabazali abantsundu bayazikhethela ukuthumela abantwana babo kwizikolo ezazifudula ziziiModel C kuba kufundiswa kakuhle kwezi zikolo. Esi sifundo saphinda sadiza ukuba uninzi lweenqununu luyakhathazeka kukungabikho kwabantu abangumzekelo omhle kubantwana abantsundu ezikolweni zazo; ziyavuma ezi nqununu ukuba kukho isidingo esingxamisekileyo senguqu ekuqesheni iititshala ezikolweni zazo. Okufunyaniswe kwesi sifundo kukhokelele ekuphuhliseni isikhokelo sokusebenza sokulandela inkqubo yenguqu ekuqesheni kwizikolo ezazifudula ziziiModel C. Esi sikhokelo sokusebenza sifuna intsebenziswano phakathi kwabathathi nxaxheba ekuguquleni abasebenzi kwizikolo ezazifudula ziziiModel C kwiSebe lezeMfundo kwiphondo leMpuma Koloni ngempumelelo nangokufezekileyo. / Educational Management and Leadership / Ph. D. (Education)

Baptists regard ecclesiology as the field where they provide a unique contribution to Christian theology and practice. Yet, the Baptist Principles that summarize the distinctive beliefs of Baptists have not much to say about the position and role of the Baptist pastor. Instead, they emphasize the equality of all church members and their individual rights to participate and decide in church matters. This thesis investigates the theology of ministry from contemporary Baptist sources in South African and German contexts. The author takes from his own experience of ministry in both countries, but researches literature also from a wider range of backgrounds. The first part provides a discussion of Baptist ecclesiology with a view to the topic of ministry. The Baptist Principles are scrutinized with specific focus on the Principles of the priesthood of all believers and of congregational church government. They allow for a variety of interpretations, but on the whole limit the position of the pastor rather than positively describing it. The same is true for the German Baptists' creedal document Rechenschaft vom Glauben. The author of this thesis sees his particular contribution to the topic in providing a positive characterization of the Baptist pastor. He does so in the second part where he presents four pairs of marks of the pastor. "Called and Gifted" describes the divine origin of ministry. Both marks are not exclusive to pastors, but also have a general meaning that includes all church members. "Ordained and Trained" is summarized as a secondary category, which shows the human institutions and prerequisites for ministry. "Leader and Servant" is a seeming contradiction in terms, but has become idiomatic as a combined term to describe the Christian way of leadership, as proclaimed by Jesus. "Preacher and Shepherd" are both synonyms for the pastor. They emphasize different aspects of ministry, but can also be interpreted as contrasting in focus. In his conclusion, the author relates the marks of the pastor to the Baptist Principles. From there, he formulates challenges for the understanding of pastors in Baptist churches in Germany and in South Africa. / Systematic Theology / D. Th.(Systematic Theology)

This thesis contends that the pastoral role is significant to the effective functioning and well-being of the church. Therefore, the initial selection of a pastor is a vital component and contributes to those desirable outcomes. The question being considered within this thesis is: What are the factors within a church hiring process which may play a role in successful or unsuccessful pastoral ministry? As there are many variables even within this process, the scope of this thesis is limited to the identification and selection of pastoral leadership from the perspective of the pastoral participants. This perspective is drawn from one denominational association in Ontario —the Fellowship of Evangelical Baptists (FEB hereafter) within the Central region of Canada. In examining this question, an empirical, mixed-methodology is used. The triangulation of a literature review, surveys, personal interviews and a biblical, theological treatment allowed for the most comprehensive perspective and treatment of the research question (Leedy, 2010, p. 99). There is a significant amount of inductive reasoning included, based upon personal interactions within cultural contexts and experiences. This is due to the inadequacy or lack of current theories and available literature relative to the question being studied. This motivates me towards the inclusion of a grounded theory methodology as a component of this study (Leedy, 2010, p. 142). Hiring the right pastor is a challenge at the best of times. As the church struggles to respond to a rapidly changing and diverse culture it presents greater challenges. Rates of pastoral turnover are high and the general duration of pastoral ministry is low. This, in turn, impacts ministry effectiveness. This study of hiring practices and pastoral experiences begins to identify elements as to why some pastors are successful and others are not. It allows for the reflection and consideration of whether the church is, what I have termed, “Equipping the Called, or Calling the Equipped”. There is cause for hope, as there always is within God’s church. This thesis identifies concerns, as well as some positive practices and experiences that can be helpful to inform practice and potential change. As Osmer acknowledges, “observing good practice in other congregations is a powerful source of normative guidance” (Osmer, 2008, p. 152). / Philosophy, Practical and Systematic Theology / M. Th. (Practical Theology)

Thesis (M. Tech.) -- Central University of Technology, Free State, 2008 / Blood transfusions carry a number of risks, one of which is transmitting HIV/AIDS from an infected donor. Since HIV is sexually and parenterally transmitted, the initial HIV risk management of donated blood in the early 1980‟s consisted of screening by visual assessment and completion of a lifestyle questionnaire, followed by deferral of practicing homosexual and bisexual male donors and intravenous drug addicts. The visual assessment was replaced by tests for antibodies directed against HIV, from the middle 1980‟s. In the early 1990‟s HIV was increasingly found in the black population of South Africa, particularly among black women. By 1998 0.26% of the received donations returned a positive test for HIV-1. In 1999 the South African Blood Transfusion Service (SABTS) Blood Safety Policy was introduced, including a donation HIV-risk categorization model which used the donor ethnic group, gender and donation history as indicators of the risk of exposure to HIV. The unacceptable use of the donor ethnic group as an indicator was the motivation to seek a suitable alternative donation risk categorization model which excludes the donor‟s ethnic group. The use of a more acceptable model with a high level of accuracy in predicting the risk of exposure to HIV has the potential of contributing to the reduced risk of HIV transmission through blood transfusion in South Africa. The aim of this study was to compare the suitability of four alternative models based on the information obtained from donors. Donations from new and lapsed donors were categorized in the highest applicable risk category in each model. The study was divided into two phases to achieve the aim. The first phase needed to determine suitable parameters for a model which uses the donor‟s age as an indicator. For this phase the ages of the regular donors returning an HIV-positive test result, were analysed. The second phase was to evaluate the effectiveness of the four suggested alternative blood donation risk categorization models against the model introduced by the SABTS in 1999. During this phase the donor demographic data and donation histories of donors who made donations at the Bloemfontein branch of the South African National Blood Service (SANBS) between October 2004 and September 2005, were analysed statistically. This phase honed in on two aspects to evaluate the effectiveness of the alternative models. Firstly the percentages of HIV-positive donations found in each risk category of each model, were determined as indicators of the residual risk of HIV-positive donations within the window period. Secondly the percentages of the collected blood donations allocated to each risk category within each model, were analysed to give an indication of the availability of “safe” blood associated with each of the models. The first phase of the study highlighted the difference in the age-group prevalence between male and female regular donors who returned an HIVpositive test result. Potentially suitable parameters for an Age-based Model were formulated by comparing this data with the ages of the donors who donated in Bloemfontein during the twelve months covered by this study. The second phase compared a Donation Interval Model, a Combination Model (using donation interval, gender and ethnic group as indicators), the SANBS 2005 Model (using age and gender as indicators) and an Agebased Model (using age and gender as indicators) with the SABTS 1999 Model (using gender and ethnic group as indicators). This study has shown that each of the models analysed has its advantages and disadvantages. The SANBS 2005 Model proved the best model without an ethnic indicator, for SANBS. Several recommendations regarding further investigation emanating from the results of this study were made.

The primary objective of this study was to evaluate recruitment policies and practices in the DPSA to determine challenges with the recruitment of competent and qualified candidates, since it is the custodian of human resources in the public service. Findings of this study revealed that if the DPSA’s well-crafted recruitment and selection policies were to be translated into practice, then the public service would be the employer of choice. This process could be hampered by the decisions taken by shortlisting and selection panels, which are reluctant to appoint candidates who are better qualified than them. The DPSA should create an enabling environment in which communication between management and non-management freely takes place without people being victimised. The findings of the study pointed to the necessity to invoke remedial measures and monitoring mechanisms that would ensure the effective execution of recruitment and selection policies and practices in the public service. / Public Administration / M.A. (Public Administration)

Text in Afrikaans / Die penologiese perspektief rakende die ontwikkeling/ doel en funksionering van leke-assessore is die onderwerp van hierdie verhandeling. Leke-deelname in die regsplegingstelsel kan terug­ gevoer word na 1657. Deur die latere oorname van Engelse regsbeginsels1 word die juriestelsel in die Suid-Afrikaanse reg geinkorporeer. Na die afskaffing van die juriestelsel in 1969 berus die beantwoording van sowel feite- as regsvrae slegs by die voorsittende beampte. Hierdie situasie is as onaan­ vaarbaar beskou en grater leke-deelname word bepleit. Dit is egter eers in 1991 dat die aanwending van leke-assessore in die Suid-Afrikaanse regstelsel 'n realiteit word. Een van die voorvereistes vir die aanstel van assessore is dat die aanstelling dienstig vir die regspleging moet wees. Die vraag waarmee penoloe en juriste worstel, is of die aanwending van assessore tans wel bevorderlik vir gesonde regspleging is. Uit empiriese navorsing het dit geblyk nie die geval te wees nie. Derhalwe word 'n opleidingsprogram vir assessore voorgestel / The subject of perspective on tioning of lay justice. this dissertation is a penological the development/ purpose and tunc­ assessors in the administration of The use of lay assessors can be traced back as far as 1657. As a result of the adoption of the British law principles/ the jury system was incorporated in South African law. After the abolition of the jury in 1969/ the answering of factual and judicial questions resides in the presiding officer. This situation was unacceptable and lay participation was advocated. The use of lay assessors became a reality in 1991. The prerequisite for the appointment of an assessor is that it should be expedient for the administration of justice. But are the use of lay assessors beneficial at this stage? From the empirical research it is evident that it is not beneficial at all and therefore the researcher recommends a training programme for lay assessors. / Penology / M.A. (Penologie)

Cette thèse présente l’évolution temporelle du lien entre les variables politiques et la mobilité des élites administratives dans la fonction publique provinciale au Canada. Considérant la relation entre le gouvernement et l’administration comme une relation mandant-mandataire (principal-agent), la littérature en administration publique décrit l'influence de diverses dynamiques politiques – par exemple un changement de parti au pouvoir – sur le degré d’intervention des gouvernements dans la dotation du personnel administratif. S’appuyant sur la notion de marché bureaucratique (Public Service Bargain) de Hood et Lodge (2006), la présente thèse estime que la relation entre les dynamiques politiques et la mobilité des fonctionnaires s’inscrit dans un contexte sociohistorique. Plutôt que de percevoir l’ensemble des relations politico-administratives comme présentant les caractéristiques de la théorie mandant-mandataire, avec de nombreux conflits pour l’atteinte des objectifs et une grande asymétrie des informations, cette thèse suggère que la mesure dans laquelle diverses dynamiques politiques poussent les gouvernements à procéder à des mises à pied ou à des nominations stratégiques varie avec le temps, en suivant les changements dans ce qui entoure les relations politico-administratives. Les statistiques descriptives et la régression logistique sont principalement utilisées pour analyser l’association entre les variables politiques et la mobilité, à l’aide d’une base de données originale repostant des changements de sous-ministres dans la fonction publique provinciale au Canada de 1920 à 2013. Les résultats empiriques permettent de conclure que l’influence des dynamiques politiques sur la mobilité des fonctionnaires varie en fonction des différents marchés bureaucratiques. Avant la mise en place d’une fonction publique professionnelle, où les relations politico-administratives s’inscrivaient dans un spoils bargain, les changements de gouvernement entraînaient une importante rotation des fonctionnaires. Cette pratique est conforme à un marché bureaucratique où les critères de compétences des fonctionnaires sont indéfinis, et où les fonctionnaires sont loyaux au parti au pouvoir. Dès la fin de la Deuxième Guerre mondiale, jusqu’aux années 1980, l’association entre les dynamiques politiques et la mobilité diminue grandement. Cette pratique correspond au marché bureaucratique de Schaffer (Schafferian bargain), où les gouvernements favorisent la connaissance technique des politiques et la bonne volonté des fonctionnaires à donner des conseils avisés aux membres du gouvernement, peu importe le parti au pouvoir. Dès les années 1980, les dynamiques politiques sont de nouveau associées à la mobilité. Or, non seulement les changements de parti, mais également l’élection de nouveaux chefs à la tête de ceux-ci entraînent une plus grande mobilité. Cette pratique va dans le sens du managerial bargain, où les nominations sont utilisées pour encourager l’allégeance à l’agenda gouvernemental et la compétence est comprise comme étant la bonne gestion du personnel et des ressources dans le but de répondre aux directives du gouvernement. Étudiant les actions stratégiques des gouvernements dans leur contexte sociohistorique, cette étude contribue de manière originale à l’administration publique et à la politique canadienne, en démontrant que les dynamiques politiques jouent un rôle quant à la mobilité des fonctionnaires, bien que la nature de ces dynamiques et l’étendue de leurs effets varient selon les époques, qui présentent des marchés bureaucratiques distincts. / This dissertation studies temporal variances in the relationship between political variables and the mobility of administrative elites in Canada’s provincial bureaucracies. Conceptualizing the association between the government and the bureaucracy as a principal-agent relationship, research in public administration has identified how various political dynamics – such as a transition in the governing party – affects the extent to which governments interfere in the staffing of bureaucratic personnel; removing incumbents and replacing them with persons who are believed to be loyal to government’s policy agenda. This dissertation contributes to this literature by identifying the historical contingencies with which political dynamics effect mobility. Drawing upon Hood and Lodge’s (2006) concept of a Public Service Bargain (PSB), the relationship between political dynamics and mobility is situated within a more precise social-historical context. Rather than approaching political-administrative relationships as universally reflecting the specifications of principal-agent theory – exhibiting a high incidence of goal conflict and information asymmetry – this work claims that the extent to which political dynamics prod governments to strategically dismiss and appoint personnel has varied over time, in tandem with shifts in the contours of political-administrative relationships; specifically, the nature of the bureaucracy’s competency and its loyalty. Primarily using descriptive statistics and logistic regression the association between political variables and mobility is tested with an original dataset of deputy minister turnover in Canada’s provincial bureaucracies between 1920 and 2013. Overall, the empirical evidence supports the conclusion that the effect that political dynamics have on bureaucratic mobility has varied over time across distinct PSBs. Prior to the development of the modern professional bureaucracy, where political-administrative relationships reflected a spoils bargain, transitions in the governing party resulted in increased mobility. Such actions are congruent with a PSB where the nature of governance is of a minimal character; there are no specifications concerning the bureaucracy’s competency; and the bureaucracy’s loyalty is of a partisan nature towards the governing party. Starting in the postwar period and lasting until the 1980s, the association between political dynamics and mobility is significantly reduced. Such is congruent with a Schafferian bargain where governments encourage technical knowledge of policies and a willingness amongst bureaucrats to provide frank counsel to government office holders, regardless of the party in power. Starting in the 1980s however, political dynamics are once again positively associated with mobility. Yet now, not only transitions in party, but all newly elected heads of government lead to increased mobility. This is consistent with a managerial bargain where appointments are used to encourage loyalty to the government’s policy agenda and competency is understood as the ability to manage personnel and resources to realizing the directives dictated by the government. Situating the strategic actions of governments within their social-historical context, this work makes original contributions to the fields of public administration and Canadian politics by showing that when it comes to bureaucratic mobility, political dynamics matter; but which dynamics, and the extent of their effects, vary over time across distinct PSBs.