In their attempts to create a comprehensive cybersecurity posture, chief information security officers (CISOs) can only be as effective as the resources they garner. In the federal context, budgets and spends are ultimately under the auspices of the agency heads who set priorities and direction. This study sought to gain insight on the impact of organizational power and politics in the cybersecurity post-budgetary process within U.S. federal government agencies through a comparative examination of budgeted versus actual spending. It addressed one research question: To what extent do power and politics impact the federal cybersecurity budgetary cash windfall allocation and the resultant organizational cybersecurity posture? The literature of organizational power and politics establishes means to measure the impact of individual and group power on budgets, funding, allocations, expenditures, and gamesmanship. Applied in the federal cybersecurity arena, the impact of power and politics on budgets and spend can be measured to better understand and mitigate risk factors in cybersecurity posture. A quantitative cross-sectional causal-comparative approach with a CISO survey was leveraged to study the topic ex post facto. The study utilized three phases of data collection from publicly available sources and primary data collection, as well as five phases of data analysis covering 2009 to 2016, to examine civilian cabinet-level agencies across the executive branch of the federal government. Findings showed that most agencies were budgeting cybersecurity in a comprehensive fashion. However, actual expenditures were significantly reduced from budgetary allocations and remained focused on the area of technology, leaving the people, process, and policy aspects of cybersecurity posture at times unfunded. Further, the results showed that the agency head and CISO had little to no power or political connectedness and there were intractable barriers against improving their dyadic relationship. The CISO’s career at the agency and political awareness, among other factors, were statistically significant in predicting the differences of cybersecurity technology budgets and spends, but the greatest effect was seen in agency head connectedness and political connectedness. Considering the vital importance of the CISO in the federal sphere, these findings point to issues that need to be further studied and addressed to effectuate a comprehensive cybersecurity posture.

Thesis (PhD)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: The management of change in the South African public sector is facing a number of challenges. An integrated management model for the effective management of change in public sector organisations, which recognises the characteristics and environment of the public sector and integrates different approaches towards the management of organisational change, is not generally known or available to change agents in the public sector. The overall research objective is to develop an integrated management model for the effective management of change in the public sector. The differences and similarities in the management of change in public and private sector organisations will also be examined. Strategic management, organisational development and transformation as approaches towards management of change are analised in terms of processes, techniques, interventions and guidelines to manage the organisation through the change process. The concepts of organisation culture, leadership, power, authority, communication, ethics and role of change agents are studied. International case studies of the transformed public sectors of the United States of America and Britain are examined for guidelines that can be applied to the South African public sector. The case studies revealed that the success of public sector transformation resulted from the application of private sector management principles and practices. From the author's research it was found that changes in the political, economic and socio-cultural environment of the South African public sector, the new Constitution, new legal and policy frameworks, directives for transparency and inclusivity as well as the required social, political and administrative organisational cultures have a strong impact on the process and contents of management of change in the public sector. Supporting evidence was found that the application of strategic .management in the public sector provides direction for organisations, assists in analysing the external environment systematically and promotes the co-ordination of change management activities, provided the characteristics of the public sector are taken into account. Organisational culture can be changed through incremental processes and actions whilst culture replacement can be managed through revolutionary processes. Leaders and change agents should consolidate management and organisational behavioural competencies in an integrative approach towards the management of change. They must also aquire and demonstrate the necessary knowledge and skills to give direction, empower, communicate, validate, advise and inspire people on organisational, group and individual level. The change process requires a well planned and broadly consulted communication plan, structures and channels. Internal change agents (leaders, managers, etcetera) and external change agents (consultants, new members of top management, etcetera) should be appointed as members of a multi-disciplinary transformation team that will plan, facilitate and monitor the change process. Through research, the author has developed an integrated management model for the management of change in the public sector, comprising of 5 phases and 16 steps, some of which should be executed simultaneously and others consecutively to ensure a holistic process and the advantages of integrating the various approaches towards the management of change in the public sector. / AFRIKAANSE OPSOMMING: Die bestuur van verandering in die Suid-Afrikaanse publieke sektor kom voor verskeie uitdagings te staan. 'n Geintegreerde bestuursmodel vir die effektiewe bestuur van verandering in publieke-sektor-organisasies, wat die aard en omgewing van die publieke sektor erken en verskeie benaderings tot die bestuur van organisasieverandering integreer, is nie algemeen aan veranderingsagente in die publieke sektor bekend of beskikbaar nie. Die oorkoepelende navorsingsdoel is om 'n ge"integreerde bestuursmodel vir die effektiewe bestuur van verandering in die publieke sektor te ontwikkel. Die wesenlikheid van verskille en ooreenkomste in die bestuur van verandering in die privaat- en publieke-sektor-organisasies word ondersoek. Strategiese bestuur, asook organisasie-ontwikkeling en -transformasie, word ontleed as benaderings tot bestuur van verandering in terme van prosesse, tegnieke, intervensies en riglyne wat gevolg kan word om organisasies deur die veranderingsproses te bestuur. Die konsepte van organisasiekultuur, leierskap, mag, gesag, kommunikasie, etiek en die rol van veranderingsagente word ondersoek. Internasionale gevallestudies van die getransformeerde publieke sektore van die Verenigde State van Amerika en Brittanje word ondersoek vir riglyne wat in die Suid-Afrikaanse publieke sektor toegepas kan word. Die gevallestudies het aan die lig gebring dat die suksesvolle publieke-sektortransformasies die gevolg was van die toepassing van privaatsektorbestuursbeginsels. Uit die skrywer se navorsing is bevind dat die politieke, ekonomiese en sosio-kulturele omgewing van die Suid-Afrikaanse publieke sektor, die nuwe Grondwet, verskeie nuwe wetgewende en beleidsraamwerke en direktiewe aangaande deursigtigheid, inklusiwiteit sowel as die vereiste sosiale, politieke en administratiewe organisasiekulture, 'n sterk impak op die proses en program vir die bestuur van verandering in die publieke sektor het. Ondersteunende bewys is gevind dat, met inagname van die unieke aard van die publieke sektor, strategiese bestuursprosesse rigtinggewend vir die publieke-sektor-organisasies is. Hierdie bestuursprosesse help om veranderings in die eksterne omgewing sistematies te ontleed, en dit bevorder die koordinerinq van veranderingsaktiwiteite. Veranderingsagente moet toesien dat bestuurskundigheid met organisasiegedragskundigheid gekonsolideer word in 'n qeinteqreerde benadering tot die bestuur van verandering. Organisasiekultuurverandering kan deur inkrementele prosesse en aksies plaasvind terwyl organisasiekultuurvervanging deur revolusionere prosesse plaasvind. Leiers wat verandering effektief wil lei moet paslike kundigheid en vaardighede bekom en demonstreer ten einde rigtinggewend, stroombelynend, bemagtigend, kommunikerend, fasiliterend, adviserend en inspirerend op organisasie-, groep- en individuele vlak te wees tydens organisasieverandering. Die veranderingsproses vereis 'n kommunikasieprogram en kommunikasiestrukture en -kanale wat deeglik gekonsulteer, beplan en ge'implementeer is. Interne veranderingsagente (Ieiers, bestuurders, ensovoorts), en eksterne veranderingsagente (konsultante, nuwe lede van topbestuur, ensovoorts), behoort as lede van 'n multi-dissiplinere transformasiespan aangestel te word om die veranderingsproses te beplan, te fasiliteer en te moniteer. Die skrywer het 'n qeintegreerde bestuursmodel vir die bestuur van verandering in die publieke sektor uit die navorsing ontwikkel, wat uit 5 fases en 16 stappe bestaan. Sommige van die stappe behoort gelyktydig en ander stappe agtereenvolgend uitgevoer te word ten einde 'n holistiese proses en die voordeel van die integrasie van verskeie benaderings tot die bestuur van verandering in die model te verseker.

The term profession is found throughout the scholarly literature; despite frequent use of the term, there exists little or no means of providing a common conception of the term. Consequently, calls for increasing professionalization of public administration appear to be premature. Therefore, this dissertation utilizes inductive research to generate theory, which synthesizes the inchoate concept of the professional public administrator. The motivation to pursue this line of inquiry stems from a personal need to weigh in on the perennial debate about what skills, knowledge, and information should be communicated to future generations of public administration thinkers and practitioners. To that end, this research will provide a theoretical framework grounded in the literature, which federates the term professional and the professional concept in such a way that purposeful debates can be had. It is, as will be shown, an attempt to link understanding and interpretation. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2016. / FAU Electronic Theses and Dissertations Collection

Veiklos auditas – nauja viešojo sektoriaus institucijų veiklos kontrolės forma, analizuojanti ne finansinį tam tikros institucijos, o būtent veiklos, rezultatų pasiekimo aspektą, pasaulyje atsiradusi apie 1979 metus. Lietuva – jauna valstybė, neturinti itin daug viešojo sektoriaus institucijų veiklos audito patirties bei tradicijų šioje srityje, nėra ir pakankamai teisės aktų, reglamentuojančių veiklos audito procesą, taigi išsiaiškinti, išanalizuoti ir pritaikyti praktikoje kitų pasaulio valstybių veiklos audito atlikimo principus yra itin aktualu. Taigi toks ir yra pagrindinis mokslinio tiriamojo darbo “Įvairių šalių audito patirties lyginamoji analizė” tikslas: išanalizuoti trylikos pasaulio valstybių (Prancūzijos, Italijos, Olandijos, Vokietijos, Čekijos, Vengrijos, Didžiosios Britanijos, Suomijos, Norvegijos, Kanados, JAV, Australijos ir Slovėnijos) veiklos audito atlikimo procesą ir pateikti pasiūlymus, kas turėtų būti keičiama Lietuvos Respublikoje atsižvelgiant į pasaulio praktiką. / Performance audit is a new form of control of public sector institutions, which analyses not financial, as usually, but performance and achievements of results aspects in these institutions. This type of audit could be dated to 1979. Lithuania is very young country which does not have sufficient experience and traditions in performance audit, there are no appropriate amount of legislation for performance audit and its process regulation so it is eminently topical question to find out, analyze and put in practice the experience of other countries in performance audit principles and its process. So the main idea of the study “Comparative analysis of audit experience in various countries” is to analyze the process of performance audit in thirteen countries (France, Italy, Netherlands, Germany, Czech, Hungary, Great Britain, Finland, Norway, Canada, USA, Australia and Slovenia) and to offer the suggestions how the situation of performance audit system could be changed and improved in Lithuania by the practice of other countries. In the order to realize the main idea of the study, the author analyzes basic phases of performance audit process, such as the planning of performance audit, audit evidence, data analysis and reporting. In accordance with these phases of performance audit all thirteen countries are compared with each other; the author is looking for similarities and differences, advantages and defects of every single country and is system of performance audit: for... [to full text]

This thesis will examine theatrical changes which were taken place in Britain in the 1990s as an influence of Thatcherite capitalism. There are two bases in developing that subject. The first is that arts subsidy, namely, money, has been more responsible for the changes than directors and playwrights have. The second is that the changes were basically undesirable, because they resulted in the dominance of capitalist values in theatre, under which theatre companies inevitably compete with each other, and are, thereby, increasingly inclined towards safe, popular, commercial products. By contrast, alternative oppositional activities that can play a role in checking and balancing the dominant capitalist cultural values becoming marginalised. It can be, thus, said that this thesis will critically explore the undesirable legacy of Thatcherism on the theatre economics and management of the 1990s.To this end, it will examine several sub-subjects. Chapter I deals with the British politics and economics of the 1980s and 1990s as background for the changes which also took place in theatre during the 1980s and 1990s. Chapter II will explore the two different attitudes of the Arts Council which has been in charge of distributing money [arts subsidy] to theatre companies since its formation in 1946; one prior to Thatcher's government and the other during Thatcher's government of the 1980s. Chapter III will examine the general theatrical economics and management of the 1990s. Chapter IV will deal with money from the national lottery in order to see how much it has contributed to theatre companies in terms of theatre economy. Chapter V is a case study to illustrate how the West Yorkshire Playhouse as one of the leading regional theatre companies has been managerially affected by post-Thatcherite theatre economy. Chapter VI is another case study to illustrate how Red Ladder as one of the leading political theatre companies in the 1970s has been deradicalised by Thatcherite capitalism in the 1980s and post-Thatcherite theatre economy of the 1990s.This thesis, with its critical tone on the changes, will illustrate, implicitly or explicitly, ways by which the undesirable state of the British theatre in the 1990s may be rescued. At the same time, I hope this thesis to serve as a ground for debates for the betterment of the British theatre in the future.

The Diploma thesis is intended on methods of Management in public administration. First, theoretical part is dedicated to historical periods of public administration in Czech Republic and classification of Management in public administration. Second part is orientated on implementation of selected methods in public organization in Czech Republic.

A research report submitted to the Faculty of Science, University of Witwatersrand, Johannesburg in partial fulfilment of the requirements for the degree of Master of Science (Environmental Science). Johannesburg, 2017. / South Africa’s SDFIs have potential to play a critical role in fostering environmental compliance in the mining industry. Their role is particularly important in the small-scale and junior mining sector which is usually shunned by private finance institutions because of high environmental credit risk. Equipped with knowledge and experience of working with clients across different sectors and their potential leadership role in technology transfer, SDFIs can leverage their position in acting as trusted third party environmental regulation enforcers. Financial institutions have long been criticised for showing little interest in environmental impacts of their clients while concentrating on profit maximisation. This study sought to investigate the response by financial institutions to this criticism through evaluating the role of SDFIs in fostering environmental compliance by small-scale and junior mining companies which are generally viewed as having a poor environmental compliance record. Through the twin qualitative research methods of interviews and document analysis, the role of three state-owned development finance institutions in fostering environmental regulation compliance by small-scale mining enterprises in South Africa was evaluated. The study revealed that SDFIs explicitly and implicitly provide a wide range of products and services which help small-scale and junior miners in complying with environmental regulations. The study also found that, while SDFIs are beginning to adopt market-based mechanisms to encourage environmental compliance, they still heavily rely on command and control mechanisms as a way of mitigating environmentally related risks arising from financing mining companies. / LG2018

M.. Tech. (Human Resource Management, Faculty of Management Sciences), Vaal University of Technology / In today’s globally competitive and modern environments, organisational plans often fail due to the lack of succession planning. However, numerous organisations often fail to prepare for the inevitable departure of employees, especially in strategically high-level positions. Succession planning is a means of identifying critical management positions starting at lower level management and extending up to the highest position in an organisation. Unlike workforce planning, succession planning focuses more on advancing the employees’ skills in order to achieve the organisational objectives. There is no organisation that can exist forever in its present composition as there must be some form of succession or else the organisation will become obsolete. Succession planning plays an imperative role in today‘s competitive world. There are many factors that influence the stability of an organisational workforce, among which are illness and attrition. Another essential factor, which has taken the world by storm, is the retirement of the baby boomer generation in both in the private and the public sector. This is presenting a challenge within organisations, as they are going to lose talented and experienced employees and makes succession planning more needed more than ever before. Succession planning is an ongoing process that assists the organisation to align its goals with its workforce, as well as preserving the best talent for the future. It makes the organisation ready to face the challenges presented by the vacant key and critical positions. Succession planning is one of those human resource planning strategies utilised to forecast the talent demand that the organisation will require for achieving its future goals. The main purpose of this study was to examine the succession planning current practices and internal succession barriers, and determine their relationship with intentions to leave within the public service of a developing country. The research methodology used to conduct the study is a combination of a literature review and an empirical study. The probability sampling technique, which involves using simple random sampling, was utilised to select the sample for the study. The primary data were collected using a structured questionnaire. The measuringinstrument contained 25 items. The instrument was pilot-tested with 87 respondents one month prior to the main survey. The questionnaire was hand delivered to all the participants. For the main survey, data from 250 respondents were collected and analysed. Participants in the study involve officers, managers and directors in the public service of a developing country. Data were analysed with the Statistical Package for Social Sciences (SPSS) version 20.0. The Cronbach’s alpha coefficients of the various sections of the measuring instrument were computed to establish construct validity. Content validity of the scale was ascertained by pre-testing the questionnaire with employees in the public service. Exploratory factor analysis was conducted for variables in Section B of the research instrument. Convergent validity was assessed through correlation analysis using Pearson’s correlation coefficient in order to establish relationships between succession planning current practices and intentions to leave, as well as between internal succession barriers and intentions to leave the public service. Analysis was done using descriptive statistics on the demographics information of respondents. The results were also interpreted through the exploratory factor analysis, correlation and regression analysis. The results showed that two major factors of succession planning, namely replacement planning and grooming, correlate negatively with intentions to leave. The internal succession barriers also have a negative correlation with intentions to leave. Subsequent to these findings, it is recommended that the public service implement succession planning appropriately and eliminate the barriers thereof in order to retain its workforce. Based on the findings emanating from the empirical survey it was revealed that if succession planning is implemented appropriately and factors such as replacement planning and grooming are taken into consideration, employees holding key positions may be likely to be retained. Therefore, it was recommended that prior to undertaking succession planning a mission, vision and values that accommodate the contributions of employees should be developed. It was recommended also that when implementing succession planning, clear, transparent and objective criteria should be followed to achieve the optimal results. It is further recommended that the following succession planning best practices should be adopted by the public service to ensure that succession planning is implemented and practised successfully: Facilitation of an outside private consultant − for succession planning to be effective and rewarding in the public service it should be facilitated by an outside private consultant. Understanding of factors that influence succession planning − the public service should understand the necessity to know and address factors that influence willingness to share knowledge by employees. The study concludes by recommending that barriers that hinder succession planning should be avoided by adhering to the following suggestions: Longer terms of appointment should be provided for top public service employees Succession planning should be listed as one of the priorities in the public service strategic plan in order to be included in the budget Young vibrant and competent employees be motivated, groomed and prepared to apply for leadership or key positions in the public sector

Political, economic , technological and social changes that occurred in recent decades have led governments around the world, to implement the Public Administration Management, replacing Public Administration Bureaucratic, which has become obsolete, but it is still widely used. In Brazil, the administrative reform of the State has been implemented since the mid 1990s, along with other structural reforms, bringing with it the promise of efficiency, but also issues related to the change process. This study has the general objective, identify the perception of educations technical workers (TAEs) of the Federal University of Santa Maria (UFSM), about the characteristics elements of the cultural dimension of Public Administration Management. We list three specific objectives: 1 ) write a history of the models of public administration; 2 ) write a history of public service in Brazil; 3 ) verify the perception of TAEs about characteristics elements of the cultural dimension of Public Administration Management. In terms of methodology, first we conducted a literature review to define the most important concepts, and meet the first and second objectives. Then we use the quantitative method, and the sample survey technique to fulfill the third objective. Sampling was performed by defining a simple random sample, comprising TAES of UFSM, that make up the population studied. Data were collected through a structured questionnaire application, hosted on Google Forms platform, with the access link sent to the email of selected workers. The purpose of the data collection process was to ensure the anonymity of respondents. Finally, the data were analyzed using descriptive statistics and the results evaluated from the perspective of rational choice theory and logic of collective action. The results from the analysis of the data allows us to conclude that TAE of UFSM is currently a qualified Professional, with higher education to that required for admission to the post. Briefly, we conclude that the characteristics elements of the cultural dimension of Public Administration Management, have a high degree of acceptance among research participants. The percentage of agreement to some degree (partially or fully) the relationship between the searched elements and the efficiency in the public service are between 74,3% and 95,8%. Finally, when asked: I know what the Public Administration Management, 37,2% said they did not know what it is about this administrative model, while the remaining 62,8% said they know. Among these latter, the vast majority also agree to some degree with the implementation of the Public Administration Management in UFSM. / As transformações políticas, econômicas, tecnológicas e sociais, ocorridas nas últimas décadas, têm levado os governos ao redor do mundo, na busca pela eficiência administrativa, a implementar o modelo Gerencial de Administração Pública, em substituição ao modelo Burocrático, que se tornou obsoleto, mas ainda é amplamente utilizado. No Brasil, a reforma administrativa do aparelho do Estado vem sendo implantada desde meados da década de 1990, juntamente com outras reformas estruturais, trazendo consigo a promessa de eficiência, mas também problemas, ligados ao processo de mudança. O presente estudo tem como objetivo geral, identificar a percepção dos servidores técnico-administrativos em educação (TAEs) da Universidade Federal de Santa Maria (UFSM), quanto aos elementos que caracterizam a dimensão cultural da Administração Pública Gerencial. Para que o objetivo principal do trabalho fosse alcançado, elencamos três objetivos específicos: 1) elaborar um histórico dos modelos de Administração Pública Patrimonialista, Burocrática e Gerencial; 2) elaborar um histórico do serviço público no Brasil; 3) verificar a percepção dos TAEs quanto aos elementos que compõe a dimensão cultural da Administração Pública Gerencial. Em termos metodológicos, primeiramente realizamos uma pesquisa bibliográfica visando, além da definição dos conceitos mais importantes, o embasamento necessário ao cumprimento dos dois primeiros objetivos. Em um segundo momento, foi utilizado o método quantitativo, e a técnica de levantamento amostral, visando alcançar o terceiro objetivo. A amostragem foi realizada através da definição de uma amostra aleatória simples, composta por TAEs da UFSM, que integram a população estudada. Os dados analisados foram coletados através de aplicação de questionário estruturado, hospedado na plataforma Google Forms, cujo link de acesso foi enviado para o e-mail dos servidores selecionados. Tal processo de coleta de dados visou, além da celeridade no processo, garantir o anonimato dos respondentes. Por fim, os dados foram analisados através de estatística descritiva, e os resultados, avaliados sob a perspectiva da teoria da escolha racional e da lógica da ação coletiva. Os resultados obtidos a partir da análise dos dados nos permitem afirmar que o TAE da UFSM é, atualmente, um profissional qualificado, com escolaridade superior à exigida para ingresso no cargo, e que reúne todas as condições para prestar um serviço eficiente e célere, mas que é gerido por uma estrutura administrativa Burocrática deficiente, que não aproveita o potencial humano de que dispõe e que, pelos mecanismos de seu funcionamento, pode desmotivar o trabalhador. Além disso, de forma resumida, podemos dizer que os elementos que compõe a dimensão cultural da Administração Pública Gerencial, e que visam à eficiência e racionalização administrativas, apresentam um elevado grau de aceitação entre participantes da pesquisa. O percentual de concordância em algum grau (parcialmente ou totalmente) com a relação entre os elementos pesquisados e a eficiência no serviço público variam de 74,3% a 95,8%. Finalmente, ao serem confrontados com a assertiva Eu sei o que é a Administração Pública Gerencial, 37,2% disseram não saber do que se trata tal modelo administrativo, enquanto os demais 62,8% afirmaram saber. Dentre, esses últimos, a imensa maioria também concorda em algum grau com a implantação da Administração Pública Gerencial na UFSM.

Submitted by Renata Lopes (renatasil82@gmail.com) on 2017-09-20T17:33:52Z No. of bitstreams: 1 renatafrancisconfaria.pdf: 2538924 bytes, checksum: ef6f2ea5b2b3c28c962394cf801ba716 (MD5) / Approved for entry into archive by Adriana Oliveira (adriana.oliveira@ufjf.edu.br) on 2017-09-22T15:17:36Z (GMT) No. of bitstreams: 1 renatafrancisconfaria.pdf: 2538924 bytes, checksum: ef6f2ea5b2b3c28c962394cf801ba716 (MD5) / Made available in DSpace on 2017-09-22T15:17:36Z (GMT). No. of bitstreams: 1 renatafrancisconfaria.pdf: 2538924 bytes, checksum: ef6f2ea5b2b3c28c962394cf801ba716 (MD5) Previous issue date: 2017-08-21 / Esta pesquisa tem como objetivo construir a história de uma Política de Saúde para os Trabalhadores Públicos Federais, a partir da escuta destes buscando a percepção destes Trabalhadores quanto à relação trabalho/adoecimento diante das transformações nas relações, condições e organização do trabalho advindas a partir da implantação do gerencialismo na Administração Pública. O método de pesquisa utilizado para a realização desse estudo foi sustentado no conceito de pesquisa qualitativa. Os sujeitos dessa pesquisa foram os Trabalhadores Públicos Federais que atuam no mínimo há 30 anos no Instituto Nacional do Seguro Social, nas Agências da Previdência Social Morro da Glória, Largo do Riachuelo e Seções Administrativas da Gerência Executiva de Juiz de Fora. Para trazer a discussão proposta, esta dissertação foi dividida em 3 capítulos. No Capítulo 1, discorremos sobre o processo de mudanças no mundo trabalho, trazendo o signficado do trabalho na contemporaneidade, aliado às alterações advindas com o projeto neoliberal e consequentemente inseridas na reforma do Estado, sob a lógica de um modelo gerencial de gestão na Administração Pública. No capítulo 2, foi realizado um histórico da Saúde do Trabalhador, seguindo da discussão para a Saúde para o Trabalhador Público Federal e finalizando com algumas pesquisas realizadas acerca da relação trabalho/adoecimento dos Trabalhadores Públicos. No capítulo 3 apresentamos o caminho metodológico e a sistematização dos dados da pesquisa realizada. Como resultado evidenciamos que os Trabalhadores Públicos Federais que atuam nas APS Morro da Glória e Largo do Riachuelo e Seções Administrativas da GEX/Juiz de Fora reconhecem o impacto trazido pelos novos instrumentos de gestão na organização e realização do trabalho, à saúde dos Trabalhadores Públicos Federais que vem gerando adoecimento; não houve por parte da instituição nestes 30 anos de exercício profissional, programas de prevenção e promoção á Saúde de seus Trabalhadores; há um desconhecimento por parte dos Trabalhadores do que é o SIASS e de suas ações, sendo este o executor da Política de Atenção à Saúde do Trabalhador Público Federal, reconhecendo-o apenas como responsável pela realização perícia médica / This study aims to build the history of Health Policy for Federal Civil Workers, by listening to them and seeking their perception regarding the link between work and illness in the face of the changes in the work relations, conditions and organization arising from the implementation of managerialism in Public Administration. The method used to conduct this research was based on the concept of qualitative research. The subjects of this research were the Federal Civil Workers who have worked for at least 30 years at the National Institute of Social Security, the Social Security Agencies at Morro da Glória, Largo do Riachuelo and Administrative Sections located in the Administrative Building of the Executive Management of Juiz de Fora. To bring about the proposed discussion, this paper was divided into 3 chapters. In Chapter 1, we discuss the process of changes in the labor market, evoking the meaning of work in contemporary times, associated with the changes derived from the neoliberal project and consequently inserted in the reform of the State, under the logic of a managerial model of management in Public Administration. In chapter 2, a history of Worker's Health was raised, followed by the discussion about Health for the Federal Civil Worker and concluding with researches into work/illness relation among Civil Workers. In chapter 3, we present the methodological path and systematization of the research data. As a result, we demonstrate that the Federal Civil Workers in the Social Security Agencies at Morro da Glória and Largo do Riachuelo and at the Administrative Sections of the Executive Management of Juiz de Fora recognize the impact of the new management tools on organization and performance at work and on the health of Federal Civil Workers, resulting in illness. In these 30 years of professional practice, programs of prevention and promotion from the institution to the health of its employees. The workers are unaware of what the Worker’s Healthcare Integrated System (SIASS) is and what its actions are, this being the enforcer of Healthcare Policy for the Federal Civil Worker but acknowledged by workers only as responsible for official medical investigation.