A importância do rio Paraíba do Sul em escala local, regional e nacional mostra-se por diversos indicadores, sendo um exemplo o percentual do Produto Interno Bruto (PIB) nacional que circula na bacia, cerca de 12%. Neste contexto, o Comitê de Integração da Bacia Hidrográfica do Rio Paraíba do Sul (CEIVAP) torna-se uma arena de extrema relevância para diversos setores de usuários dos recursos hídricos, na qual a participação institucionalizada materializa-se, em parte, pela inserção de atores com perfil muito específico, possuidores de recursos pessoais e institucionais, além de grande capacidade de articulação (relacional), necessários, para legitimamente, defender os interesses destes setores. Assim, o CEIVAP, como um espaço participativo e deliberativo, torna-se lugar de atuação dos chamados burocratas de médio escalão (BMEs), públicos e privados, que, através das suas características e dinâmicas relacionais, permeiam a estrutura organizacional do Comitê e do próprio arranjo institucional da Política Nacional de Recursos Hídricos. Desta maneira, o papel desempenhado por esta categoria de ator mostra-se de grande importância, tanto no entendimento da gestão desenvolvida no CEIVAP, assim como, também, do próprio processo de implementação da PNRH. Logo, neste intento, o objetivo do estudo foi de analisar os BMEs a partir da perspectiva teórica relacional da burocracia, verificando sua importância enquanto ator no CEIVAP, mais especificamente na gestão 2013-2017. Para tanto, a tese delineada como um estudo de caso fez uso de métodos característicos das Ciências Sociais Aplicadas, conjugadas a um conjunto de métodos analíticos das diversas atividades dos BMEs. Destarte, verificou-se que ação dos BMEs é influenciada por legados históricos, que lhes conferem poderes de atuação na arena. Além disto, estes atores possuem uma conduta de atuação, norteada por valores e fatores relacionados à arena, e também opções individuais, apresentando, assim, atitudes para com as diversas situações e questões presentes na gestão. A partir disto, elementos institucionais do CEIVAP, combinados à atuação dos BMEs, estabelecem uma dinâmica muito particular ao espaço deliberativo, a qual, por sua vez, exprime-se nas deliberações e na forma como estas são realizadas. Sendo assim, verificou-se e confirmou-se a hipótese da tese quanto à importância desta classe de ator no CEIVAP, o qual, a partir de perfis característicos e uma atuação marcada pela articulação e a utilização de poderes (institucionais original/situacional, posicionais e econômicos), assume um determinado protagonismo, tornando-se uma espécie de referencial na arena. Portanto, comprovando a importância desta classe de ator, a partir da análise no período analisado. / The importance of the Paraíba do Sul river locally, regionally, and nationally is shown by many indicators; one of these examples is the percentage of the Brazilian Gross Domestic Product (GDP) circulating in the river basin, around 12%. Within this context, the Watershed Committee of the Paraíba do Sul River (CEIVAP) is set as an arena of extreme significance for many sectors of water resources users, in which the institutionalized participation is materialized partly by the insertion of actors with a very specific profile, who possess personal and institutional resources, besides great articulation (relational) capacity, which are necessary to legitimately defend theses sectors interests. Thus, CEIVAP, as a participative and deliberative area, is the place of acting for the so-called mid-level bureaucrats (MLBs), public and private ones, who, through their characteristics and relational dynamics, permeate the organization structure of the Committee and of the institutional arrangement of the National Water Resources Policy (PNRH) itself. Therefore, the role played by this actor category is of great significance, both to understand the administration developed in the CEIVAP and to comprehend the process of implementation of the PNRH itself. Thus, with this intention, the studys aim was o analyze MLBs based on the theoretical relational perspective on bureaucracy, verifying their importance as actors at CEIVAP, more specifically in the 2013-2017 administration. For that end, the thesis outlined as a case study used methodologies from Applied Social Sciences, along with a set of analytical methods for the many MLB activities. Therefore, it was verified that MLBs action is influenced by historical legacies, which confer them acting powers on the arena. Besides, these actors posses an acting conduct, guided by values and factors related to the arena, as well as individual options, presenting, thus, attitudes in relation to the various situations and issues present in the administration. Based on that, institutional elements of CEIVAP, combined to the work of MLBs, stablish a very particular dynamics to the deliberative space, which, in its turn, is expressed in deliberations and in the way they are carried out. Given that, the thesis was verified and confirmed regarding the importance of this actor at CEIVAP, who, based on characteristic profiles and on a action characterized by the articulation and use of powers (original/situational institutional, positional, and economic ones), take on a certain leading role, becoming a reference in the arena; thus, confirming the significance of this actor class, based on the analysis of the studied period.

The purpose of this study was to determine the awareness and attitudes of dental hygienists in Ohio regarding the Advanced Dental Hygiene Practitioner (ADHP) as an occupation proposed by the American Dental Hygienists’ Association and to determine whether the ADHP could be a viable career option for Ohio dental hygienists. I developed a survey to assess dental hygienists’ awareness, attitudes, and their views regarding the new mid-level dental provider. The study was limited to licensed dental hygienists in Ohio. The study included a simple random sample of 400 of the 4100 dental hygienists in Ohio obtained by a systematic approach, a random start and selection of subjects at a constant interval. The method of data collection was electronic surveys. Fifty-four dental hygienists (13% of the sample) participated in the study. The results show that most of those responding were aware of the ADHP. Also, their attitude regarding the new mid-level dental provider was positive. Attitudes varied more when the respondents provided data on the adoption of legislation for the new provider. There was no consensus among respondents regarding the ADHP as a viable career option. More robust research is needed on the viability of the ADHP in Ohio.

<p>In 2007, at its 52nd Conference in Polokwane, the African National Congress (ANC) called for the implementation of a National Health Insurance (NHI) scheme. The announcement resulted in much debate, with critics voicing concerns about the state of the public health system, lack of consultation and the expense of a NHI scheme. However, little attention has been paid to the&nbsp / human resource (HR) needs, despite the fact that 57% of recurrent expenditure on health1 is on HR. This research aimed to identify the HR requirements to support the implementation of an effective and equitable health system funded by a NHI in South Africa. An overview of the current burden of disease and distribution of HR is provided. Through interviewing key stakeholders the study attempted to elicit information about factors which will hamper or assist in developing such a health system, specifically looking at the HR situation and needs. The research explores HR&nbsp / odels and proposes key HR requirements for implementation of a health system funded by a NHI in South Africa, including skills mix and projected numbers of health workers and&nbsp / proposes ways to improve the deficient HR situation. Exploratory qualitative research methods were used comprising in-depth individual interviews, with a purposive sample of key informants, including: public health professionals and health managers (working in rural and urban areas) / researchers / academics and NGO managers. The contents of the interviews were analysed to identify common responses about and suggestions for HR requirements within the framework of a NHI. 1 Personal communication Dr Mark Blecher, Director Social Services (Health), National Treasury, 17 July 2009 The literature review includes policy documents, position papers and articles from journals and bulletins. Key informants were asked to identify literature and research material to support recommendations. The research findings indicate that despite the South African Government&rsquo / s expressed commitment to Primary Health Care (PHC), the National Department of Health has continued to support and sustain a clinical model of health service delivery (Motsoaledi, 2010), primarily utilising doctors and nurses. The clinic based services are limited in their ability to reach community level, and, being focused on curative aspects, are often inadequate with regard to prevention, health promotion and rehabilitation services. While the curricula of health professionals have been through some changes, the training has continued to be curative in focus and the clinical training sites have not been significantly expanded to include peripheral sites. While there are many Community Health Workers in the country, they remain disorganised and peripheral to the public health system. The mid level worker category&nbsp / has not been fully explored. Finally there are no clear strategies for recruitment and retention of health workers in rural and under-resourced areas. In addition to the continued use of a clinical model, transformation of the health system hasbeen hampered by inadequate numbers of health workers, particularly in the rural and periurban townships and informal settlements. There is no clear strategy for addressing the critical&nbsp / health worker shortage in under-resourced areas, particularly rural areas. The last section makes recommendations, which will be submitted to the relevant task teams working on the NHI. It is intended that recommendations arising out of the research will influence the process and decisions about HRH within a NHI funded health system.</p>

<p>In 2007, at its 52nd Conference in Polokwane, the African National Congress (ANC) called for the implementation of a National Health Insurance (NHI) scheme. The announcement resulted in much debate, with critics voicing concerns about the state of the public health system, lack of consultation and the expense of a NHI scheme. However, little attention has been paid to the&nbsp / human resource (HR) needs, despite the fact that 57% of recurrent expenditure on health1 is on HR. This research aimed to identify the HR requirements to support the implementation of an effective and equitable health system funded by a NHI in South Africa. An overview of the current burden of disease and distribution of HR is provided. Through interviewing key stakeholders the study attempted to elicit information about factors which will hamper or assist in developing such a health system, specifically looking at the HR situation and needs. The research explores HR&nbsp / odels and proposes key HR requirements for implementation of a health system funded by a NHI in South Africa, including skills mix and projected numbers of health workers and&nbsp / proposes ways to improve the deficient HR situation. Exploratory qualitative research methods were used comprising in-depth individual interviews, with a purposive sample of key informants, including: public health professionals and health managers (working in rural and urban areas) / researchers / academics and NGO managers. The contents of the interviews were analysed to identify common responses about and suggestions for HR requirements within the framework of a NHI. 1 Personal communication Dr Mark Blecher, Director Social Services (Health), National Treasury, 17 July 2009 The literature review includes policy documents, position papers and articles from journals and bulletins. Key informants were asked to identify literature and research material to support recommendations. The research findings indicate that despite the South African Government&rsquo / s expressed commitment to Primary Health Care (PHC), the National Department of Health has continued to support and sustain a clinical model of health service delivery (Motsoaledi, 2010), primarily utilising doctors and nurses. The clinic based services are limited in their ability to reach community level, and, being focused on curative aspects, are often inadequate with regard to prevention, health promotion and rehabilitation services. While the curricula of health professionals have been through some changes, the training has continued to be curative in focus and the clinical training sites have not been significantly expanded to include peripheral sites. While there are many Community Health Workers in the country, they remain disorganised and peripheral to the public health system. The mid level worker category&nbsp / has not been fully explored. Finally there are no clear strategies for recruitment and retention of health workers in rural and under-resourced areas. In addition to the continued use of a clinical model, transformation of the health system hasbeen hampered by inadequate numbers of health workers, particularly in the rural and periurban townships and informal settlements. There is no clear strategy for addressing the critical&nbsp / health worker shortage in under-resourced areas, particularly rural areas. The last section makes recommendations, which will be submitted to the relevant task teams working on the NHI. It is intended that recommendations arising out of the research will influence the process and decisions about HRH within a NHI funded health system.</p>

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Submitted by Erica Ruiz (ericafari@gmail.com) on 2014-04-16T19:30:50Z No. of bitstreams: 1 O efeito da burocracia no desempenho escolar_EFR.pdf: 1352449 bytes, checksum: 739ec0bd076ae031d9b83cf645aa0443 (MD5) / Approved for entry into archive by PAMELA BELTRAN TONSA (pamela.tonsa@fgv.br) on 2014-04-16T19:32:15Z (GMT) No. of bitstreams: 1 O efeito da burocracia no desempenho escolar_EFR.pdf: 1352449 bytes, checksum: 739ec0bd076ae031d9b83cf645aa0443 (MD5) / Made available in DSpace on 2014-04-16T19:32:31Z (GMT). No. of bitstreams: 1 O efeito da burocracia no desempenho escolar_EFR.pdf: 1352449 bytes, checksum: 739ec0bd076ae031d9b83cf645aa0443 (MD5) Previous issue date: 2014-03-17 / A educação constitui-se como um dos mecanismos mais eficazes na correção das desigualdades socioeconômicas, nos mais diversos contextos. Por esse motivo, pesquisas educacionais no Brasil e no mundo têm buscado compreender que mecanismos são capazes de promover um ensino de melhor qualidade. Os principais estudos da área, a exemplo do que fora proposto pela própria Lei de Diretrizes e Bases da Educação, têm se voltado principalmente a avaliar os resultados educacionais a partir dos insumos indispensáveis ao desenvolvimento do processo de ensino-aprendizagem, na busca de fatores associados ao sucesso escolar. Nesta pesquisa, porém, ao invés de se manter o foco nos insumos de que as escolas dispõem, são analisados os diferentes comportamentos do diretor na gestão dos recursos e na liderança das práticas de ensino, que visem ao melhoramento dos estudantes. Em um contexto no qual as reformas educacionais são crescentes e os mecanismos de avaliação são centralizados, o papel do diretor mostra-se crucial à compreensão dos objetivos e metas propostos à escola e no acompanhamento da implementação das políticas. Cabe, portanto, ao diretor escolar, enquanto burocrata de nível médio, constituir-se como o intermediário entre a formulação e implementação das políticas públicas, adequando suas ações ao contexto em que a escola está inserida e buscando garantir um maior aprendizado de seus alunos, dados os insumos educacionais disponíveis.

Submitted by ANA MARCELINA DE OLIVEIRA null (marcelinaeo@gmail.com) on 2016-04-08T00:47:04Z No. of bitstreams: 1 Dissertacao Ana Marcelina Oliveira Final.pdf: 1138526 bytes, checksum: a408157f4ba82bd1801e1042dc64df6e (MD5) / Approved for entry into archive by Felipe Augusto Arakaki (arakaki@reitoria.unesp.br) on 2016-04-08T13:36:56Z (GMT) No. of bitstreams: 1 oliveira_am_me_fran.pdf: 1138526 bytes, checksum: a408157f4ba82bd1801e1042dc64df6e (MD5) / Made available in DSpace on 2016-04-08T13:36:56Z (GMT). No. of bitstreams: 1 oliveira_am_me_fran.pdf: 1138526 bytes, checksum: a408157f4ba82bd1801e1042dc64df6e (MD5) Previous issue date: 2016-02-29 / Não recebi financiamento / Este trabalho aborda a política pública de educação profissional que, através do Plano de Expansão da Rede Federal de Educação Profissional, Científica e Tecnológica, proporcionou a criação dos Institutos Federais de Educação, Ciência e Tecnologia (IFs) e a abertura de novas unidades de ensino em diversas regiões do país entre os anos de 2003 e 2014. Uma dessas unidades de ensino de IF localiza-se na cidade de Passos (MG), cujo processo de implantação foi conduzido primordialmente por atores pertencentes ao próprio instituto, integrantes da burocracia pública. Esses atores ocupavam cargos comissionados próprios das Instituições Federais de Ensino (IFEs) que em correlação/equiparação com os Cargos de Direção e Assessoramento Superior (DAS) foram enquadrados como integrantes da burocracia de alto escalão do governo federal. No entanto, à medida que empiricamente se observa a atuação desses atores percebe-se que ela está bem mais relacionada ao papel desempenhado pela burocracia de médio escalão. Cavalcante e Lotta (2015, p. 13) afirmam que os Burocratas de Médio Escalão (BMEs) são atores relevantes no processo de implementação de políticas públicas e a importância dessa burocracia está justamente em ser o elo entre o alto escalão e os executores das políticas públicas. Ao estudar a política pública de educação profissional parte-se do pressuposto de que, embora sejam materializadas através dos governos, as políticas públicas envolvem vários atores e níveis de decisão (SOUZA, 2006), advertindo sobre o aspecto deliberativo e muitas vezes discricionário do processo de produção de políticas públicas. Nesse sentido, para melhor compreender a política pública de educação profissional, a criação dos institutos federais e a atuação dos atores envolvidos no processo de implantação do campus de IF na cidade de Passos (MG), este trabalho pautou-se em uma revisão de literatura sobre os temas: educação profissional; criação e expansão da rede federal de educação profissional; conceitos, enfoques e implementação de políticas públicas; e burocracia pública, com foco na burocracia de nível intermediário. Pautou-se também na realização e análise de entrevistas com três atores-chave do processo de implantação do campus do Instituto Federal de Educação, Ciência e Tecnologia do Sul de Minas Gerais em Passos (MG). Este trabalho também procura se valer dos enfoques de Avaliação de Políticas Públicas (EAv) e de Análise e Políticas Públicas (EAn), que tratam da dimensão programas sob diferentes perspectivas. Para o EAv a implantação do campus do IF atendeu às dimensões estabelecidas pelo Plano de Expansão da Rede. E com o EAn considera-se que o plano materializou a política (policy) através de seus processos políticos (politics) e instituições políticas (polity). Por fim, os atores envolvidos na implantação do campus do instituto federal em foco foram fundamentais para esse processo, sendo denominados de burocratas de alto escalão, mas atuaram conforme o papel desempenhado pela burocracia de médio escalão. Sua atuação ocorreu principalmente na intermediação de ações da política, na aplicação das diretrizes da política e na coordenação de ações entre superiores e subordinados, ou seja, em aspectos que proporcionaram a implementação da política pública de educação profissional. / This work approaches the public policy of professional education which, through the Expansion Plan of the Federal Network of Professional Education Science and Technology, provided the creation of the Federal Institutes of education, science and technology (IFs) and the opening of new units of instruction in several regions of the country between the years of 2003 to 2014. One of these teaching units IF (Federal Institute) it is located in Passos (MG), whose deployment process was conducted primarily by actors belonging to the Institute, members of the public bureaucracy. These actors were commissioned positions of the federal institutions of education (IFEs) in parity with the positions and Superior advisory services (DAS) were included as members of the senior bureaucracy of the federal Government. However, as empirically observed these actors realizes that it is much more related to the function performed by the middle ranking bureaucracy. Cavalcante and Lotta (2015, p. 13) say that the middle ranking bureaucrats (BMEs) are relevant actors in the process of implementation of public policies and the importance of this bureaucracy is precisely to be the junction between the high-level and the executors of public policies. By studying public policy professional education the assumption that, although they are materialized through Governments, public policies involve several actors and levels of decision (SOUZA 2006), warning about the deliberative and often discretionary aspect of the production process of public policies. In this sense, to better understand the public policy of professional education, the creation of federal institutions and the performance of the actors involved in the implementation process of the campus of IF located in Passos (MG), this work was in a review of literature on the topics: professional education; creation and expansion of the professional education; concepts, approaches and implementation of public policies; and public bureaucracy, focusing on mid-level bureaucracy. Was also in the realization and analysis of interviews with three key actors of the deployment process of the campus - Federal Institute of education, science and technology in the South of Minas Gerais located in Passos (MG). This work also search to focus on the Evaluation of Public Policies (EAv) and Analysis and Public Policies (EAn), dealing with the dimension programs under different perspectives. For EAv implementation campus do IF met the dimensions established by the network expansion plan. And with the EAn the plan materialized to politics (policy) through their political processes (politics) and political institutions (polity). Finally, the actors involved in the implementation of the federal Institute's campus in focus were critical to this process, being named to high-level bureaucrats, but acted as the role played by mid-level bureaucracy. Its performance occurred mainly the intermediation of policy action, in the implementation of policy guidelines and coordination of actions between superiors and subordinates, on aspects that have provided the implementation of public policy professional education.

The aim of this paper is to examine how mid-level executive officers within Swedish Police respond to subordinates autonomous behaviour, mainly according to Lipsky´s theory on street-level bureaucracy. Questions focused on are: 1. Which personnel related obstacles, are preventing the executive officers? 2. How do executive officers counter obstacles? 3. If possible, based on the result of the study, which are the conclusions about existing countermeasures? The papers´ aim is not to suggest which obstacles should be removed, nor if countermeasures are good/bad. Main aim is to identify how obstacles are countered. Theory and method are built on framework of Case Study. The method is built on theoretic examination of obstacles to examine concepts´ size and then interviews to confirm the obstacles and identify countermeasures. Conclusion of the first question is that obstacles are omnipresent in the governmental and societal systems. Conclusion of the second question is that obstacles are countered by friendly approach and to ally oneself to staff and personnel. Conclusion of the last question is that a mid-level executive through his allying enhances some behaviour, as long as more-wanted behaviours are produced with quality. This has effect upon society when combating crime, but is probably not likely to measure effectively.

Magister Public Health - MPH / In 2007, at its 52nd Conference in Polokwane, the African National Congress (ANC) called for the implementation of a National Health Insurance (NHI) scheme. The announcement resulted in much debate, with critics voicing concerns about the state of the public health system, lack of consultation and the expense of a NHI scheme. However, little attention has been paid to the human resource (HR) needs, despite the fact that 57% of recurrent expenditure on health1 is on HR. This research aimed to identify the HR requirements to support the implementation of an effective and equitable health system funded by a NHI in South Africa. An overview of the current burden of disease and distribution of HR is provided. Through interviewing key stakeholders the study attempted to elicit information about factors which will hamper or assist in developing such a health system, specifically looking at the HR situation and needs. The research explores HR odels and proposes key HR requirements for implementation of a health system funded by a NHI in South Africa, including skills mix and projected numbers of health workers and proposes ways to improve the deficient HR situation. Exploratory qualitative research methods were used comprising in-depth individual interviews, with a purposive sample of key informants, including: public health professionals and health managers (working in rural and urban areas); researchers; academics and NGO managers. The contents of the interviews were analysed to identify common responses about and suggestions for HR requirements within the framework of a NHI. 1 Personal communication Dr Mark Blecher, Director Social Services (Health), National Treasury, 17 July 2009 The literature review includes policy documents, position papers and articles from journals and bulletins. Key informants were asked to identify literature and research material to support recommendations. The research findings indicate that despite the South African Government’s expressed commitment to Primary Health Care (PHC), the National Department of Health has continued to support and sustain a clinical model of health service delivery (Motsoaledi, 2010), primarily utilising doctors and nurses. The clinic based services are limited in their ability to reach community level, and, being focused on curative aspects, are often inadequate with regard to prevention, health promotion and rehabilitation services. While the curricula of health professionals have been through some changes, the training has continued to be curative in focus and the clinical training sites have not been significantly expanded to include peripheral sites. While there are many Community Health Workers in the country, they remain disorganised and peripheral to the public health system. The mid level worker category has not been fully explored. Finally there are no clear strategies for recruitment and retention of health workers in rural and under-resourced areas. In addition to the continued use of a clinical model, transformation of the health system hasbeen hampered by inadequate numbers of health workers, particularly in the rural and periurban townships and informal settlements. There is no clear strategy for addressing the critical health worker shortage in under-resourced areas, particularly rural areas. The last section makes recommendations, which will be submitted to the relevant task teams working on the NHI. It is intended that recommendations arising out of the research will influence the process and decisions about HRH within a NHI funded health system. / South Africa

As recent immigrants seek a productive and dignified life in “new immigrant destinations” that have little historical experience with immigration, public education systems serve a key function in immigrant integration efforts. In a federal system increasingly focused on accountability, a crucial sub-set of education policy and local responsiveness to immigration is English language instruction and services for Limited English Proficient (LEP) students and parents. In such contexts, the role that local bureaucrats play, and whether they actively represent the interests of the newfound diversity of community members, are crucial questions if strongly held American ideals of social equity and equal opportunity are to be upheld. This research asks broad questions at the intersection of bureaucratic power, representative bureaucracy and educational policy toward English language learners at the local level. Variations in how school systems in the political bellwether of Virginia responded to a recent policy shock - federal guidance released in January 2015 that reiterated local school system responsibility for providing equal educational access to LEP students and parents – form a unique window into local policy-making. Using a concurrent triangulation mixed methodology that consists of a state-wide survey and interviews with a sub-set of the Title III coordinators who supervise programs for English Language Learners, this research shows Title III coordinators to be unrepresentative in passive terms of the foreign born population but nevertheless to have a strong sense of advocating for English Language Learners. Findings suggest that public service motivation is the key explanatory factor in driving a sense of role advocacy and this in turn drives a greater range of action taking by the coordinator to benefit ELLs. Despite this link between role advocacy and coordinator action, role advocacy is not found to be significant in driving the likelihood or range of system level responsiveness to the letter. Instead, political and demographic factors increase the likelihood of system action but, counter to existing literature, more conservative localities are found to be more likely to have responded to the Dear Colleague Letter. This suggests that a previous reluctance to act in these places may have been dislodged by the letter and points to the importance of change over time in conceptualizing local responsiveness to immigrants.