[April 2024] The Difference in Staff Recruitment and Promotion in Local Government Between Japan and Australia/New Zealand

One of our important missions is to conduct research on Australian and New Zealand local governments and create reports for the benefit of Japanese local governments. We have completed the revision of our publication, the “Local Government of Australia and New Zealand” guidebook, which outlines information on the local government system in the two countries. We would like to take this opportunity to thank everyone who kindly assisted with our revision.

I believe that the local government systems in each country differ depending on country’s constitution and societal conditions, and I find the difference between Japan and Australia/New Zealand interesting. I would like to introduce the staff recruitment and promotion in Japanese local government, which differs from those in Australia and New Zealand.

On 1 April every year, at the start of the new financial year, many new staff are hired and many officials are moved within Japanese local governments. Most of these new staffs are recent graduates. Local governments conduct a recruitment examination, including a written test and an interview, in the year prior to recruitment. Recruitment categories are divided into college graduate level, high school graduate level, and so on, with applications restricted based on age.

Since joining a local government, officials do not remain in the same position but are transferred to different workplaces at regular intervals, typically every three years. This rotation allows them to enhance their skills and accumulate experience. After gaining a certain amount of experience, they become eligible for promotion to higher positions. Japanese local governments have a retirement age system, and many officials work for the same local government until they retire. Consequently, a number of staff retire at the end of the fiscal year, leaving vacant positions. These vacancies are filled by transferring other employees of the same rank or by promoting them. The number of newly hired staff is determined each fiscal year, taking into account the number of retirees and other factors.

In contrast, the competition rate for newly hired staffs across local governments in fiscal 2020 was 5.9 times, which is lower than in fiscal 2011. To secure talented human resources, local governments are also making efforts in mid-career recruitment. In fiscal 2020, more than half of all local governments were undertaking this initiative. Mid-career hires follow the process described above.

We would appreciate the opportunity to discuss the difference between Japan and Australia/New Zealand with you.

カテゴリー: From the Executive Director

Uncategorised

  • *English only.

    The latest issue of our correspondence is released.

    View this Correspondence in PDF.

     

  • *English only.

    The latest issue of our correspondence is released.

    View this Correspondence in PDF.

  • *English only.

    The latest issue of our correspondence is released.

    View this Correspondence in PDF.

  • *English only.

    The latest issue of our correspondence is released.

    View this Correspondence in PDF.

  •  環境問題への取組を調査するため、7月下旬~8月上旬にかけて滋賀県立彦根工業高等学校の高校生1名および引率者1名がオーストラリアを訪問し、クレアシドニー事務所は、7月29日にはオーストラリアの概要(文化、風習等)についてブリーフィングを実施し、7月31日にはブリスベンの訪問先企業へのアテンド行いました。

    ブリスベンの訪問先においては、カーボンニュートラルの観点から、カギケノリという海藻を用いて畜産動物が排出するメタンガスを減少させる取り組みについての情報を得ることができました。生徒が、将来は自らも環境のための取り組みを実施したいとの思いから、積極的にミーティングに臨んでいる姿が印象的でした。

    当事務所は今回、ブリーフィング及びアテンドのほか、ブリスベンの訪問先企業に対するアポイントメント取得のサポートも行いました。
     クレアシドニー事務所は、今後もオーストラリアでの調査に取り組む日本の自治体の活動を支援していきます。

  • *English only.

    The latest issue of our correspondence is released.

    View this Correspondence in PDF.

  • *English only.

    The latest issue of our correspondence is released.

    View this Correspondence in PDF.

  • *English only.

    The latest issue of our correspondence is released.

    View this correspondence in PDF.

  • *English only.

    The latest issue of our correspondence is released.

    View this Correspondence in PDF.

  •  名古屋市とシドニー市の姉妹都市交流は、2025年に45周年を迎えます。11月24日(金)には、豪州多文化主義政策交流プログラム(11月27日から12月2日まで)参加にあわせて渡豪した名古屋市職員がシドニー市役所を訪問しました。
     両市の姉妹動物園(タロンガ動物園と東山動物園)の交流の状況や名古屋市における国際交流についての情報共有に加えて、2023年12月に予定されている松雄副市長のシドニー市訪問の事前打ち合わせが行われ、クレアシドニー事務所はこの訪問をアテンドしました。
     節目の年を2年後に控え、両市の交流がさらに活発になるよう、クレアシドニー事務所は引き続き支援して参ります。