Table 1

Sub-national influence in human resource management in East Asia
Domain
 Cambodia
 China
 Indonesia
 Philippines
 Thailand
 Vietnam
Budget control





• Determine the wage envelope
 *
 *
 *
 **
 *
 *
• Dismiss surplus staff
**
 **
 ***
*
Establishment control





• Control overall staffing numbers
 *
 **
 *
 **
 *
 *
• Control staffing numbers in individual facilities
**
 **
 ***
**
Recruitment





• Formal employer
 ***
 ***
 *
 ***
 **
 *
• Have authority to hire
 **
 ***
 **
 ***
 *
 ***
• Have independent recruitment mechanism
 *
 **
 **
 *
 *
 *
Career management





• Promotion is available
 *
 **
 **
 ***
 *
 *
• Transfers within local government are possible
 *
 *
 ***
 ***
 *
 **
Performance management





• Direct and supervise activities
 ***
 ***
 **
 ***
 ***
 ***
• Conduct evaluations
 *
 ***
 **
 ***
 *
 *
• Offer financial rewards
 *
 *
 **
 **
 *
 **
• Discipline and fire underperforming staff
 *
 *
 **
 **
 *
 **
Pay policy





• Set overall wage rates
 *
 *
 *
 *
 *
 *
• Set local incentives/salary top-ups
 **
 ***
 **
 ***
 *
 **

*** = full; ** = partial; * = no subnational control, focusing on the strongest subnational level of government for each country. Data underlying the assessment range from 2000 – 2005.

Source: adapted from table 7.3 in [26] supplemented by author's estimates for Vietnam.

Fritzen Human Resources for Health 2007 5:4   doi:10.1186/1478-4491-5-4

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