Reforms in government agencies, including creation of the Cabinet Office and reorganizations in agencies, the Information Disclosure Law, and introduction of the all-government policy evaluation system, all realized in 2001, have a potential impact on the administration of Japan. The all-government policy evaluation system was prepared on the basis of the final report of the Administration Reform Council, and implemented in January 2001. Standard guidelines for the system were established, and the general framework of the system provided by the guidelines was translated into the Policy Evaluation Law. The guidelines define the purpose, concept and scope of evaluation; bodies executing evaluation ; timing of evaluation ; necessity, efficiency, effectiveness, equality and priority as the evaluation criteria ; and project, output and general evaluation as the evaluation approaches. The guidelines also require the government agencies, including the Ministry of Public Management, Home Affairs, Posts and Telecommunications, to make their policies reflect evaluation results, publish evaluation results, and establish practical guidelines for implementation of policy evaluation. The Policy Evaluation Law also stipulates establishment of a basic policy of the Government on policy evaluation, master plans and annual schedules for agencies. The effectiveness of the system depends on appropriate implementation of policy evaluation and proper use of its results. This will be realized more easily by adopting generally accepted evaluation methods and improving them gradually, rather than by imposing uniformly a sophisticated and exacting method.

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Mineral resources represent basic raw materials that are indispensable to industrial activities as well as to people's lives. Ensuring their stable supply has more than ever become an important challenge in the light of environmental and sustainable development issues. In order to meet this challenge, future resource policy must address the following:
1) the collection, organization and provision of basic geologic information,
2) the creation of a recycling-based society and the steady implementation of environmental preservation measures, and
3) the clarification of the roles of private and public sectors.

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2001年1月6日，再編成された新しい省庁が発足した。省庁半減といわれた抜本的な中央省庁笠の改革は，かって橋本龍太郎内閣によって1996年10月の総選挙において公約された。この改革案は選挙後直ちに設置された内閣総理大臣自ら座長とする行政改革会議において検討され，1997年12月に最終報告が提出されたーこの最終報告の内容を実現するために中央省庁等改革基本法案が1998年に国会に提出され，成立を見た。この中央省庁等改革基本法を踏まえ，橋本政権を引き継いだ小渕恵三政権は，各省庁等設置法等に着手し，最終報店に盛り込まれた要法律改正事項の立法化に成功したした。これらの改革事項は，次々と21世紀初頭に施行される。

本稿は，この中央省庁等改沖．（以下「橋本・小渕行革」と略称。）が，20世紀後半50年における行政改革の努力の中でどのような位骰付けを持つかを明らかにするとともに，それは21世紀におけるどのような行政改革の展望につながっていくかについて考察する。そこで，本稿は，21世紀後半50年間において，それぞれのときの政枠が取り組んだ行政改革の進展を辿り，行政改革の改革目標，改革事項，改革手法，改吊の成呆，その重点の変遷を述べることとする。特に，1981年に鈴木善幸内閣の下て発足した第2次臨時行政調査会の答申を土台とするいわゆる臨調行革は，国鉄・電電等三公社の民営化をはじめ多くの成果を挙げたものであるか，その臨調行革との対比で橋本・小渕行革はどのような特色を持つかを明らかにする。最後に，行政改革に関する国会審議などを参考にしつつ，戦後50年の時期をとらえても画期的内容をもつ橋本・小渕行革がどのような問題点を抱え，かつそれらが21世紀におけるどのような行政改革の課題あるいは展望につながっていくかについて述べることとする。

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インターネットという情報の巨大な伝送装置を得，おびただしい量の情報に囲まれることになった現代。実体をもつものの価値や実在するもの同士の交流のありようにも，これまで世界が経験したことのない変化が訪れている。本連載では哲学，デジタル・デバイド，サイバーフィジカルなどの諸観点からこのテーマをとらえることを試みたい。「情報」の本質を再定義し，情報を送ることや受けることの意味，情報を伝える「言葉」の役割や受け手としてのリテラシーについて再考する。

第8回で取り上げる時事問題は，発生パターンによってメディアから提供される情報が異なることから，タイプ別に情報のあり方を考える。情報利用者の心得として押さえておくべき基本的な情報の側面についても解説する。

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The purpose of this paper is to analyze the teacher control policy trend after the revision of the Fundamental Law of Education. The phrase 'servants of the whole community' was deleted in the new law. It is thought that there are two reasons of the deletion; first, the regulation of the law for all teachers (not only public schools but also private schools); secondly, a legal route to the personnel management of non-public employees. That is to say that the nation is urging to revise the guarantee of status system and rule of teachers even if not/public employees. This teacher policy is linked to administrative reform. With revision of this law, the Law for Certification of Educational Personnel and the Law for the Special Regulations Concerning Educational Public Service were revised in 2007. By the laws, a personnel management system for teachers with insufficient teaching ability was systematized and a teacher qualification renewal system was introduced. MEXT has urged the appropriate operation of a demotion and dismissal system (bungen). The appropriate operation of this system means the exercise in the administrative discretion disposal.

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For promoting school reform by organization management, self-examination and evalution of school as a working duty was institutionalized by ministerial ordinance in March 2002. The aim of this school evaluation is focused on the point to "improve the school's education after all." By grasping the intellect of school and community, its positive action for developing and constructive movement is required. This concept tells that the school evaluation concept published in the postwar period in 1951 by the Ministry of Education is still workable today. Under such a concept what is most needed today is thus based on the evaluation results of expectations of stakeholder's opinion and needs, and that school must propose problems itself and consider how to establish short, middle and long terms viewpoints about individual visions of school reform. It will become necessary to examine this under the area of school culture based on school teacher's creativity and collaboration and in some cases support from school councilors and the board of education committee. Further, in the organization management is goal to raise quality, personnel system reform also becomes an important viewpoint. This reform is positioned as government employee system reform and its feature is the development of an ability type personnel evaluation. In other words this is a fair and high acceptance evaluation system which properly evaluates employee's competency and achievements (results). In this case, the aim of the control system is introduced to make each of employees strive for the aim, the accomplishment of work and attaining the organization is targets steadily. The concept of achievement evaluation based on such an aim of control spreads itself not only to corporate and general government employees but also to the world of school teachers. In the Tokyo Metropolis, a type of teacher's personnel evaluation system based on ability development was introduced in April 2000 based on the self-application system and achievement evaluation and both results and lessons have become clear. As one answer, "no evaluation based on concrete facts could be obtained" seen on the administrative side as the evaluator raising questions about the objectivity of the evaluation, while utilizing opinions and viewpoints of children, their parents and teachers. By observing the personnel evaluation of other prefectures it is desirable to apply for the wishes of personnel transfer, decisions of school work details, promotion considerations, and trasfers to leading position like chief leader. For the treatment of salary, there remains the task of a proper reflective system which must be studied in the stabilizing process of the government employee system reform. It is inevitable in Japan from now on that there will be a search for the effectiveness of school evaluation by combining stabilized conditions of a school's self-examination and evaluation and characteristics, results, and lessons born from it. Also, reconsideration must be made from the standpoint of competency results, being introduced at the corporate level for teacher's personnel evaluation. It is Japan's lesson in the early 21st century to study such a desirable personnel evaluation of teachers.

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生物多様性保全上重要な課題の内,生態系分野の環境影響評価,生態系修復,保全教育,市民参加と協働の促進にかかわる政策を社会的環境とその歴史的背景および,法的な整備と運用の現状の面から日本と米国の間で比較・考察した.米国の保全政策が,科学的な情報と民主主義に基づく社会的合意形成を前提として発展しているのに対して,日本の行政では生物多様性という概念自体が新しく,また同分野での政策的取組みを促すような市民活動団体は発展途上である.このような状況の中,保全政策への積極的な提言のほか,様々な学習段階において効果的な保全教育プログラムの開発や,生態系や生物多様性に関する知識を一般に分かり易く伝えるコミュニケーション技術の開発なども保全生態学が今後扱うべき重要な研究課題であるといえる.

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This paper puts important points of an argument on the wage problem into perspective. Currently, the argument over the wage problem is based on the following three trends. A wage system changes into the result principle wage system from nenkou wage system the in many Japanese enterprises in the first. The second trend is where a wage level is prescribed due to the sudden rise in the unemployment rate, following this trend it declines drastically. While the number of part-timers increases, the problem of the equal treatment of part-timers and regular employees is observed in the third trend. When a wage problem is examined, it is important to determine a standard for deciding wages from the manner in which the wages are raised, and the level of the amount of wages that form the basis for the argument. It was the standard for the decision of wages that was deemed important based on the new trend. This aspect was emphasized in this paper in the argument over wages.

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医薬品医療機器総合機構（PMDA）では，医薬品の副作用等による健康被害者に対して，給付金を支給することにより迅速な救済を図る健康被害救済制度の運用にかかる業務を実施している．これは，審査業務や安全対策業務と並ぶPMDAの三つの柱の一つであり，2021年度は，約1,400件の請求に対して2,376百万円の給付金の支給が行われた．制度創設の背景には，サリドマイドやスモンなどの大規模薬害事件の苦い経験がある．薬事規制における安全対策の強化に加えて，被害者の現実的かつ迅速な救済のために従来の法的責任論とは切り離した独自の仕組みが必要とされたことから，国会での審議を経て1980年に医薬品副作用被害救済制度がスタートした．その後，2004年には生物由来製品等感染被害救済制度も加わり，組織体制の整備などを経て現在に至る．今後に向けての課題のうち，「制度の運用上の課題」については，「健康被害救済制度の運用改善に関する検討会」のとりまとめを受けて改善を図ることとしており，PMDAの年度計画にも改善策が盛り込まれている．また，組織管理，人的資源管理の観点にもとづく「制度の運用主体としての組織マネジメントの課題」として，業務を担当する職員のモチベーションを引き出して成果を上げるためのマネジメントのあり方などについて検討している．

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This technological report describes the actual state of "the study program for KENCHIKUSHI authorized by cabinet minister and the governor" that has been carried out by Japan Federation of Architects & Building Engineers association and Japan association of architecturel firms for 16 years since 1984. Questionnaire investigation about the realities of self-training of professional ability of the KENCHIKUSHI in the daily project is also reported in this report. Finaly, It is proposed that continuing professional development system should be composed on the realities of daily effort by the KENCHIKUSHI and "the authorized course for KENCHIKUSHI".

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