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The intention of this paper is to offer some helpful suggestions for current entry level appointments in the Japanese Civil Service through the analysis of the development of a flexible appointment process under the merit system in the U.S. Federal Civil Service. In 1989, the Volcker Report pointed out that the Federal Civil Service faced a "quiet crisis" and warned of serious recruitment and retention problems. Currently they are facing a new crisis : "retirement tsunami." The Office of Personnel Management estimates that the nearly 500,000 Federal employees including a large number of supervisors will retire by 2014. Firstly, this paper will examine the employment profiles of the Federal Civil Servants, and introduce the ranking of federal agencies according to employee satisfaction with their work and their work environment as part of the effort to attract good applicants. Secondly, it will review the hiring process at the entry level and the development of personnel policy reform in the Federal Civil Service from the Clinton Administration to the Obama Administration. Thirdly, it will describe the flexible appointment system including Veteran Preference, Quota System, Outstanding Scholar Program and Bilingual/Bicultural Programs. Fourthly, it will examine the characteristics of the Internship Programs that the Federal Civil Service has established such as the flexible appointment system, and their effectiveness. It will also review the Pathways Programs established by President Obama's Executive Order 13562 of December 2010. This executive order was issued to promote employment opportunities for students and recent graduates in the Federal workforce. Fifthly, it will examine how to train future supervisors and give them career paths to the executive posts. Finally, it will consider the impact on the Japanese Civil Service of flexible appointments in the U.S. Federal Civil Service. The Japanese Civil Service has tended to favor applicants who got high test scores. However, a rigid merit-based selection is not able to predict whether the applicant hired will or will not be a good match for the job. If the Japanese Civil Service can establish internship programs like Pathways Programs in the Federal Civil Service, it will be possible to confirm whether interns will be good match for the job during the proposed probationary period of approximately one year. In 2012, new three area examinations will be implemented in the Japanese Civil Service because the previous long-established system of examinations has been abolished. The Japanese Civil Service is now at a turning point in which it is shifting from a process of rigid merit-based appointments to one of more flexible appointments.