American Public Service: Radical Reform and the Merit System - download pdf or read online

By James S. Bowman, Jonathan P. West

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Extra resources for American Public Service: Radical Reform and the Merit System (Public Administration and Public Policy)

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Unfortunately, however, broad discretion over salaries and assignments can also be misused. The history of the federal Senior Executive Service provides ample evidence that political appointees cannot always be trusted to make good-faith decisions concerning their subordinates. Those who remember Edwin Meese’s (Ronald Reagan’s attorney general) instructions to his partisan brethren to “allocate performance ratings on the basis of political orthodoxy” might be justifiably alarmed by some of the HR reforms that are now occurring under the guise of accountability, responsiveness, and efficiency.

One primary focus of this research has been on the relative placement of personnel responsibility or authority in state governments, exploring the implications of various forms of centralization and decentralization of the personnel function. Hou et al. [8] discussed the movement from personnel centralization in a central office, such as a civil service commission or office of human resources, to decentralization with responsibility for personnel actions placed under the individual control of department managers.

Idaho] Politicians in this state continually argue that the merit system hinders performance and efficiency. It [the merit system] is probably doomed. [Nebraska] There is no longer any such thing as job security. “Just cause” dismissals are seriously threatened. [Rhode Island] In addition to their obvious messages, these quotes provide insight into the fact that aggressive political administrations, or even career public managers, can force subordinates out of office whether or not they are technically at-will employees.

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