Salary and wage of federal workers.
This is an excerpt from the paper...
There are a wide variety of factors that influence the salary and wage structures of federal workers (Daley, 1992; Lee, 1979; Matzer, 1988a; Nicolay, 1989; Ohren, & Reese, 1990; Shafritz, Hyde, & Rosenbloom, 1986). Among these are two fundamental issues. That is, the federal government is confronted with the need to provide sufficiently handsome salaries and wages to effectively recruit and retain highly desirable workers. In support of this fact, Lee (1979) and Matzer (1988a) report that all levels of government, including the federal level, must insure that both direct (i.e., salary and wage) and indirect (i.e., healthcare benefits and other benefits) compensation be sufficient to attract and retain the desired types of employees. The following is noted as relevant to this problem. In attracting employees, a government competes in the labor market, not only does a government compete with industry, but it also competes with other governments. Individuals may be dedicated to working in government but are not necessarily dedicated to any one government. As a result, school districts compete with other school dis tricts, cities with other cities, and states with other states. Competition also exists among levels. In any given locale there may be federal and state offices as well as city, school, and county offices, with all of these governments somewhat in competition with each other for personnel (Lee, 1979, 70). The second fundamental factor affecting fed
. . .
or these rewards are probably a reflection of actions taken by the Reagan administration to freeze hiring and to reduce the size of %the federal work force beginning in early 1981. The decline in the importance of challenging work responsibilities, which initially occurred in December 1980 and has remained at the lower level since then, probably represents the uncertainty and changes in direction which the managers of federal programs have experienced since the November 1980 presidential election. The change in the importance of pay coincides with President Reagan's decision to limit comparability increases in October 1981 to 4.8 percent, rather than 15.1 percent, which would have provided full comparability with similar private sector jobs (101).
Buchanan (Chelimsky, 1989) reports that there are several problems inherent in the Senior Executive Service (SES) that act to promote the failure of the Civil Service Reform Act of 1976. In fact, this author contends that a number of forces have recently emerged to seriously threaten the existence of the SES on a government-wide basis.
Buchanan (Chelimsky, 1989) notes that, foremost, there exists skepticism among SES membership. This is because top federal executives fe
. . .
Some common words found in the essay are:
Reform Act, T-Test Probability, Ohren Reese, Buchanan Chelimsky, Hyde Rosenbloom, Perry Chelimsky, Executive Schedule, Beyond SES, Hays Kearney, Kanter Matzer, merit pay, pay system, merit pay system, chelimsky 1989, federal managers, performance appraisal, civil service reform, reform act, service reform act, civil service, service reform, lee 1979, t-test probability =, system period, pay system period,
Approximate Word count = 4941
Approximate Pages = 20 (250 words per page)
More Essays on Salary and wage of federal workers.
|
Customer Service
to Over
32,000 Professionally Written Papers!!!
