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The Development of Public Personnel Policies and Core Values
The Development of Public Personnel Policies and Core Values.
Core Argument
Such decisions may reflect different political agendas and pressures on state personnel offices.
Considerable amount of the variation in the diffusion of personnel reforms, indicate that specific factors from the environmental contexts of public personnel management within the states are significantly associated with the implementation of public personnel management reforms. (pg. 172)
Method
The Reinvention of PPA
Key Findings
The research was quantitative study using data from national association of state personnel executives, 2000 and government performance project, 1998. Using a Z equation, to uniform the 6 measures which are indexes.
- Index of decentralization of authority for personal functions
- index of contracting out personnel functions
- Index measuring the use of a relatively small number of job classes
- implementing of a system of broad pay bands
- use of labor -management partnerships
- index measuring the use of strategic workforce planing.
- a strong positive relationship between legislative professionalism and public personnel reform.
- states with more professional legislative bodies are more likely to adopt personnel management reforms
- the probability of reform declines as union density increases
- variations in state economic conditions is an important predictor of public personnel reform
- states with higher unemployment rates are significantly are less likely to adopt personal reforms than state with less unemployment.
Question
To what extent to have these kinds of personnel reforms have been implemented by the state government?
Theory
Merit System (management system), which protects the public service from politics and partisanship. The author wants to find a balance between Equality Employment Opportunity, Pay Equity, and the Role of Unions.