9
in any agency by taking and passing
one, instead of four, examinations. Al
so, one, instead of four, eligibility lists
would be established. This results in at
tracting more applicants to take the
test. As larger lists of ehgible employees
are established, the agencies are able to
select better employees and examina
tions are held less frequently.
As much of a consolidation as could
be made under our present law was
effected July 1, 1944, resulting in a
more efficient operation of each State
agency. It is estimated the cost of op
eration will be reduced $ 7 2 0 0 .0 0 the
first year, and further reduced in suc
ceeding years. The Committee on Oc
tober 16, 1944, unanimously requested
the Attorney General of the State of
Oregon to prepare, and he now is, the
necessary bills to be submitted to the
43 rd Legislative Assembly, which bills
are designed to enable a complete con
solidation of the merit systems of the
four State agencies.
» » * * *
On the Main Question, the Committee
Renders a Divided Report:
The majority report being:
"A fter hearing all arguments pro
and con, it is our opinion that a merit
system would practically freeze in their
positions, State employees to the point
where' it would be almost impossible
to discharge one for any reason after he
had quahfied under a merit system ex
amination. Therefore, we do not think
that such a law would be fair to our
elected public officers who are held
responsible for the efficiency of their
officers. For a further reason, to adopt
a merit system at this time would not
be just to our boys and girls now in
the Armed Services.”
J. N. Jones
Lew Wallace
W. W. Chadwick
The minority report being:
"We recommend that the State of
Oregon adopt a merit system for the
selection, protection and removal of
its employees. The law need not freeze
employees into their position but
should provide that an employee may
be discharged by his superior. If such
employee feels that he has been arbi
trarily discharged, he may appeal, not
to a Court, but to the Merit System
Commission, whose decision shall be
final. The burden of proof as to the
employee’s right to keep his position
must always be placed upon the em
ployee. As a merit system is designed
to select only qualified employees, it
will not reduce, but will enhance the
efficiency of elected public officers.
"The present law gives no prefer
ence to veterans of the Armed Services.
The law should provide that all State
employees hired subsequent to Septem
ber 14, 1940, the date the National
Guard was mobilized into the United
States Army, should be temporary em
ployees until six months after the ter
mination of this war. Thus, the veterans
would not only have an equal oppor
tunity, but the advantage of the es
tablished veterans preference.
"A merit system selects only quali
fied and competent state employees.
Their promotions, demotions, lay-offs,
and discharges are made objectively
and on a basis of merit, free from per
sonal, political, or religious considera
tions. The seven to ten thousand state
employees should not be employed by
the state on a personal basis without
any set standard for qualifications, but
should serve the state after competitive
tests prove their ability. Instead of the
64 departments using any method at
any time, there should be a fixed norm
to determine competency for all em
ployees in all departments.
(Continued on page 35)
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