Image provided by: SEIU Local 503; Salem, OR
About The Oregon state employee. (Salem, Oregon.) 1944-195? | View Entire Issue (Dec. 1, 1944)
LUBMUL 15 PERSONAL FITNESS . . . Positive recruitment and modern job classification and testing enable a cen tral agency to furnish employees who possess not only technical skill and knowledge but also desired personal traits, aptitudes and capacities. Method: For many years oral or inter view tests, if given to applicants at all, were rated on a fleeting impres sion of the examiners as to the can didates’ appearance, manner and bearing. They were largely subjec tive, often unfair, and of little use in evaluating candidates. Modern practice calls for verifiable evidence of past demonstration of capacities. Where such qualities as initiative or ability to carry through a program are important, only those applicants can qualify today who have actually demonstrated in action, in past ex perience, the possession of the need ed capacity. TRAINING AND MORALE . . . Well-developed in-service training techniques, performance rating, super visory conferences, and employee rela tions practice are part of accepted mod ern merit system procedure. Affirma tive practice of personnel management constantly maintains and improves the morale of employees on the job. Method: Progressive jurisdictions today require periodic group conferences of employees and supervisors at various levels. Cooperatively they analyze the quantity and quality of produc tion and the flow of work at each level of responsibility, In this way the activity and the strength or weakness of each employee, in the organizational effort, is periodically reviewed, and the interest of super visors and employees is kept alive through joint effort to improve ser vice. ADVANCEMENT BY MERIT . . . Complaint that civil service em ployees have no incentive to do more than "warm their chairs” in order to hold their jobs applies to the negative civil service process which is now out moded. Competitive promotion, under modern merit system practice, places a premium on continuing employee ini tiative and outstanding service. In many of the more progressive jurisdic tions promotion examinations are be ing held to fill the most responsible ad ministrative and technical positions, positions which have in the past been open only to patronage. So long as top positions are filled by political appoin tees, political considerations affect the work and progress of the lesser em ployees in an organization; ambition is killed and stagnation is inevitable. Mod ern practice in progressive jurisdictions proves that the career system is prac ticable. Method: Top management posts have been filled through competitive ex amination in New York, California, Wisconsin, etc. Posts such as Direc tor of Unemployment Insurance, and City Treasurer are examples. PRESTIGE O F MERIT EMPLOYEES The prestige of merit system em ployees in progressive communities has increased tremendously in recent years. They are recognized leaders in the civic life of their communities. They enjoy the highest credit ratings, and are mak ing outstanding contributions to the social and economic life of America. Method: The record of Sanford Bates, or of Mark Graves, illustrates the opportunity for distinction and ser vice open to merit system employees. Sanford Bates, through years of faithful service in various ranks with the Federal Bureau of Prisons, help ed to revolutionize the practice of penology. He has also served as a trustee of the National Probation Association, a Director of Prison In dustries, Inc., Director of the Boys’ Clubs of America, the Citizenship (Continued on page 33)
