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)