9
New Ideas and Improved Methods
By FLOYD QUERY
The dignity and importance of the
individual is one of the cornerstones
of our democracy. The progress of this
country has largely been due to the
recognition of the individual and the
encouragement of individual initiative
and enterprise by rewarding those who
demonstrate unusual capability.
The old adage of "two heads are
better than one-’ is not all malarkey.
It is impossible for any executive or
administrator to think of everything.
These men recognize this fact and con
sequently surround themselves with
the most competent help that they can
obtain. Successful administrators then
make the best use they can of the tal
ent at hand, with the ultimate purpose
of creating an efficient, smooth-run
ning organization. This should be as
true in government as it is in industry.
However, human nature has not
changed, and the problem still exists
of how to get employees to put forth
their best efforts. It has been a com
mon, whether just or not, criticism of
governmental employees that they are
the type of people who are interested
in a job where they do not have to
work too hard, and where they can get
a regular pay check. The truth in this
criticism springs from the old prac
tises of hiring employees. A purely
political employee who knows that his
job can expire with the next election
certainly has no incentive to fender
superior or outstanding service.
Oregon as a state has gone beyond
that category with the enactment of
the civil service law at the last legis
lative assembly. The men and women
of this assembly rendered the state an
outstanding service when the act was
passed. It is one of the really important
pieces of legislation now on the statute
books.
The most ardent civil service advo
cate will admit though, that getting
tne enactment of the law is only a part
of the whole idea. Administration is
vitally important, for under the ad
ministration will be developed the
form, color and character by which
civil service in Oregon will be known.
From a state employee’s viewpoint
the law can mean several things, some
what dependent on the age of the em
ployee. Older employees who have
proved their worth are protected, but
the young employee will probably be
more interested in the features of the
law and administration which provides
or restrict possibilities of advancement.
To attract the best type of new em
ployees and to encourage older employ
ees, it is necessary that the law and the
administration of the law offer well
defined opportunities for advancement
in grade and salary to those who dem
onstrate unusual ability.
The idea of "Incentive Pay” is not a
new or untried theory. The new civil
service plan for Federal employees has
greatly improved and broadened this
feature. One of the fundamental prin
ciples of "Incentive Pay” is to keep
alive and active the spark of initiative
and creativeness in employees. State
employees will watch with considerable
interest the development of this phase
of our civil service law.
The city council of Reading, Penn
sylvania, has adopted an ordinance rec
ognizing a local of the American Fed
eration of State, County, and Municipal
Employees as bargaining agents for city
workers and providing paid vacations
and holidays, time and one half for
overtime, and grievance procedure for
protection against dismissal without
cause.