20
revenue ,and fiscal policies, and not
overlooking the fact that, a large pro
portion bf state appropriations go into
salaries and wages, the . commission took
early steps; to integrate the personnel
system with that of budget administra
tion. Likewise, the Commission decided
to encourage as well as rely upon the
continuing advice and recommenda
tions of department heads, not only in
the installation of the system but in its
administration. Provision was made in
the rules for the appointment by the
commission J of a personnel advisory
committee consisting of .-three depart
mental administrators. The members of
this committee serve staggered terms'"
extending up to six months. The func
tions of the committee were outlined
by the commission^ and consisted prin
cipally ?qf serving as an advisory group
to the cofnmissiQn and director in the;
formulation and administration of- ma-?
jor state personnel polices; ???
It may be said, that the type of ap
proach outlined above has a certain ele
ment of danger for the future jof a new
personnel agency. Such an approach al
legedly might place the personnel agen
cy in the position of bending over back
wards to concede to and compromise
with operating officials, thereby lessen
ing its dignity and weakening its sta
ture in the official family of thè juris
diction. Up to this point such has not
proven to be true. The reader may un
doubtedly recall, ;howeyer,, civil service-
commissions which became either per
sonnel àgencies in name only or suffered
undying and repressive criticism for in
itially approaching their mission with
an overly* idealistic attitude, a m ulti
plicity of- forms, procedures and con
trols, and a j startling array of "tech
nicians.”
Classification and Pay Plans
". . . There was initially a fear on
the part of budget and administrative
authorities that the civil service pro
gram ,’ representing essentially an efm
ployee viewpoint, wouldcarry on its ac
tivities without reference to adminis
trative requirements or* the state’s fi
nancial Condition) The contemplated
classification and pay. processes 9 were
therefore discussed thoroughly both as