24
then encouraged and stimulated depart
ments individually to develop more de
tailed and specific^* rating traits or pro
cedures which would satisfy- their par
ticular needs. A mote detailed rating
form could be printed on the back, of
the original standard form or used as
a supplementary -form by departments.;
By , taking this approach the civil
service commission placed itself in a
research and adyisory capacity, rather
than a controlling one. The result of
This , approach to the problem has been a
greater acceptance of procedures and
objectives on the part of department
heads. Many departments have whole
heartedly entered into the'problem of,
Service; ratings within their own units
and have evolved individual programs
which will be much more useful than
jvould have ¿been the case had a "ci#
and dried’’ system been imposed upon
them. I In | addition, the civil service*
department will ¿have an opportunity
to review'» the’ effect of different de
partmental methods, still retaining' a
Sasic standard form ahd procedure. For
example, one large state department
plans to include self-rating as well as
supervisory rating fbt all employees;
another department plans to establish
a rating committee for the rating of
each employee’s performance.
The ttue Worth of any such. plan
lies in its use by departments to com
mend meritorious service and to point
put weaknesses in order that I employee
efficiency may be improved and . em
ployee morale bolstered. The civil serv
ice I commission in its servicer.jirating
program, is 'attempting- to achieve this
objective. Unlike many "plans, the Ore
gon, system will not provide for salary
adjustments on the basis 'o f individual
tarings.
I The civil service program, up to the
Simon's
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Eat Where Food Tastes Good
M. L. Simon Cannon Beach, Ore.
present time, h'as only scratched the
surface insofar as training activities are
Concerned. Under the civil service law,
a fairly rigid in-service promotional
program is set forth. With such a pol
icy, added responsibility is placed on
the central personnel agency*;’ and the
various departments in the development
of departmental staffs. Only by such
measures can stagnation on the part o f
employees be obviated. The civil service
commission again views its part in this
activity as being principally one of
stimulating departments in developing
their own training programs and assist-