less it w ould seem fair to tell the em
are on the whole of high c ^ M ^ ^ n d
ployee a t once so he could look else
endowed w ith intellectual integrity.
w here now for a better .job. In any
O r e j M B a n | B | t f t H ^ ^ >e proud of the
event, the em p lo y e e . feels neglected
honesty and sincerity shown by its
and unappreciated. He readsj that there
state leaders!
P ert edition is not attainable in pula-', w ill be a slash in the^sfate I budgets
at the expense of h is-p ay check. Fev|
lie governm ent, and regardless of the
adm inistrators seem concerned to 'tell
efficien cy shown by« our leaders there
the em ployee the truth of the m atter.
| S ^ neralub«HM on w hich th ey seem
The em ployee hears
1 a eking i n un derstandin g— w ages.
creases w on’t be granted for the n ext
M any of those .who a ^ c h a r ^ S w ith
two years and no responsible head of
handling of the ' state’s finances
a department clarifies the subject for
or departm ent financial policies are
him.
successful business men who have
Closer Cooperation W ill P ay
learned that in com petitive business
It is not too m uch to expect closer
the wOfrimelj® their em ployee ties
closely w ith business
State M K e r a t iln and understanding y^be-.
tween state em ployer and em ployee.
em olo'^ ^^ E S^TOerWftWvWlhese leaders
Successful business m ethodsW p p lieO
seem careless and even negligent when
to state agencies can w ell render b i g
it comes to state em ployees’ w e lf^ r^
They, wonder w hy private irmustry can
Em ployees’ Association, the O SEA, the
and does do so much for its w orkers
em ployees have striven to point the
w hile state agencies seem to see how
w ay to high er efficien cy and produc
m uch they can get out of doing. Is
tion in state service. M any adm inistra
it that in state affairs the leaders are
tors and offiicals have striven
not interested in the state w elfare
the same lines. The O SE A can and w ill
to the s a m ^ ^ B m t that they w ould be
cooperate to the fullest extent to im l
in a profit-m aking business of their
prove the service. It has conducted i t l
own? The empTp^ ^ S like to believe
self properly at all times along these
that their w ork for the state is just
lines and has represented the em -
as im portant as other w ork er’s efforts
ployees’ problems w ithout rancor or
a re
h ave been r e b u ffe d ^ t
A t this w riting, m any em ployees do
some levels and accepted at others.
not E 'e n know w hat their rate of pay
When full cooperation is achieved, a
vill be as of July 1, 1949, under the
noticeable change in governm ental
adopted pay plan, alB H fgh it has been
ficiency w ill follow to the fullest bene
know n to some for months. If tire
fit to the public.
new rates w ere ».to be $100 a month
New Wage Plan and Merit
Increase Policy Explained
B y R O B E R T R. JOH NSON
D irector State C ivil Service Commission
gg&L
lllli
jjlB I
The fo rty-fifth Legislative Assem
b ly approved revised salary schedules
for state employees to take e ffeet on
Ju ly 1, 1949. In the cast of statutory
positions the legislature set new sal
ary rates b y law to be in effect for a
tw o-year period. In case of classified
positions in the
W ays and Means Comm ittee review ed
a ll salary ranges approved by the
C ivil Service Commission and G ovej
nor thoroughly and, after considerable
deliberation, approved these n e w
ranges in principle through the appro
priation of funds for salaries and
w ages for the nex^feiennium . The ap
propriations w ere based upon the new
ranges; how ever, money allow ed de
partm ents for salary adjustm ents to
the new ranges w ere reduced in the