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Abstract

This article compares the effects of two different pay-for-performance systems implemented as a result of the Civil Service Reform Act of 1978. Analyses are based on responses to five annual attitude surveys administered between 1979 and 1984 to civilian employees at four Navy R&D laboratories. Two of the labs, located in California, implemented pay for performance for all their white collar employees under a CSRA demonstration project testing an integrated approach to pay performance appraisal and position classification. The other two labs, located on the East coast, served as a comparison group for the federal-wide merit pay system covering supervisors and managers. Overall results were found to be more positive for the two demonstration labs in California.

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Effects of Performance-Contingent Pay on Employee Attitudes

Abstract

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