The burgeoning literature concerning merit pay in the public sector primarily focuses on themes such as its ability to improve performance, implementation problems in merit pay system maintenance, and a much more limited review of how merit pay should be integrated with salary structure. There are no studies of merit pay and salary structure, however, that compare experiences across local, state and federal government. Compensation specialists from all 50 states were surveyed to determine current practices in the area of pay structure and merit pay systems. Results indicate that many states are having difficulty in effectively integrating structure and merit pay.
Get full access to this article
View all access options for this article.
References
1.
AllanP.RosenbergS. (1986): “An Assessment of Merit Pay Administration Under New York City's Managerial Performance Evaluation System: Three Years of Experience.”Public Personnel Management15: 297–308.
2.
BanC.JohnsonJ. (1984). “Federal Employee Attitudes Toward Reform: Performance Evaluation and Merit Pay,” pp. 65–87 in IngrahamP.BanC. (eds.) Legislating Bureaucratic Change. Albany, N.Y.: SUNY Press.
3.
DaleyD. (1987). “Merit Pay Enters With A Whimper: The Initial Federal Civil Service Reform Experience.”Review of Public Personnel Administration7: 72–79.
GabrisG.T. (1986). “Can Merit Pay Systems Avoid Creating Discord Between Supervisors and Subordinates?: Another Uneasy Look and Performance Appraisal.”Review of Public Personnel Administration7: 70–89.
6.
GabrisG.T.MitchellK.McLemoreR. (1985). “Rewarding Individual and Team Productivity: The Biloxi Merit Bonus Plan.”Public Personnel Management14: 231–243.
7.
GaertnerK.GaertnerG. (1984). “Performance Evaluation and Merit Pay Results in the Environmental Protection Agency and the Mine Safety and Health Administration,” pp. 87–112 in IngrahamP.BanC. (eds.) Legislating Bureaucratic Change. Albany, N.Y.: SUNY Press.
HillsF. (1979). “The Pay for Performance Dilemma.”Personnel56 (September/October): 23–31.
13.
LovrichN.P. (1987). “Merit Pay and Motivation in the Public Workforce: Beyond Technical Concerns to More Basic Considerations.”Review of Public Personnel Administration7: 54–71.
14.
McNishL.C. (1986). “A Critical Review of Performance Appraisal at the Federal Level: The Experience of the PHS.”Review of Public Personnel Administration7: 42–56.
15.
O'DellC.McAdamsJ. (1987). “The Revolution in Employee Rewards.”Management Review76: 30–33.
16.
O'TooleD.E.ChurchillJ.R. (1982). “Implementing Pay for Performance: Initial Experiences.”Review of Public Personnel Administration2: 13–28.
PerryJ.L. (1986). “Merit Pay in the Public Sector: The Case for a Failure of Theory.”Review of Public Personnel Administration7: 57–69.
19.
SchwartzF.E. (1985). “Rewarding Extra Effort.”Association Management37: 99–103.
20.
Van AdelsbergH. (1978). “Relating Performance Evaluation to Compensation of Public Sector Employees.”Public Personnel Management7 (March/April): 72–79.
21.
WallaceM.J.Jr.FayC.H. (1988). Compensation Theory and Practice. Boston: Kent.
22.
WarnerKenneth O.DonovanJ. J., eds. (1965). Practical Guidelines to Public Pay Administration. Chicago: Public Personnel Association.
23.
WeinbergI. (1987). “Zero-Based Merit Increases as a Cost-Effective Way to Reward Achievers.”Journal of Compensation and Benefits2: 346–349.
