Dramatic Reform in the Public Service: At-Will Employment and the Creation of a New Public Workforce
As is widely known, the state of Georgia transformed its civil service system in the mid-1990s. A new performance management and pay-for-performance plan was put into place, and authority for personnel policy was significantly decentralized, but perhaps most notably, all employees hired or promoted...
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Veröffentlicht in: | Journal of public administration research and theory 2006-07, Vol.16 (3), p.447-466 |
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description | As is widely known, the state of Georgia transformed its civil service system in the mid-1990s. A new performance management and pay-for-performance plan was put into place, and authority for personnel policy was significantly decentralized, but perhaps most notably, all employees hired or promoted after July 1, 1996, were placed in the state's unclassified service where they were required to serve on an at-will basis. In stark contrast, state workers hired into their positions earlier continued to enjoy an array of job protections and appeals rights as members of the traditional classified service. This article seeks to understand the impact of such dramatic public service reform on the attitudes of employees. A survey of unclassified (at-will) and classified employees conducted four years after the reforms revealed generally negative views toward the array of changes in the state's personnel policies, but interestingly, unclassified employees were significantly less negative about the full range of reforms than their classified co-workers, even when differences in age, tenure, and other factors were held constant. |
doi_str_mv | 10.1093/jopart/mui052 |
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A survey of unclassified (at-will) and classified employees conducted four years after the reforms revealed generally negative views toward the array of changes in the state's personnel policies, but interestingly, unclassified employees were significantly less negative about the full range of reforms than their classified co-workers, even when differences in age, tenure, and other factors were held constant.</description><identifier>ISSN: 1053-1858</identifier><identifier>EISSN: 1477-9803</identifier><identifier>DOI: 10.1093/jopart/mui052</identifier><identifier>CODEN: JPRTEC</identifier><language>eng</language><publisher>Oxford: Oxford University Press</publisher><subject>Administrative reform ; At will employment ; Attitudes ; Civil law ; Civil Service ; Classified employees ; Conditions of employment ; Decentralization ; Employee supervision ; Employees ; Employment ; Employment Changes ; Georgia ; Georgia (State) ; Georgia (U.S.A.) ; Government employees ; Human resources ; Impact analysis ; Indictments ; Law reform ; Management ; Organizational structure ; Pay for performance ; Performance management ; Personnel management ; Personnel policies ; Public administration ; Public Sector ; Public servants ; Reform ; Reforms ; Reorganization ; State court decisions ; State employees ; Studies ; Tenure ; United States ; Workforce</subject><ispartof>Journal of public administration research and theory, 2006-07, Vol.16 (3), p.447-466</ispartof><rights>Copyright 2006 Journal of Public Administration Research and Theory, Inc.</rights><rights>(c) Journal of Public Administration Research and Theory. 2006. 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Edward</creatorcontrib><creatorcontrib>Nigro, Lloyd G.</creatorcontrib><title>Dramatic Reform in the Public Service: At-Will Employment and the Creation of a New Public Workforce</title><title>Journal of public administration research and theory</title><addtitle>J Public Adm Res Theory</addtitle><description>As is widely known, the state of Georgia transformed its civil service system in the mid-1990s. A new performance management and pay-for-performance plan was put into place, and authority for personnel policy was significantly decentralized, but perhaps most notably, all employees hired or promoted after July 1, 1996, were placed in the state's unclassified service where they were required to serve on an at-will basis. In stark contrast, state workers hired into their positions earlier continued to enjoy an array of job protections and appeals rights as members of the traditional classified service. This article seeks to understand the impact of such dramatic public service reform on the attitudes of employees. A survey of unclassified (at-will) and classified employees conducted four years after the reforms revealed generally negative views toward the array of changes in the state's personnel policies, but interestingly, unclassified employees were significantly less negative about the full range of reforms than their classified co-workers, even when differences in age, tenure, and other factors were held constant.</description><subject>Administrative reform</subject><subject>At will employment</subject><subject>Attitudes</subject><subject>Civil law</subject><subject>Civil Service</subject><subject>Classified employees</subject><subject>Conditions of employment</subject><subject>Decentralization</subject><subject>Employee supervision</subject><subject>Employees</subject><subject>Employment</subject><subject>Employment Changes</subject><subject>Georgia</subject><subject>Georgia (State)</subject><subject>Georgia (U.S.A.)</subject><subject>Government employees</subject><subject>Human resources</subject><subject>Impact analysis</subject><subject>Indictments</subject><subject>Law reform</subject><subject>Management</subject><subject>Organizational structure</subject><subject>Pay for performance</subject><subject>Performance management</subject><subject>Personnel management</subject><subject>Personnel policies</subject><subject>Public administration</subject><subject>Public Sector</subject><subject>Public servants</subject><subject>Reform</subject><subject>Reforms</subject><subject>Reorganization</subject><subject>State court decisions</subject><subject>State employees</subject><subject>Studies</subject><subject>Tenure</subject><subject>United States</subject><subject>Workforce</subject><issn>1053-1858</issn><issn>1477-9803</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2006</creationdate><recordtype>article</recordtype><sourceid>7UB</sourceid><sourceid>7TQ</sourceid><recordid>eNqN0UlP3DAYBuAIFal04NgbB6sHbgHvS290WKURIGhF1YvleByRIYmntlOYf48hLFIv4Ist-_ErfXqL4iuCuwgqsrfwSxPSXjc0kOG1YgNRIUolIfmUz5CREkkmPxdfYlzAvJRCG8X8IJjOpMaCS1f70IGmB-nGgYuhavPllQv_Guu-g_1UXjdtCw67ZetXnesTMP38iU6DywG-B74GBpy5u5fP1z7c5kzrNov12rTRbT3vk-LX0eHP6Uk5Oz8-ne7PSksZS6WCtZIUV5QyIxHh0kpGhZlLZmupLIaOUyKsgxVVEJk8jeB1PZfUVpzjCpJJsTPmLoP_O7iYdNdE69rW9M4PUTOlWE4gH4CCUC7Uu5BwxgnDOMNv_8GFH0Kfp9WYYC4xoyijckQ2-BiDq_UyNJ0JK42gfqxQjxXqscLst0e_iMmHV0wkhUTht7gmJnf_-mzCreaCCKZPfv_RVxyf_ZhRoQ_IA1dep5o</recordid><startdate>20060701</startdate><enddate>20060701</enddate><creator>Kellough, J. 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Edward ; Nigro, Lloyd G.</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-c455t-90f9842b445a81368c8547ad85cf89c20e6437ce0b4901a18576ffd84cb662b03</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2006</creationdate><topic>Administrative reform</topic><topic>At will employment</topic><topic>Attitudes</topic><topic>Civil law</topic><topic>Civil Service</topic><topic>Classified employees</topic><topic>Conditions of employment</topic><topic>Decentralization</topic><topic>Employee supervision</topic><topic>Employees</topic><topic>Employment</topic><topic>Employment Changes</topic><topic>Georgia</topic><topic>Georgia (State)</topic><topic>Georgia (U.S.A.)</topic><topic>Government employees</topic><topic>Human resources</topic><topic>Impact analysis</topic><topic>Indictments</topic><topic>Law reform</topic><topic>Management</topic><topic>Organizational structure</topic><topic>Pay for performance</topic><topic>Performance management</topic><topic>Personnel management</topic><topic>Personnel policies</topic><topic>Public administration</topic><topic>Public Sector</topic><topic>Public servants</topic><topic>Reform</topic><topic>Reforms</topic><topic>Reorganization</topic><topic>State court decisions</topic><topic>State employees</topic><topic>Studies</topic><topic>Tenure</topic><topic>United States</topic><topic>Workforce</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Kellough, J. Edward</creatorcontrib><creatorcontrib>Nigro, Lloyd G.</creatorcontrib><collection>Istex</collection><collection>CrossRef</collection><collection>Worldwide Political Science Abstracts</collection><collection>International Bibliography of the Social Sciences (IBSS)</collection><collection>International Bibliography of the Social Sciences</collection><collection>International Bibliography of the Social Sciences</collection><collection>PAIS Index</collection><collection>PAIS International</collection><collection>PAIS International (Ovid)</collection><jtitle>Journal of public administration research and theory</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Kellough, J. 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In stark contrast, state workers hired into their positions earlier continued to enjoy an array of job protections and appeals rights as members of the traditional classified service. This article seeks to understand the impact of such dramatic public service reform on the attitudes of employees. A survey of unclassified (at-will) and classified employees conducted four years after the reforms revealed generally negative views toward the array of changes in the state's personnel policies, but interestingly, unclassified employees were significantly less negative about the full range of reforms than their classified co-workers, even when differences in age, tenure, and other factors were held constant.</abstract><cop>Oxford</cop><pub>Oxford University Press</pub><doi>10.1093/jopart/mui052</doi><tpages>20</tpages><oa>free_for_read</oa></addata></record> |
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source | PAIS Index; Worldwide Political Science Abstracts; Oxford University Press Journals All Titles (1996-Current); Business Source Complete (EBSCO); Political Science Complete (EBSCOhost); JSTOR |
subjects | Administrative reform At will employment Attitudes Civil law Civil Service Classified employees Conditions of employment Decentralization Employee supervision Employees Employment Employment Changes Georgia Georgia (State) Georgia (U.S.A.) Government employees Human resources Impact analysis Indictments Law reform Management Organizational structure Pay for performance Performance management Personnel management Personnel policies Public administration Public Sector Public servants Reform Reforms Reorganization State court decisions State employees Studies Tenure United States Workforce |
title | Dramatic Reform in the Public Service: At-Will Employment and the Creation of a New Public Workforce |
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