Can pay-for-performance increase the motivation of public employees? By providing a basis for personnel decisions, particularly linking rewards to performance, performance appraisals aim to increase employees' work motivation and ultimately to improve their work performance and organizational productivity. With the emphasis on results-oriented management, performance appraisals have become a key managerial tool in the public sector. Critics charge, however, that pay-for-performance is ineffective in the public sector, largely because the link between performance and rewards is weak. However, no one has empirically measured the strength of the linkage. If performance ratings do have an impact on career success in the federal service, they might contribute to race and gender inequality. Although many studies have examined factors affecting gender and racial differences in career success, studies that try to connect gender and racial inequalities to managerial tools are scarce. Using a one percent sample of federal personnel records, the first essay examines the impact of performance ratings on salary increases and promotion probabilities, and the second essay explores whether women and minorities receive lower ratings than comparable white males, and women and minorities receive lower returns on the same level of performance ratings than comparable white males. The first essay finds that performance ratings have only limited impact on salary increases, but that they significantly affect promotion probability. Thus, the argument that performance-rewards link is weak could be partially correct, if it considers only pay-performance relationships. The second essay finds that women receive equal or higher performance ratings than comparable white men, but some minority male groups, particularly black men, tend to receive lower ratings than comparable white men. On the other hand, the returns on outstanding ratings do not differ between women and minority male groups and white men, though women groups seem to have disadvantages in promotion with the same higher ratings as comparable men in highly male-dominant occupations.

The purpose of this study was to examine the effectiveness of the Civil Service Reform Act of 1978 on the federal civil service through the establishment of the Merit Systems Protection Board. The Civil Service Reform Act of 1978 was designed to correct many of the abuses which existed under the Civil Service Commission related to appeals procedures and inefficiency within the federal government. The majority of data collected for this study were obtained from the Dallas field office of the Merit Systems Protection Board, which covers approximately 275,000 federal employees in a five-state area. Additional data, related to all of the regional field offices of the Merit Systems Protection Board, were obtained from Washington, D.C. Two research tools were used to collect data from the Dallas field office: a questionnaire and a personal interview. Three hypotheses were examined. Hypothesis I stated that the creation of the Merit Systems Protection Board has not given presiding officials any additional authority to handle or decide adverse action cases brought within their jurisdiction. Hypothesis II stated that the length of time needed to process adverse action cases has not decreased since the creation of the Merit Systems Protection Board. Hypothesis III stated that the creation of the Civil Service Reform Act of 1978 has made no difference in the number of adverse action cases brought by federal employees against federal agencies.

Submitted by Ana Lúcia Torres (bfmhuap@gmail.com) on 2017-10-11T11:54:02Z No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) DISSERTAÇÃO MARCIA PACHECO.pdf: 7324036 bytes, checksum: 4b181fd2bf20376ba21540591b5559eb (MD5) / Approved for entry into archive by Ana Lúcia Torres (bfmhuap@gmail.com) on 2017-10-11T11:54:12Z (GMT) No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) DISSERTAÇÃO MARCIA PACHECO.pdf: 7324036 bytes, checksum: 4b181fd2bf20376ba21540591b5559eb (MD5) / Made available in DSpace on 2017-10-11T11:54:12Z (GMT). No. of bitstreams: 2 license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) DISSERTAÇÃO MARCIA PACHECO.pdf: 7324036 bytes, checksum: 4b181fd2bf20376ba21540591b5559eb (MD5) Previous issue date: 2015 / Universidade Federal Fluminense / Analisa-se o processo de implementação da Política de Atenção à Saúde e Segurança no trabalho do Servidor Público Federal (PASS) e do Subsistema Integrado de Atenção à Saúde do Servidor (SIASS) no Estado do Rio de Janeiro através de revisão de literatura, descrição e análise documental de relatórios, de arcabouço legal específico pertinente ao tema e de estudo de caso realizado em duas unidades do SIASS. Estabeleceu-se como hipótese que as concepções e conhecimentos dos agentes implementadores da PASS-SIASS ‒ no caso específico a equipe multiprofissional das unidades ‒ tendem a determinar configurações e práticas que poderão se aproximar ou não do modelo preconizado pela política, impactando sua implementação. Os resultados da investigação demonstraram que os conhecimentos e concepções que orientam as práticas das equipes nas duas unidades ainda mantém-se próximos ao conceito da Saúde Ocupacional. Aponta-se os Foruns do SIASS como espaços potencias para superação desse quadro / In this paper, the implementation of the Healthcare and Work Safety Policy for Federal Civil Servants (PASS) and the Integrated Healthcare Subsystem for Civil Servants (SIASS) in the State of Rio de Janeiro were analysed through a literature review, description and analysis of report documents, of the specific legal structure related to the theme, and a case study carried out at two units of SIASS. It was established as a hypothesis that the concepts and knowledge of PASS and SIASS agents – the multi professional teams, more specifically - tend to determine configurations and practices which may or may not follow the model established by policy, thus affecting its implementation. Results show that the knowledge and concepts that guide the practices of the teams in both units are in relatively close conformity with the concept of Occupational Health. SIASS’s Forums are highlighted as potential elements in overcoming this situation

The aim of this study was to identify those job factors that determine the level of motivation in the Nigerian Federal Civil Service Commission and to establish how this knowledge can be used to increase motivation and job satisfaction across the Nigerian Federal Civil Service. A wide variety of theories on motivation and job satisfaction were studied. Herzberg's dual-factor theory of job satisfaction was used as the defining basis for the empirical part of the study. The findings both supported and refuted the theory. Both intrinsic and extrinsic job variables influenced the work motivation of respondents, with specific extrinsic variables having a significant effect, contrary to Herzberg's findings. A difference was also recorded among senior staff who appeared more motivated by intrinsic variables and junior staff who tended to emphasise extrinsic job variables. / Public Administration / D. Admin.

The aim of this study was to identify those job factors that determine the level of motivation in the Nigerian Federal Civil Service Commission and to establish how this knowledge can be used to increase motivation and job satisfaction across the Nigerian Federal Civil Service. A wide variety of theories on motivation and job satisfaction were studied. Herzberg's dual-factor theory of job satisfaction was used as the defining basis for the empirical part of the study. The findings both supported and refuted the theory. Both intrinsic and extrinsic job variables influenced the work motivation of respondents, with specific extrinsic variables having a significant effect, contrary to Herzberg's findings. A difference was also recorded among senior staff who appeared more motivated by intrinsic variables and junior staff who tended to emphasise extrinsic job variables. / Public Administration and Management / D. Admin.

Can pay-for-performance increase the motivation of public employees? By providing a basis for personnel decisions, particularly linking rewards to performance, performance appraisals aim to increase employees' work motivation and ultimately to improve their work performance and organizational productivity. With the emphasis on results-oriented management, performance appraisals have become a key managerial tool in the public sector. Critics charge, however, that pay-for-performance is ineffective in the public sector, largely because the link between performance and rewards is weak. However, no one has empirically measured the strength of the linkage. If performance ratings do have an impact on career success in the federal service, they might contribute to race and gender inequality. Although many studies have examined factors affecting gender and racial differences in career success, studies that try to connect gender and racial inequalities to managerial tools are scarce. Using a one percent sample of federal personnel records, the first essay examines the impact of performance ratings on salary increases and promotion probabilities, and the second essay explores whether women and minorities receive lower ratings than comparable white males, and women and minorities receive lower returns on the same level of performance ratings than comparable white males. The first essay finds that performance ratings have only limited impact on salary increases, but that they significantly affect promotion probability. Thus, the argument that performance-rewards link is weak could be partially correct, if it considers only pay-performance relationships. The second essay finds that women receive equal or higher performance ratings than comparable white men, but some minority male groups, particularly black men, tend to receive lower ratings than comparable white men. On the other hand, the returns on outstanding ratings do not differ between women and minority male groups and white men, though women groups seem to have disadvantages in promotion with the same higher ratings as comparable men in highly male-dominant occupations.

Made available in DSpace on 2011-05-04T12:36:30Z (GMT). No. of bitstreams: 0 Previous issue date: 2010 / Este estudo analisa a situação do quadro de trabalhadores do Ministério da Saúde e entidades vinculadas Agência Nacional de Vigilância Sanitária (ANVISA), Agência Nacional de Saúde Suplementar (ANS) e Fundação Oswaldo Cruz (FIOCRUZ) _ noperíodo de 2000 a 2008, segundo algumas variáveis selecionadas, com destaque para o tipo de vínculo desses trabalhadores. Além da análise da evolução quantitativa da força de trabalho federal em saúde, procurou-se relacionar a situação atual com os condicionantes históricos e as políticas recentes voltadas para o funcionalismo público federal. O institucionalismo histórico é a principal corrente utilizada como referencial teórico do estudo, por reconhecer a importância do Estado como ator político e valorizar os condicionantes históricos, o papel das instituições e dos atores na conformação das políticas. As estratégias metodológicas utilizadas foram: revisão bibliográfica, análise documental e análise de dados primários e secundários sobre o quadro de trabalhadores federais em geral e na saúde. Os resultados sugerem que, no período recente, após o início do governo Lula em 2003, houve uma inflexão na tendência de redução do funcionalismo público federal, a qual vinha sendo observada desde os anos 1990, relacionada ao aumento dos concursos públicos para reposição de quadros. Tal movimento não atinge de forma homogênea todas as áreas,sendo que a saúde apresentou um aumento no quadro de servidores ativos inferior à média total do Executivo Federal. Foram observadas diferenças na situação do quadro de trabalhadores do Ministério da Saúde e entidades vinculadas incluídas no estudo. O nível central do Ministério foi pouco beneficiado com a realização de concursos e o funcionamento de áreas estratégicas do nível central do Ministério permanece dependente de profissionais inseridos como consultores ou por contratos temporários. As agências reguladoras da saúde, criadas no início dos anos 2000, foram beneficiadas com concursos para a contratação de servidores de carreiras específicas, principalmente a partir de 2005, mas ao final do período ainda apresentavam uma quantidade expressiva de trabalhadores com outros tipos de vínculos. Já na FIOCRUZ, observou-se um aumento do número de servidores no período, porém um aumento ainda maior na incorporação de trabalhadores terceirizados. Por fim, discutem-se os desafios de conformação de uma força de trabalho federal na saúde suficiente, estável e adequada para dar conta das atribuições estratégicas do Ministério da Saúde e entidades vinculadas, visto que, no Brasil, a esfera federal tem um papel fundamental para a consolidação do Sistema Único de Saúde, mesmo em um contexto de descentralização político-administrativa. / This study investigates the staffing of the Brazilian Ministry of Health and associated entities – namely, the National Public Health Surveillance Agency (ANVISA, National Agency for Supplementary Health Care (ANS) and the Oswaldo Cruz Foundation (FIOCRUZ) – during the period from 2000 to 2008, in terms of a selected set of variables,with particular focus on the types of employment relation. As well as an analysis of the quantitative growth of the federal work force in health, the study involved relating the current situation to historical factors and recent policies aimed at the federal civil service. Historical institutionalism is the main theoretical branch referenced in the study as it recognizes the importance of the State as a political actor and values the historical conditioning factors and the role of the institutions and actors in policy making. The methodological techniques used were a bibliographical review, documental analysis and analysis of primary and secondary data on federal staffing in general and in health care. The results suggest that since the dawn of the Lula government in 2003, the trend of a shrinking federal civil service observed since the 1990s has been reversed as a result of increased civil service admissions to replenish staffing levels. However, this movement has not affected all the different areas in a uniform manner, and the increase in active public health workers is lower than the average increase of the Federal Executive. Differences were found in the staffing situations of the Ministry of Health and of the associated entities included in this study. The central office of the Ministry benefitted only slightly from the civil service admission examinations conducted and the operations of strategic areas of the Ministry central office remain dependent on professionals hired as consultants or by temporary contracts. The health regulatory agencies, created in the early 2000s, have benefitted from civil service admission examinations for the admission of specific professions, especially since 2005, but at the end of the period there was still a considerable proportion of workers employed under alternative types of engagement. Meanwhile at FIOCRUZ, although an increase was observed in the number of civil servants in the period, there was an even greater increase in the number of workers employed under other types of contracts. Finally, a discussion is developed on the challenges involved in forming a federal work force in health which is large enough, stable and adequate to address the strategic 10 responsibilities of the Ministry of Health and associated entities, bearing in mind that in Brazil the federal governmental sphere plays a fundamental role in consolidating the Unified Health System (SUS), even against the backdrop of political-administrative decentralization.