Read more
Informationen zum Autor HOWARD RISHER is senior fellow and adjunct professor of human resource management in the Wharton School, University of Pennsylvania. He has twenty-five years of experience in the areas of workforce management, compensation system design, and employee research. He served as project director for the study that resulted in federal pay reform and the enactment of the Federal Employees Pay Comparability Act (FEPCA) in 1990. A well-known compensation consultant to public agencies at the federal, state, and local level, Risher has also served as a consultant to major corporations, hospitals, and universities. Risher is a member of several professional associations and is an instructor for certification in compensation management. He is also a member of the advisory board for Compensation and Benefits Review. CHARLES H. FAY is director of the graduate program in human resource management and associate professor of human resource management at Rutgers University. He is also editor of Human Resource Planning and serves on the board and the research committee of the Human Resource Planning Society. In addition, he engages in research and consulting focused on compensation, systems, performance management, performance appraisal, and human resource support systems.Fay served as chair of the Research Committee of the American Compensation Association. He is also a former member of the Federal Salary Council, a presidential council that advises the Federal Pay Agent on salary issues concerning white-collar employees. Klappentext The survival and success of public organizations depends on employee satisfaction and motivation to improve performance. New Strategies for Public Pay addresses one of the strongest motivators?compensation. The book outlines proven strategies, many of which are successfully used in private industry, that are also well-suited for government organizations. Specific programs are described and analyzed by experts from government, academia, think tanks, labor unions, and private business, running the gamut from merit pay to competency-based pay to gainsharing. New Strategies for Public Pay introduces a range of alternative pay systems that show public sector managers how they can set standards that match the unique needs of individual organizations, stimulate desired new behaviors necessary to overcome the fear of change and "business as usual" mentality, and energize employees and provide a fresh incentive for continuing improved performance. Zusammenfassung In this work! the contributors examines civil service compensation systems! analyze proposals for reform! and discuss such areas as issues of equity and fairness! merit pay! pay for performance! collective bargaining and labour market influences. Inhaltsverzeichnis Rethinking Government Compensation Programs One: Understanding Salary Management 1. Are Current Programs Working? Views from the Trenches, Barbara S. Wamsley 2. Salary Structures: The Framework for Salary Management, Howard Risher 3. Aligning Pay Levels with Prevailing Labor Market Rates, Charles Fay 4. Job Classification: The Support System for Personal Decision Making, Lynn Holley, James O'Connell 5. Job Evaluation: The Search for Internal Equity, Howard Risher, Lois Wise 6. Rewarding Skills in the Public Sector, Nina Gupta 7. Competency-Based Pay: The Next Model for Salary Management, Howard Risher 8. Executive Salary Management: The Clash of Political and Labor Market Realities, Howard Risher Two: Linking Pay to Performance 9. Managing and Assessing Employee Performance, Doris Hausser, Charles Fay 10. Merit Pay: Motivating and rewarding Individual Performance, Howard Risher, Charles Fay, James Perry 11. Gainsharing in Government: Group-Based Performance Pay for Public Employees, Ronald P. Sanders 12. Paying for Performance: Lessons Learned i...
