By Robert Klitgaard, Paul C. Light
In a single of crucial opinions of U.S. govt in additional than a decade, the 2003 file of the Volcker fee pulled no punches in describing an underperforming, dysfunctional U.S. executive. The commission's file suggested advancements in reorganization, management, and function, yet stopped in need of specifying the way to positioned its thoughts into perform. In High-Performace govt: constitution, management, Incentives specialists from the RAND company provide sensible how you can reorganize and restructure, increase management, and create versatile, performance-driven enterprises. Edited via Robert Klitgaard, Dean and Ford exclusive Professor of foreign improvement and safety on the Pardee RAND Graduate institution, and Paul C. mild, Founding Director of the guts for Public carrier on the Brookings establishment and Senior Adviser to the Volcker fee, this new publication offers an cutting edge strategy for rethinking govt. This booklet seems at examples of profitable reforms and examines what should be discovered from them to enhance the best way our govt works. High-Performance executive comprises a gap dialogue by way of Robert Klitgaards, the total textual content of the Volcker fee file, and a dozen chapters by means of senior RAND researchers. those chapters talk about tips to confront the demanding situations posed via the altering position and lengthening uncertainty of presidency; restructure less than the restrictions of structural politics; reorganize the nationwide safeguard equipment; tailor public-private partnerships to specific wishes; reform the method of presidential appointments; improve management and incentives within the civil carrier; and masses extra.
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If you keep cutting and cutting, you will find the institutional strength sapped. You will find it harder to attract and keep people. The reputation of the agency will fall. The public will become disenchanted. It will begin to distrust the organization. It will lose interest. ” Stephen G. S. Supreme Court Although members of Congress have the power to adjust their own salaries, judges and senior executives do not have such power. Under current law, they are at the mercy of Congress when it comes to salary adjustments.
But more is needed to fix the presidential appointments process than legislation alone can provide. An attitude change is essential as well. The appointments process has become a political battleground. Presidents and senators are the principal warriors, but candidates for presidential appointment are the principal victims. We desperately THE PRESIDENTIAL APPOINTEE PROBLEM Contemporary presidents face two daunting difficulties in filling the top posts in their administrations: the number of appointments is very large, and the appointments process is very slow.
The commission believes that it is entirely possible to modernize the public service without jeopardizing the traditional and essential rights of public servants. Federal employees should be hired based on their demonstrated skills and talents, not their political affiliations. They should enjoy protection from discrimination and from arbitrary personnel actions. The traditional values of merit hiring, nondiscrimination, protection from arbitrary discipline or dismissal, and freedom from political interference should remain paramount.