TY - BOOK ID - 146594029 TI - How to Set Compensation for Government Employees AU - Thevenot, Celine. AU - Walker, Sébastien. PY - 2024 SN - 9798400272677 PB - Washington, D.C. : International Monetary Fund, DB - UniCat KW - Aggregate Human Capital KW - Aggregate Labor Productivity KW - Bonuses KW - Compensation Packages KW - Economic sectors KW - Economic theory KW - Economics of specific sectors KW - Economics: General KW - Employee fringe benefits KW - Employment KW - Foreign Exchange KW - Income economics KW - Informal Economy KW - Intergenerational Income Distribution KW - Labor Force and Employment, Size, and Structure KW - Labor KW - Labour KW - Macroeconomics KW - Non-wage benefits KW - Nonwage Labor Costs and Benefits KW - Payment Methods KW - Personal Income and Other Nonbusiness Taxes and Subsidies KW - Personnel Economics: Compensation and Compensation Methods and Their Effects KW - Private Pensions KW - Public employment KW - Social security KW - Taxation KW - Underground Econom KW - Unemployment KW - Wages KW - Wages, Compensation, and Labor Costs: General KW - Wages, Compensation, and Labor Costs: Public Policy KW - Welfare & benefit systems UR - https://www.unicat.be/uniCat?func=search&query=sysid:146594029 AB - Government compensation-setting should be informed by the monitoring of trends in recruitment and retention and benchmarking against the private sector. Unduly high compensation is an inefficient use of resources, while insufficient compensation can hinder efforts to recruit, retain, and motivate the workforce needed to deliver adequate public services. Analyzing these factors at a granular level, for example, by occupation or position, can help to identify specific challenges. ER -