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This publication reviews performance pay schemes covering middle management and senior management levels in departments and agencies of central government and also looks at, on a selective basis, schemes for managers in other parts of the public sector. The objectives of the study were to investigate why performance-related pay schemes are being introduced at management levels in the public sector, to examine how these schemes operate, to assess whether the schemes are meeting their stated objectives, and tosee whether and under what conditions performance pay can operate successfully in public sector settings.

Governance --- Government executives --- Merit pay --- Salaries, etc --- Rating of --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- Performance awards --- Wages --- Executives --- Public officers

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Une augmentation de salaire pour récompenser une meilleure performance : une telle politique peut-elle être bénéfique dans le secteur public ? Ce livre présente une vue d’ensemble des politiques de rémunération liée aux performances (RLP) dans l'administration. Il rend compte de l’expérience de 14 pays au cours des 20 dernières années. Il examine aussi bien les avantages que les faiblesses des politiques de RLP. Cet ouvrage explore les diverses voies empruntées par les pays pour mener à bien leurs réformes. Il s’attache à comprendre les raisons pour lesquelles les politiques de RLP sont mises en œuvre et comment ces politiques opèrent concrètement. Les résultats des politiques de RLP sont évalués tant au niveau de l'individu qu'au niveau des équipes. Des recommandations sont proposées pour faciliter la mise en œuvre des politiques de RLP et éviter certains obstacles. Ce livre, qui puise largement dans les rapports préparés par les pays, tire les leçons de deux décennies d'expérience en matière de politiques de RLP. Il évalue également l’impact de ces politiques sur l'efficience du secteur public. Pays couverts Allemagne, Canada, Chili, Corée, Danemark, Espagne, Finlande, France, Hongrie, Italie, Nouvelle-Zélande, Royaume-Uni, Suède et Suisse.

Merit pay --- Compensation management --- OECD countries --- Officials and employees --- Salaries, etc. --- Compensation administration --- Wage and salary administration --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- OECD member countries --- Organisation for Economic Co-operation and Development countries --- Personnel management --- Wages --- Performance awards

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Compensation management --- Merit pay --- 65.015 --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- Performance awards --- Wages --- Compensation administration --- Wage and salary administration --- Personnel management --- 65.015 Work study and analysis. Method study --- Work study and analysis. Method study

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Government executives --- Merit pay --- 331.2 --- 334.7 --- 336.1 --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- Performance awards --- Wages --- 334.7 Diverse economische organisatievormen. Particuliere ondernemingen. Semioverheidsbedrijven. Openbare bedrijven. Overheidsbedrijven. Staatsbedrijven. Multinationals. Grootbedrijf. Middenbedrijf. Kleinbedrijf --- Diverse economische organisatievormen. Particuliere ondernemingen. Semioverheidsbedrijven. Openbare bedrijven. Overheidsbedrijven. Staatsbedrijven. Multinationals. Grootbedrijf. Middenbedrijf. Kleinbedrijf --- 336.1 Public finance, government finance in general --- Public finance, government finance in general --- 331.2 Loon. Salaris. Vergoeding --(algemeen) --- Loon. Salaris. Vergoeding --(algemeen) --- Executives --- Public officers --- Rating of --- Salaries, etc

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"Setting wages isn't an exact science, but we like to think that our workplace performance provides an objective basis for pay. You're Paid What You're Worth offers a bold theory to the contrary, arguing that pay is decided in contests over interests and ideals-that social conflicts, not economic metrics, determine who gets how much"--

Pay equity --- Equality --- Performance standards --- Wages and labor productivity --- Merit pay --- Annual improvement factor --- Labor productivity and wages --- Wages --- Industrial engineering --- Labor productivity --- Productivity bargaining --- Job performance standards --- Work performance standards --- Work standardization --- Employees --- Goal setting in personnel management --- Egalitarianism --- Inequality --- Social equality --- Social inequality --- Political science --- Sociology --- Democracy --- Liberty --- Comparable worth --- Equal pay for comparable work --- Equal pay for work of comparable value --- Equity, Pay --- Worth, Comparable --- Rating of --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- Performance awards --- #SBIB:316.334.2A330 --- #SBIB:316.334.2A340 --- #SBIB:316.334.2A60 --- #SBIB:316.334.2A520 --- Arbeidssociologie: regionale arbeidsmarktstudies --- Arbeidssociologie: ongelijkheden op de arbeidsmarkt: algemeen --- Economische sociologie --- Organisatiesociologie: arbeidssituatie en arbeidsomstandigheden: algemeen