Pay Flexibility and Government Performance : A Multicountry Study

This study examines whether financial incentives through pay flexibility can improve the performance of staff in government bureaucracies. Its main messages for pay policy are pay flexibility can improve performance, pay flexibility works most stri...

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Main Author:	World Bank
Format:	Publications & Research
Language:	English en_US
Published:	Washington, DC 2014
Subjects:	ABSENTEEISM ACCOUNTING ACHIEVEMENT ADJUSTMENT ADVERSE SELECTION ATTENTION ATTRIBUTION BARGAINING BEHAVIOR CHANGE BELIEFS BUSINESS PERFORMANCE CAREERS CLERICAL TASKS COGNITIVE ABILITY COHERENCE COMPETENCE COMPETENCIES CONTROL GROUPS COPYRIGHT CREATIVITY CRISES DATA ANALYSIS DISMISSAL DISPLACEMENT ECONOMIC COMPETITION ECONOMIC DEVELOPMENT ECONOMICS EMPLOYEE EMPLOYEE ATTITUDES EMPLOYEE TURNOVER EMPLOYERS EMPLOYMENT EMPLOYMENT CONTRACTS EMPLOYMENT SECURITY EQUAL PAY FINDING EMPLOYMENT FIRING FUNCTIONALITY GENERAL POPULATION GOVERNMENT POLICIES HIRING HUMAN CAPITAL HUMAN RESOURCE HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE POLICIES HUMAN RESOURCES INCOME INNOVATIONS INSPECTION INTRINSIC MOTIVATION JOB DESCRIPTIONS JOB PERFORMANCE JOB PLACEMENT JOB PLACEMENT SERVICES JOB SATISFACTION JOBS LABOR COSTS LABOR MARKET LABOR MARKETS LEADERSHIP LEARNING LEGAL FRAMEWORK MANAGEMENT AUTHORITY MANUFACTURING MONITORING ARRANGEMENTS MORAL HAZARD MORALE MOTIVATION MOTIVATIONAL EFFECT NEOCLASSICAL ECONOMICS ORGANIZATIONAL GOALS ORGANIZATIONAL PERFORMANCE OUTPUTS OUTSOURCING PERCEPTION PERFORMANCE APPRAISAL PERFORMANCE INDICATORS PERFORMANCE MEASURES PERFORMANCE STANDARDS PERSONNEL MANAGEMENT PERSONNEL PLANNING POLICY FORMULATION POSTAL SERVICE PRESENT EVIDENCE PREVIOUS SECTION PRIVATE SECTOR PROCUREMENT PRODUCTION FUNCTION PRODUCTION PROCESS PRODUCTION PROCESSES PRODUCTIVITY PRODUCTIVITY GAINS PRODUCTIVITY IMPROVEMENTS PROGRAM DURATION PROMOTION PROMOTIONS PUBLIC ADMINISTRATION PUBLIC ADMINISTRATIONS PUBLIC SECTOR JOB PUBLIC SECTOR JOBS PUBLIC SERVICE PUBLIC SERVICE JOBS PUBLIC SERVICES RECOGNITION RECRUITING RECRUITMENT REGISTRY RESULT RESULTS RETENTION SENIORITY SERVANTS SKILLED EMPLOYEES SKILLED PERSONNEL STAFF STAFF MORALE STUDENT ACHIEVEMENT STUDENT LEARNING SUPERVISION TARGETS TERMINATION TIME PERIOD TOTAL WAGE UNINTENDED CONSEQUENCES UNIONS USES WAGE BARGAINING WAGE BILL WAGE DIFFERENTIALS WAGE RATE WAGES WORKER WORKER PRODUCTIVITY WORKERS
Online Access:	http://documents.worldbank.org/curated/en/2014/06/19630016/pay-flexibility-government-performance-multicountry-study http://hdl.handle.net/10986/18959

id	okr-10986-18959
recordtype	oai_dc
spelling	okr-10986-189592021-04-23T14:03:50Z Pay Flexibility and Government Performance : A Multicountry Study World Bank ABSENTEEISM ACCOUNTING ACHIEVEMENT ADJUSTMENT ADVERSE SELECTION ATTENTION ATTRIBUTION BARGAINING BEHAVIOR CHANGE BELIEFS BUSINESS PERFORMANCE CAREERS CLERICAL TASKS COGNITIVE ABILITY COHERENCE COMPETENCE COMPETENCIES CONTROL GROUPS COPYRIGHT CREATIVITY CRISES DATA ANALYSIS DISMISSAL DISPLACEMENT ECONOMIC COMPETITION ECONOMIC DEVELOPMENT ECONOMICS EMPLOYEE EMPLOYEE ATTITUDES EMPLOYEE TURNOVER EMPLOYERS EMPLOYMENT EMPLOYMENT CONTRACTS EMPLOYMENT SECURITY EQUAL PAY FINDING EMPLOYMENT FIRING FUNCTIONALITY GENERAL POPULATION GOVERNMENT POLICIES HIRING HUMAN CAPITAL HUMAN RESOURCE HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE POLICIES HUMAN RESOURCES INCOME INNOVATIONS INSPECTION INTRINSIC MOTIVATION JOB DESCRIPTIONS JOB PERFORMANCE JOB PLACEMENT JOB PLACEMENT SERVICES JOB SATISFACTION JOBS LABOR COSTS LABOR MARKET LABOR MARKETS LEADERSHIP LEARNING LEGAL FRAMEWORK MANAGEMENT AUTHORITY MANUFACTURING MONITORING ARRANGEMENTS MORAL HAZARD MORALE MOTIVATION MOTIVATIONAL EFFECT NEOCLASSICAL ECONOMICS ORGANIZATIONAL GOALS ORGANIZATIONAL PERFORMANCE OUTPUTS OUTSOURCING PERCEPTION PERFORMANCE APPRAISAL PERFORMANCE INDICATORS PERFORMANCE MEASURES PERFORMANCE STANDARDS PERSONNEL MANAGEMENT PERSONNEL PLANNING POLICY FORMULATION POSTAL SERVICE PRESENT EVIDENCE PREVIOUS SECTION PRIVATE SECTOR PROCUREMENT PRODUCTION FUNCTION PRODUCTION PROCESS PRODUCTION PROCESSES PRODUCTIVITY PRODUCTIVITY GAINS PRODUCTIVITY IMPROVEMENTS PROGRAM DURATION PROMOTION PROMOTIONS PUBLIC ADMINISTRATION PUBLIC ADMINISTRATIONS PUBLIC SECTOR JOB PUBLIC SECTOR JOBS PUBLIC SERVICE PUBLIC SERVICE JOBS PUBLIC SERVICES RECOGNITION RECRUITING RECRUITMENT REGISTRY RESULT RESULTS RETENTION SENIORITY SERVANTS SKILLED EMPLOYEES SKILLED PERSONNEL STAFF STAFF MORALE STUDENT ACHIEVEMENT STUDENT LEARNING SUPERVISION TARGETS TERMINATION TIME PERIOD TOTAL WAGE UNINTENDED CONSEQUENCES UNIONS USES WAGE BARGAINING WAGE BILL WAGE DIFFERENTIALS WAGE RATE WAGES WORKER WORKER PRODUCTIVITY WORKERS This study examines whether financial incentives through pay flexibility can improve the performance of staff in government bureaucracies. Its main messages for pay policy are pay flexibility can improve performance, pay flexibility works most strikingly in changing managerial behavior. Improving public sector performance does not need to wait for systematic pay rationalization or pay simplification throughout government. Pay flexibility can work with rather than instead of long-term career incentives. The strategy and implementation of pay flexibility reforms must take into account the extent of fragmentation and complexity of the existing public sector pay structure in the country. 2014-07-21T21:26:52Z 2014-07-21T21:26:52Z 2014-06 http://documents.worldbank.org/curated/en/2014/06/19630016/pay-flexibility-government-performance-multicountry-study http://hdl.handle.net/10986/18959 English en_US CC BY 3.0 IGO http://creativecommons.org/licenses/by/3.0/igo/ Washington, DC Publications & Research Publications & Research :: Working Paper
repository_type	Digital Repository
institution_category	Foreign Institution
institution	Digital Repositories
building	World Bank Open Knowledge Repository
collection	World Bank
language	English en_US
topic	ABSENTEEISM ACCOUNTING ACHIEVEMENT ADJUSTMENT ADVERSE SELECTION ATTENTION ATTRIBUTION BARGAINING BEHAVIOR CHANGE BELIEFS BUSINESS PERFORMANCE CAREERS CLERICAL TASKS COGNITIVE ABILITY COHERENCE COMPETENCE COMPETENCIES CONTROL GROUPS COPYRIGHT CREATIVITY CRISES DATA ANALYSIS DISMISSAL DISPLACEMENT ECONOMIC COMPETITION ECONOMIC DEVELOPMENT ECONOMICS EMPLOYEE EMPLOYEE ATTITUDES EMPLOYEE TURNOVER EMPLOYERS EMPLOYMENT EMPLOYMENT CONTRACTS EMPLOYMENT SECURITY EQUAL PAY FINDING EMPLOYMENT FIRING FUNCTIONALITY GENERAL POPULATION GOVERNMENT POLICIES HIRING HUMAN CAPITAL HUMAN RESOURCE HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE POLICIES HUMAN RESOURCES INCOME INNOVATIONS INSPECTION INTRINSIC MOTIVATION JOB DESCRIPTIONS JOB PERFORMANCE JOB PLACEMENT JOB PLACEMENT SERVICES JOB SATISFACTION JOBS LABOR COSTS LABOR MARKET LABOR MARKETS LEADERSHIP LEARNING LEGAL FRAMEWORK MANAGEMENT AUTHORITY MANUFACTURING MONITORING ARRANGEMENTS MORAL HAZARD MORALE MOTIVATION MOTIVATIONAL EFFECT NEOCLASSICAL ECONOMICS ORGANIZATIONAL GOALS ORGANIZATIONAL PERFORMANCE OUTPUTS OUTSOURCING PERCEPTION PERFORMANCE APPRAISAL PERFORMANCE INDICATORS PERFORMANCE MEASURES PERFORMANCE STANDARDS PERSONNEL MANAGEMENT PERSONNEL PLANNING POLICY FORMULATION POSTAL SERVICE PRESENT EVIDENCE PREVIOUS SECTION PRIVATE SECTOR PROCUREMENT PRODUCTION FUNCTION PRODUCTION PROCESS PRODUCTION PROCESSES PRODUCTIVITY PRODUCTIVITY GAINS PRODUCTIVITY IMPROVEMENTS PROGRAM DURATION PROMOTION PROMOTIONS PUBLIC ADMINISTRATION PUBLIC ADMINISTRATIONS PUBLIC SECTOR JOB PUBLIC SECTOR JOBS PUBLIC SERVICE PUBLIC SERVICE JOBS PUBLIC SERVICES RECOGNITION RECRUITING RECRUITMENT REGISTRY RESULT RESULTS RETENTION SENIORITY SERVANTS SKILLED EMPLOYEES SKILLED PERSONNEL STAFF STAFF MORALE STUDENT ACHIEVEMENT STUDENT LEARNING SUPERVISION TARGETS TERMINATION TIME PERIOD TOTAL WAGE UNINTENDED CONSEQUENCES UNIONS USES WAGE BARGAINING WAGE BILL WAGE DIFFERENTIALS WAGE RATE WAGES WORKER WORKER PRODUCTIVITY WORKERS
spellingShingle	ABSENTEEISM ACCOUNTING ACHIEVEMENT ADJUSTMENT ADVERSE SELECTION ATTENTION ATTRIBUTION BARGAINING BEHAVIOR CHANGE BELIEFS BUSINESS PERFORMANCE CAREERS CLERICAL TASKS COGNITIVE ABILITY COHERENCE COMPETENCE COMPETENCIES CONTROL GROUPS COPYRIGHT CREATIVITY CRISES DATA ANALYSIS DISMISSAL DISPLACEMENT ECONOMIC COMPETITION ECONOMIC DEVELOPMENT ECONOMICS EMPLOYEE EMPLOYEE ATTITUDES EMPLOYEE TURNOVER EMPLOYERS EMPLOYMENT EMPLOYMENT CONTRACTS EMPLOYMENT SECURITY EQUAL PAY FINDING EMPLOYMENT FIRING FUNCTIONALITY GENERAL POPULATION GOVERNMENT POLICIES HIRING HUMAN CAPITAL HUMAN RESOURCE HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE POLICIES HUMAN RESOURCES INCOME INNOVATIONS INSPECTION INTRINSIC MOTIVATION JOB DESCRIPTIONS JOB PERFORMANCE JOB PLACEMENT JOB PLACEMENT SERVICES JOB SATISFACTION JOBS LABOR COSTS LABOR MARKET LABOR MARKETS LEADERSHIP LEARNING LEGAL FRAMEWORK MANAGEMENT AUTHORITY MANUFACTURING MONITORING ARRANGEMENTS MORAL HAZARD MORALE MOTIVATION MOTIVATIONAL EFFECT NEOCLASSICAL ECONOMICS ORGANIZATIONAL GOALS ORGANIZATIONAL PERFORMANCE OUTPUTS OUTSOURCING PERCEPTION PERFORMANCE APPRAISAL PERFORMANCE INDICATORS PERFORMANCE MEASURES PERFORMANCE STANDARDS PERSONNEL MANAGEMENT PERSONNEL PLANNING POLICY FORMULATION POSTAL SERVICE PRESENT EVIDENCE PREVIOUS SECTION PRIVATE SECTOR PROCUREMENT PRODUCTION FUNCTION PRODUCTION PROCESS PRODUCTION PROCESSES PRODUCTIVITY PRODUCTIVITY GAINS PRODUCTIVITY IMPROVEMENTS PROGRAM DURATION PROMOTION PROMOTIONS PUBLIC ADMINISTRATION PUBLIC ADMINISTRATIONS PUBLIC SECTOR JOB PUBLIC SECTOR JOBS PUBLIC SERVICE PUBLIC SERVICE JOBS PUBLIC SERVICES RECOGNITION RECRUITING RECRUITMENT REGISTRY RESULT RESULTS RETENTION SENIORITY SERVANTS SKILLED EMPLOYEES SKILLED PERSONNEL STAFF STAFF MORALE STUDENT ACHIEVEMENT STUDENT LEARNING SUPERVISION TARGETS TERMINATION TIME PERIOD TOTAL WAGE UNINTENDED CONSEQUENCES UNIONS USES WAGE BARGAINING WAGE BILL WAGE DIFFERENTIALS WAGE RATE WAGES WORKER WORKER PRODUCTIVITY WORKERS World Bank Pay Flexibility and Government Performance : A Multicountry Study
description	This study examines whether financial incentives through pay flexibility can improve the performance of staff in government bureaucracies. Its main messages for pay policy are pay flexibility can improve performance, pay flexibility works most strikingly in changing managerial behavior. Improving public sector performance does not need to wait for systematic pay rationalization or pay simplification throughout government. Pay flexibility can work with rather than instead of long-term career incentives. The strategy and implementation of pay flexibility reforms must take into account the extent of fragmentation and complexity of the existing public sector pay structure in the country.
format	Publications & Research
author	World Bank
author_facet	World Bank
author_sort	World Bank
title	Pay Flexibility and Government Performance : A Multicountry Study
title_short	Pay Flexibility and Government Performance : A Multicountry Study
title_full	Pay Flexibility and Government Performance : A Multicountry Study
title_fullStr	Pay Flexibility and Government Performance : A Multicountry Study
title_full_unstemmed	Pay Flexibility and Government Performance : A Multicountry Study
title_sort	pay flexibility and government performance : a multicountry study
publisher	Washington, DC
publishDate	2014
url	http://documents.worldbank.org/curated/en/2014/06/19630016/pay-flexibility-government-performance-multicountry-study http://hdl.handle.net/10986/18959
_version_	1764443264294846464

Pay Flexibility and Government Performance : A Multicountry Study

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