Mineral Point tribune. (Mineral Point, Wis.) 1869-1938, 1881-12-15

TO estimate in each case the average amount Of
arrears, 1t is found that every case allowed
would require for the first payment up
on it the sum Of 1850 Multiplying
this amount by the whole number of probable ad-
missions, gives $3.50 900 0o0 the sum required
for first payments This represents the sum
which must be paid upon claims which we r.
filed bsfore July LIST, 1886, and are now pending
anu entitled 70 the benefit of arreare From this
ain,"nt $3.50, 900 900, may be Deducted from ter
TO fifteen millions for eases where the claim
ant is dying. There is no person who under ihs
law is entitled TO succeed TO the pension, leavirg
$235 1000 QUO as the probable amount to be paI1
on these estimates. No account has
been taken Of the $500 cases 6led
since june 80, 1880, and now pending which Lnust
receive attention as current business, but which
do not involve the payment Of any arrears be.
yond the date Of filing the claim Of this number.
1t is estimated that Sc per cent viii be allowed as
has been stated. With the present force Of the
pension bureau, 675 clerks it Is estimated that it
will take six years to dispose Of the claims now
pending. 1t is stated by the commissioner Of PEN
dons that by an addition Of $50 clerks, increasing
the adjudcsting force rather than the mechanical.
double the amount of work could be accom-
plished, so that these cases could be acted upon
within three years, from a consideration OF JUS
tioe which may be urged for seedy settlement
Of the claims now on file in the PEI sion office. 1t
is no less important on the score o. economy, in.
asmuch as fully one-third of the clerical force OF
the office is now wholly occupied in giving atten
ton to correspondence with the thousands OF
claimants whose cases have been on the files for
the past eighteen years.
THE CIVIL SERVICE.
Inuy letter accepting tho nomina ton of Vice
president, stated that in my judgment no man
thould DO an incumbent of an office those duties
be is for any cause unfit to perform, who is lack
ing in the ability, fidelity. or integrity which
proper administration of that Office de-
nands, This sentiment would doubtless meet
with general acquiesence but opinion has been
widely divided upon the wisdom and practicabihty
of the various reformatory schemes which have
been suggested and Of certain proposed regula-
lions governing appointments to public office.
The efficiency of such regulations has been dis
trusted, mainly because they have seemed to
exalt mere educational ana abstract tests above
general business capacity and even special fines.
for the particular work in hand. 1t seems to M.
that the result that should be applied to the an
cement of the public service may properly con-
,orm in the main to such as regulate the cond
ion OF successful private business. General ap-
pointments should be based upon asc,rtainei fit
,ess.
The tenure of Office should be stable and posi-
tion of responsibility, should so far as practicable
be filed by the promotion of worthy and efficient
officers. The investigation of all complaints and
.ne punishment of Ill official misconduct should
be prompt and thorough. The views expressed
in the foregoing words are those which will gov.
ern my administration OF thu executive once.
They are doubtless shared by all intelligen:
and patriotic citizens, however divergent IL
their opinion as to the best methods OF
putting them into practical operations. for
example, the assumption that the original az.
pointInent should be based on ascertained fitness,
is not open to dispute, but the question how IN
practice such fitness can be most efectually OBJ
faip ia cr,a yb hos fnr o
and discussion. The measure which, with slight
variations In its details, has lately been urged on
the attention of congress and the executive, has
as it's principal feature tho scheme of competitive
examination. Save for certain exceptions, which
need not here be specified, this plan would
give admission to the service in its lowest grade
and would accordingly demand that all vacancies
in higher positions should be filed by promotion
alone; in these particulars it is in conformity
with the existing civil service Of Great Britain
and indeed the success which has attended that
system in the country of its birth is the strongest
argument which has been urged for its adoption
here. The fact should not, however be over
looked that there are certain features OF the
English system which have not generally been re
ceived with favor in this country, even among
the foremost advocates of civil service reform
Among them are: First-A tenure of Office
which is substantially life tenure. Second-A
limitation Of the maximum age at which ap.
middle life or under, with some exceptions, ex-
GUIDED. Third-A retiring allowance upon going
out of Office These three elements are as i'm
portant factors of the problem as any of the 9TH
ers. To eliminate therefrom the English system
would effect most radical change in
its theory and practice. The ,avoyed par'
pose OF the system TO induce the educated young
men of the country to devote their lives 10
public employment by an assurance that having
once entered upon it, they never need leave il :,
and that after voluntary retirement they shall!
be the recipients of an annual pension. That this
system as an entirety has proved very successful
in Great Britain, seems to be generally conceded
even by those who once opposed its adoption. To
statute which should incorporate all these essential
features / should feel bound to give my
approval, but whether it would be
,Jr the best interests of the public to
fix upon an expedient for immediate
extensive application which embraces certain
features Of the English system, but excludes or
ignores other equally important measures, il
may be strenuously doubted even by those who
are impressed as / am wit h the grave Importance
of correcting the evils which inherit the present
methods of appointments. For example, the
English rule which shuts out persons above the
age of rs years from a large number of public
is not to be made an essential
part of our system. 1t is questionable
whether the attainment of the highest number OF
marks at competitive examination should be the
criterion by which all applications for appoint
ment should be put to the test, and under similar
conditions it may also be questioned whether ad-
mission to the service should be strictly limited to
is lowest ranks. There are very many charac-
teristlcs which 60 to make up a model civil SER
want. Prominent among them are probably uG-
derstood good sense, good habits good temper, pa
thence, order, courtesy, tact relf reliance, manly
Difference to the superior officers and manly con-
slider for interiors. The absence of these
" EnUMle1pe q