Evening star. [volume] (Washington, D.C.) 1854-1972, 1894-07-13
on the part of any employee who felt wrong
ed by the rating of his chief
Promotions.

GU ny TIE VI his CIllNI.
Promotions.
The good of the service requires that pro-
motion be regarded as, and in fact be. the
official recognition of superior efficiency a
valid certificate of special merit. Therefore,
only those enrolled in the superior grade
should be regarded as entitled TO promo
ton. and these in their ranking order. In
ordinary promotions to places below the
fourth Class, in the CLASSIFIED service
only those superior quaiincatIons aItested
Dy rallnSS III accordance with the plan
above suggested. should De required. But In
cases or promotion to vacancies in the
FOURTH class, other and special qualifica-
tons may properly be demanded, inasmuc h
as CLERKS occupy ing these positions usually
become nrst ASSISTANTS to the chiefs OF di-
vision. and must often act in place of such
CHIEFS. Therefore, in addition 10 the ordi-
nary qualifications fitting one for efficient
service in lower positions, those appointed
TO fourth class clerkShips should also pos
sess certain others, which may be denomi-
Rated administrative, among which may be
/ named as most important:
L. Ability wisely to direct and control the
actions vi others.
=. Personal character, uniting the elements
or independence and courtesy.
8. Quick perception Of the character of
others.
I. Fertility Of resources fitting one sue
cesstully to meet emergencies, and to dis
cover and apply new and better business
methods.
Therefore, in all cases OF promotion to the
iourtn class, or to higher positions. a sup
peAehtal rating, involving the qualification
ABOVE noted, should be required. Or each
chlet or division may be required in his
quarterly report TO designate any clerk pos
sessihs IN marked degree these admins
etatlVe abilities, selections for promotion to
De made from those thus designated
NO scholastic or other examinations
s s,lo ia De required for promotions. except
ny IN cases where special, expert, profess
siohaI or scientific knowledge is essential to
the proper discharge of official duty A SUI
perior standing, won by tested service with
equitaDie rating, is sufficient guarantee of
AFFINITY In all ordinary cases
H. however. it has come to be impossible
OF hnpracticable for heads of departments
anu bureaus to discharge personal and par
tisan motives and political influence in the
Tair al promotions and reductions. or II
Ialr ana impartial ratings cannot be Sc
cured from chiefs of divisions and the
board or boards herein suggested. then the
whoIe matter of promotions and of such
or s's tnereIor IN the way of examinations
or olherwise as are essential to secure
Justice In the premise. should be turned over
" tne civil service commission or to some
special BOARD entirely distinct from the de-
partments. e NC
Dismissals for Inemciency.
The highest good of the public service re-
CURES the regular annual discharge from
small per cent of the employees of each of
the executive departments and offices. This
discharge should not be left to the mere
voluntary action of the head OF the DEPART
HSht, out should be made in obedience to
positive statute enactment. Such a law
nilsht seem TO work hardship to a few
clerks, as in the case of those who have
grown old IN the service. and Incompetent
by reason OF toe iniirmities of age but
even IN such cases no injustice could be
properly alleged. Whereas in the yreat
majority or cases. employees discharged un-
DER the provisions OF said law would be
those whose iEefficiency is the result of
some positively personal fault
II Is therefore suggested that the follow
ing De added as a new section to the legis-
latlVe executive and judicial appropriation
viz:
1t is hereby made the duty of the head of
eacn executive department, bureau or office
OF the government to discharge from the
pubic service during each and every fiscal
year per centum of all the employees in
Guiding those in the classified service of
said department, bureau or office: Provid-
ed. mat sad discharges shall be made
from the number of such employees as are
shown by official records to be among the
least competent in their respective classes,
and shall be based solely on the ground of
comparative inefficiency.
The result of suck a provision would be
the gradual wedding out of incompetents,
the introduction of fresh and more vigor-
Gus element into the service, a more faith
full discharge of duty on the part of en-
ployes who have been accustomed to de-
pend more upon influence than upon
efficiency for their continuance in office,
and therefore a gradual elevation in the
tone of the whole service.
1t would be well also to provide that here
after admission to the civil service should
be In all ordinary cases to what might be
properly designated the dictionary
class, the salary of which should not ex-
ceed $I20. instead of as now to the copy
ist'' class. Of which the salary is $500. No
one could justly complain of the salary, as
1t is fully equal to, and probably exceeds
that paid for corresponding service in any
private buriness. A reduction of the or
binary initial salary would doubtless tend
to diminish the number of applicants for
appointment. and SO relieve the pressure
upon officials having charge Of appoint
merts The Redistribution Of the civil
service Is, however. too large a subject to
enter upon here. though it's Importance
would justify careful consideration.
X Y z,