Evening star. [volume] (Washington, D.C.) 1854-1972, 1894-07-13
CIVIL SERVICE SUGGESTIONS.
The Regulation of Promotions, Reduc-
lions and Dismissals.

To the Editor Of The Evening Star:
Remarks regarding the civil service are
perhaps at all times appropriate. but may
be regarded as pecialy so at this time
when the annual changes in the several
departments of the government incident to
the beginning Of a new fiscal year arc be-
ing made. and when the Senate is about to
discuss the provisions of the bill. making
appropriations for the service at large. The
following suggestions are therefore offered
as the result of somewhat protracted OBJ
servation of the manner in which the civil
service has been administered by the ex-
ecutive departments. with view to the es-
adjustment of a more just and consistent
system than now exists, especially in the
matter of promotions. reductions and dis
nissals.
First. Let all employees of the several
bureaus and offices Of the department be
sropued under three grades. viz: The in
ferior. the medium, the superior, the infer
Tor grade to include that % per cent Of
the employees whose efficiency record as
hereinafter suggested, is lowest, the su-
perior grade that 20 per cent, whose eff
cheney record is highest, the medium grade,
the remaining 80 per cent
Second. Let all dismissals for inefficiency,
and all reductions be made from the in
ferior grade, and all promotions from the
superior grade.
Third. Let the chief of each division be
required to keep an efficiency record of all
his employees in such manner as will en-
able him to give an unbiased and impartial
judgment as to the efficiency and merits Of
each employe.
In estimating efficiency, regard should be
had to:
lst General ability to do the work as
signed.
ID. Manifest interest in the work, i'm
plying punctuality, industry, devotion to
official duty.
POI nd Of
ith. Character and habits as exhibited
in official intercourse
In keeping such efficiency record, 100
should be regarded as the standard of per-
lection, and the rating of employees should
approach this standard in the degree in
which their services approach the meas
ure Of supreme excellence. A report of the
rating of all employees should be made at
the close of each quarter to the secretary
or the heads of bureaus for their Informal
ton. and to be used by the civil service
board. or boards, hereinafter suggested, in
In determining the respective grades Of
said employees
This efficiency record is essential for this
purpose. IL will also serve prod to
those employees who are inclined to be re-
miss or Indifferent, and as an encourage
ment and stimulus to those ambitious Of
winning a good reputation.
Fourth. Let civil service board be ap-
pointed in the Office of the secretary and
IN each Of the bureaus of the departments
consisting OF three persons each to be des-
lsnated by the secretary and by the heads
~ the several bureaus respectivelv Or
better still. prhaos. let one single beard
Tor the entire department be established
10 consist of the chief clerk of the depart-
nent. who shall be chairman. and the chief
cierk or each of its subordinate bureaus
the duty or such boards to be:
list TO compare the ratings of chiefs of
uiVlslon with a view to putting the system
throughout the deoartment upon a uniform
~ lust and equitable basis.
ID To call attention to- and Sec,1-a re
ports on. any ratings that in their iudg-
ment require explanation, and in particular
IN case OF any unusually high or low rat
ing. TO secure from the chief of division
making -he same written Statement of
the reasons therefor
= To assign the employees of the several
offices quarterly to their appropriate -rados
as indicated by their average ratings for
the past three months
t. To file quarterly, with the Secretary and
the head of each bureau, a list which shall
give the name and rating of each emplove
Of his office. assigned TO the inferior and To
the superior grade. from which num- her
dismissals or promotions as the case NAV
be. for the next quarter are to be made
The action of the board or boards should
result. in the elimination of personal AMI
partisan considerat tons in fixing the ratings
of employees of the several divisions and in
the removal of possible grounds for sus-
picion of favoritism or partially It might
be well also to allow an appeal to the board