Evening star. [volume] (Washington, D.C.) 1854-1972, 1911-11-26

The English system Of departmental
management is based upon the principle
of efficiency. Every
English higher official is intent
Emo;.,o upon maintaining the
CAcAoAcy' highest possible stand
ard Of clerical effectiveness, and the
chief factor In producing this result. I
was told in London by an officer Of the
local government board, which has to
do with all municipal affairs throughout
the United Kingdom. Is the double as
surance given to the clerks Of certain
tenure and regular promotions.
There is no favoritism in the English
departments. Clerk A and Clerk enter
an Office at the same time. and are as.
signed to- do the same kind Of work
at the same salary. Clerk A is per-
haps a conservative in politics and .
member Of the established church,
while Clerk B is a liberal and nom
conformist. In ten years they will still
be doing the same kind of work. and.
each having been annually promoted, Will
be drawing the same salaries. chief
who Disseminated against clerk because
of political or religious beliefs or on per-
sonal grounds would subject himself to q
severe reprimand from the authorities
higher up, and perhaps to dismissal from
office
In consequence of this system Of pro-
motions, irrespective of everything save
continued efficiency, there is no jealousy
between clerks. There is no wire-pulling,
no running to members of parliament, nc
appealing to Influence" The depart
ments over there are not honeycombed
with personal competitions and intr1gueS,
as the American departments are In large
of nn n q ,f1a y q r.<i
system of promotions here in vogue. The
resultant increase in efficiency is not sur
prising.
asked the official with whom I was
talking at the civil service office If many
clerks attempted to- jump
Few Jump from one grade to another.
and he replied that com.
0"ueS' paratively few made the
effort, and only a few OF those
ever succeeded. He went on to
say that it was not regarded as dis
advantage to the clerk thus to be kept by
circumstances in his one grade, because
he was more likely to hold his own where
he was than if he pulled himself by his
boot straps into higher situation where
he must compete with men long trained
in that line of work.
This attitude Is characteristic Of the
British system. Change is abhorrent to
the official mind. The ideal clerk. in the
judgment of the higher official, Is one
who is without ambition, and who Is per-
fectly contented to do what he has been
assigned to do during the years that re-
main between. the present and the date of
his retirement.
The lack OF opportunity to rise from
grade to grade within the service is not
viewed by the aspirant for governmental
position as a drawback. The comfort
and comparative affiuence of the govern
ment employe are sufficient to lure thou
sands into the examinations without
thought for any Inconvenience resulting
from the 'water-tight compartment" sys-
tenn when once an appointment has been
secured.
Most of the applicants for new positions
and for vacancies in the higher grades
come from the universities or the lar Ell
public schools the graduates of which
look upon the civil service as one of the
lon. -establ shed out cts for their endeay-
ors. Some go into the law, some into the
church. some into the army and navy, and
some into business. But an increasing
percentage look upon the civil service as
offering an opportunity for a distinguishes
career.
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