Evening star. [volume] (Washington, D.C.) 1854-1972, 1911-12-31

For some weeks past The Star has been
presenting to its readers, in the course
OF this series Of articles.
Suggestive an outline OF tho British
nu departmental syst M
1"1oAAoAS. with comparisons with
the American, showing the differences al
fecting the Individual workers and the
service itself. This has been done for the
purpose OF demonstrating that as regards
it's treatment Of its civil servants the
British government occupies q more ad-
vanced position, and that the United
states could with both profit and Justice
look to England for suggestions along this
line
The first object, Of course. Of any or
ganization. public or private Is to attain
and maintain the highest possible point Of
efficiency. Every business man selects
his assistants with an eye single to their
capacity and, If he has the quality Of sue
cess, he makes his selections without ref
erence to any personal considerations.
He tries to find and then to keep in his
service those who are best fitted to meet
its requirements. This is the theory of
both the British and the American civil
service systems. The former, however,
has carried the theory into absolute prac-
tice, and does, in fact, get the best men
| dNdldblc anu IL does Keep Iueln TeSdIOleSS
Of questions Of politics, religion, social
class or individual views Of government.
The United States has not yet pro-
crossed to this point, for while its so-called
merit system Of clerical selections may
yield the best possible force, with the ex-
ception of an Illogical geographical limita-
ton, there remains yet to be adopted
the principles of systematic promotion
and ultimate retirement which make the
British departmental service more eff
Gent
1t has been heretofore shown that the
British civil service tests are more severe
than those applied in the
Assured United States and conse-
coraar quently higher grade Of
men are attracted to the
public service. But the maintenance of
these higher standards would not alone
result In superior force If the service
itself were not made sufficiently attrac-
tive. The university graduate, who has
perhaps been training for a civil service
appointment from boyhood, is assured
however, of good initial income, with
regular annual promotions for which he
Is not required to scheme or contrive or
curry favor with any official He is
guaranteed permanency of tenure as long
as ne behaves himself and does his work
1Athfu!ly, regardless of the passing Of
ministries and the succession of policies
he is finally assured that when he has
reached the age of retirement he will be
renewed from active duty and paid an an
nulty sufficient to keep him in decent
comfort for the rest of his days
The United States throws open its ex-
aminations for departmental positions to
all corners. 1t asks no questions as to
their political predictions or affiliations,
or their religion or color. In theory it
seeks and appoints the best men aut
In practice it does not always get them.
The seligibles' are not necessarily ap-
pointed; at the close of a certain period
they cease to be eligible They must. If
not appointed within that time pass again
through the examinations and once more
await their turn. The best men NAV be
from states whose allotments of offices
under the absurd apportionment law,
which distributes the patronage proper
ttonately among the states in accordance
with their population, are already filled
and thus they may be compelled to wait
unappointed on the so-called eligible list
until some vacancy occurs not merely
In department for service in which they
are qualified, but in the quota of the
states Of which they are residents.
Thus at the very outset of the appoint
ment system England has an advantage
over the United States, for England draws
no geogra ph!cal line. 1t merely requires
that candidates for the civil service shall
be British subjects and shall be of good
health.
K