State and local GOVT.


Public merit personnel system has become important in terms or ensuring that federal employment is given to the qualified individuals. However, it has been stated, “the greatest professional challenges for public merit personnel are at the local level.

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The merit principle entails the selection and appointment of the best person for any given job (Bowman & West, 2006). This is the first instance where the challenge comes because public appointments have leaned towards professionalism, even at the local level. Professionals link professionalism to possession of knowledge and are attached to group identity. When applying issues of merit for a job at a local level more issues other than professionalism such as gender and race balance issues are considered to get the best individual for the job and this is a challenge.

In looking at pay for performance systems, which is a type of public merit personnel system, both Perry (2009) and Bowman (2010) found out that public merit personnel systems at the local level have many challenges that are caused by issues that include lack of adequate funding, inability to distinguish levels of performance, lack of employee confidence in merit systems, employee-manager distrust and bureaucratic resistance to merit systems among others (Bowman, 2009: Perry, Engbers & Jun, 2009). These issues show that the above statement is true.

Discuss the implications for state and local governments of the Intergovernmental Personnel Act of 1997 (Revised). What issues were addressed and why do you think they were included in the Act.

The Revised Intergovernmental Personnel Act (IPA) mobility program regulations came into effect from May 29, 1997 allowing federal agencies to operate efficiently and productively.

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