544 ROSA: REORGANIZED CIVIL SERVICE 



make it possible to build up and maintain an able and experienced 

 staff. The needs of the government service should be the first 

 consideration. Training men for the industries should be in- 

 cidental. The present inadequate salary scale in many depart- 

 ments leads to resignations in a great many cases just when the 

 men are becoming really useful. This makes the work unsatis- 

 factory and its costs excessive. It is one of the most important 

 causes of inefficiency in the government servdce. 



It is so important and yet so difficult to keep men of first-class 

 ability, that promotions which are deserved but which would 

 otherwise be deferred are often made on short notice to avoid 

 a loss that would be hard to remedy. So long as the pay in 

 many classes of the service is below the market, it is important 

 to permit promotions to be made at any time, always provided 

 that they are merited and the Civil Service requirements are 

 satisfied. A systematic review of the entire personnel of a 

 bureau or administrative unit with respect to promotions should 

 be made at least once each year. In many cases this is done 

 twice a year or oftener, although of course only a part (and often 

 a small part) of the employees are promoted at each promotion 

 period. 



The government service should offer a career to those who are 

 competent and ambitious and desire to remain in the service. 

 Advancement of men to higher places made vacant by resigna- 

 tion or promotion is a normal procediue. On the other hand, 

 it is frequently necessary to bring in new men of special training 

 or quaUfications from outside in order to keep up the standard 

 and prevent inbreeding. The administrative officer responsible 

 for results is more anxious than anyone else to keep his staff 

 satisfied and to keep up the quality of the personnel. No rules 

 of procedure should be made which will embarrass wise adminis- 

 tration. On the other hand, the Civil Service Commission should 

 have full information and be in position intelligently to approve 

 or to withhold approval if necessary. 



In many cases appointments and promotions are so carefully 

 and competently handled that such approval would be prompt 

 and nominal. But when complaints were made, or when care- 



