Selection, Placement, Promotion, and Transfer
SOME OF THE CITY'S main problems in choosing able candidates for professional, technical, and managerial positions and in getting them on the job quickly are in the selection processes themselves--in civil service examinations, certification of candidates, placement, promotions, and transfers. These processes are designed to select the ablest person available for each job and to put employee skills to best use. In no case should partisanship or discrimination influence actions taken.
In staff interviews some people used the term "merit system" to mean certain features of present city personnel procedures: extensive use of written tests, rule-of-one certification, preferential use of promotion lists over outside recruitment, and narrow areas of consideration for promotion. Let it be clear at the outset that such procedures are not essential to a merit system.
When the United States Civil Service Commission set up rules for interchange of employees between various federal personnel systems, it noted that true merit systems have three basic objectives in common: