Only a few years ago, applying for a job with the Pennsylvania state government could be a daunting process. Posted jobs had vague, bureaucratic titles like “Administrative Officer 1.” Applicants had to take written exams at a testing center. Some waited months for a civil service commission to respond by mail before they could interview. Many had moved on by then. …. Things changed in early 2019, after state lawmakers agreed to streamline the 1940s-era system. Now, Walsh’s agency oversees a centralized website, where job seekers apply for positions that are more clearly defined. Testing and scoring is folded into the online application process, which administrators track closely. ….
Source: Irma Rodríguez Moisa, Nate J. Kowalski, Jay G. Trinnaman, and Eric T. Riss, Employee Relations Law Journal, Vol. 45, No. 3, Winter 2019
The authors examine the primary effects of the U.S. Supreme Court decision in Janus , particularly for California employers under the Meyers-Milias-Brown Act.
From the abstract:
Employee recalcitrance and employer reprisal are ever‐present conditions in public service. Yet we have limited knowledge of the forces that move administrators away from acquiescence and toward antagonism. The authors follow the theoretical thrust of behavioral public administration to better understand administrative behavior by targeting the determinants of guerrilla government actions. They do so by presenting the results of a conjoint experiment embedded in a survey of federal bureaucrats. Findings show that decisions to pursue guerrilla activities are conditional on a multitude of factors—namely, the bureaucrat’s personal views of the directive as a policy solution, the compatibility of the directive with the bureaucrat’s ethical framework, the status of the person issuing the directive, and the probability that the directive might cause harm to others. Notably, these decisions generally are not affected by the probability of retribution or the expected type thereof. However, they are affected by the magnitude of harm that may ensue if orders are obeyed and not resisted.
Evidence for Practice
– Ethics matter. When employees see that a policy might contribute to considerable human suffering, the likelihood of guerrilla government activities (“the actions taken by career public servants who work against the wishes—either implicitly or explicitly communicated—of their superiors”) increases.
– Managers should seek to persuade employees of the moral fabric of their decisions, which is one option that may curtail guerrilla government behaviors.
– Managers should be aware that the probability of punishing employees does not significantly deter their acts of guerrilla government.
– Managers should also be aware that the type of retribution employees may suffer does not significantly deter their decision to engage in guerrilla activities.
Source: Jaclyn S Piatak, Stephen B Holt, Journal of Public Administration Research and Theory, Advance Articles, December 6, 2019
From the abstract:
In recent years, public service motivation (PSM) research has grown substantially, but is still largely limited to the field of public administration. To be able to export the theory and measures of PSM to other disciplines, we need more conceptual clarity. Some suggest PSM is analogous to altruism, whereas others warn not to confound the two concepts. Is PSM separate from altruism? How does each motivational construct relate to prosocial behaviors? We use a nationally representative panel of respondents to the Cooperative Congressional Election Study (CCES) to measure both altruism and PSM among respondents before the 2016 election and measure respondents’ participation in prosocial behaviors after the 2016 election. Using linear probability models with state fixed effects, we find that although PSM and altruism predict prosocial behaviors separately, altruism has no effect after controlling for PSM. PSM is a more consistent predictor of some prosocial behaviors than altruism, particularly in more formal contexts such as volunteering with an organization.
From the abstract:
Over the past decade, many states have reformed their retirement systems by reducing benefit generosity, tightening retirement provisions, introducing non-defined-benefit (DB) plan options and even replacing DB plans with defined-contribution plans. Many of these reforms have affected post-employment benefits that public workers will receive when they retire. Have these reforms also affected the attractiveness of public sector employment? To answer this question, we use state-level data from 2002 to 2015 and examine the relationship between state pension reforms and public employee turnover following the reforms. We find that employee responsiveness to the reforms was tangible and that it differed by reform type and worker education. These results are important because the design of public retirement benefits will continue to influence the ability of the public sector to recruit and retain high-quality workforce.
A correction has been published.
From the abstract:
Involving volunteers in the production and delivery of public services is a core policy objective of governments around the world. While existing research on volunteer involvement in service production, for example, has focused on advantages and disadvantages of such involvement and different dimensions of volunteer involvement, little is known about service professionals’ response to volunteer involvement in public service production. Integrating perspectives from multiple theories, we build a theoretical framework for understanding how and when service professionals come to see volunteers as a threat to the quality of service, the profession’s privileged position and monopoly, and professionals’ own work tasks and job security. Based on a central distinction between production of core and complementary tasks, we propose that volunteers come to be seen as a threat in the eyes of service professionals when volunteers solve core rather than complementary tasks. Using a survey experiment among health assistants at nursing homes, we find partial support for our argument. Health assistants are more likely to perceive volunteers as a threat to the quality of care when volunteers solve core rather than complementary tasks. The study guides research toward a more nuanced understanding of volunteer involvement in service production in public organizations.
From the abstract:
Performance management reforms are a popular way to try to create responsive and improving government. These types of reforms have become commonplace in education policy and the Journal of Public Administration Research and Theory (JPART) has been one of the leading venues for research on these topics. However, under-analyzed are the ways in which performance management policies represent antipolitical bent to education reform. We outline an argument that avoiding political decisionmaking in favor of reforms that create authoritative or purportedly neutral data risks undertaking policy change are not as meaningful as hoped. We select eight articles that represent research on performance management broadly and are thought provoking for a broader consideration of performance management in education policy.
Source: Moody’s Investors Service, October 3, 2019
Adjusted net pension liabilities (ANPL) declined in states’ fiscal year 2018 reporting due to healthy investment returns in fiscal 2017, though unfunded pension liabilities remain high for some states.
Medians – Adjusted net pension liabilities spike in advance of moderate declines
Source: Pisei Chea, Marcia Van Wagner, Timothy Blake, Nicholas Samuels, Emily Raimes, Tenzing T Lama, Moody’s, Sector In-Depth, August 27, 2019
Adjusted net pension liabilities (ANPL) spiked in states’ fiscal year 2017 reporting due to poor investment returns in fiscal 2016, according to our state pension medians data. States typically report their pension funding levels with a one-year lag. Thus, favorable investment returns in fiscal 2017-18 will lead to a decline in pension liabilities in fiscal 2018-19 reporting.
Adjustments to Pension and OPEB Data Reported by GASB Issuers, Including US States and Local Governments Methodology
Source: Moody’s, Cross Sector Methodology, October 7, 2019
Credit FAQ: How S&P Global Ratings Will Implement Pension And OPEB Guidance In U.S. Public Finance State And Local Government Credit Analysis
Source: S&P, October 7, 2019
On Oct. 7, 2019, S&P Global Ratings published “Guidance: Assessing U.S. Public Finance Pension And Other Postemployment Benefit Obligations For GO Debt, Local Government GO Ratings, And State Ratings Methodology.” Here, we answer the most frequently asked questions from investors and other market participants.
Elsewhere, we have also provided an overview on our approach to U.S. state and local government pensions within the context of our three government criteria: See “Credit FAQ: Quick Start Guide To S&P Global Ratings’ Approach To U.S. State And Local Government Pensions,” published May 13, 2019.
U.S. State Pension Reforms Partly Mitigate The Effects Of The Next Recession Primary Credit
Source: Carol H Spain, S&P, September 26, 2019
Table of Contents:
• Average State Funding Levels Plateau With Notable Exceptions
• Many States Continue With Pension Reforms, Avoiding Backward Measures
• Most States Still Fall Short Of Minimum Funding Progress
• Despite Reforms Despite Improved Assumptions, Plans Remain Vulnerable To Market Volatility
• Demographics Influence The Funded Ratio And Budgetary Vulnerability
• Pension Costs Remain Affordable For Most States, With Notable Exceptions
• Policy Decisions, Not Markets, Will Likely Pose Greatest Future Risks
• Survey Methodology
• Related Research
Despite investment gains in 2018, U.S. states have made relatively slow progress since the Great Recession in improving funded ratios, with S&P Global Ratings’ most recent survey data indicating that the average weighted pension status across state plans was 72.5% compared with 83% in 2007. However, looking at the funded ratios alone falls short of understanding whether or not states have made progress toward improving the overall pension funding picture. Indeed, poor investment returns in select years and maturing pension plan populations have stunted state funding progress. Also, in the years immediately following the Great Recession, many states had reduced plan contributions as a short-term means of balancing budgets, resulting in funding setbacks from which many have yet to recover.
However, in recent years, many states have made conservative changes to actuarial methods and assumptions that, while hindering actuarial funding ratios, show a more realistic assessment of market risk tolerance for states, thus better enabling them to make funding progress. We have also witnessed that many states have learned lessons from funding discipline mistakes over the past ten years and better understand sources of pension liability and costs, and have therefore demonstrated a commitment to actuarially based funding. In this sense, states may be better prepared heading into the next recession despite weaker funded ratios. Yet, in our view, despite some progress, many plans’ current contributions, discount rate assumptions, and investment allocations still fall short of fully mitigating the market volatility that increasingly appears to lie ahead….
Nearly 50% of the country’s public-sector union employees are located in five states, according to a new Ballotpedia study released this week. This finding is based on data for 228 of the most prominent public-sector labor unions nationwide as selected based on media reports, consultation with local and state experts, and our own research efforts. In total, we counted 5,654,109 members in those 228 public-sector unions. Throughout 2019, Ballotpedia researched and analyzed the membership, finances, and political spending of public-sector unions. We’ll be sharing these findings in the weeks ahead in Union Station — our newsletter covering the latest developments in public-sector union policy.
Since it is nearly impossible to collect comprehensive data on membership of every public-sector union, we identified the most prominent public-sector unions in each state and determined their membership. This included state-level affiliates of national unions, such as the American Federation of Teachers, AFL-CIO, AFSCME, and the Fraternal Order of Police. ….
Among the 228 unions, these five states had the highest number of public-sector union members:
– California: 811,483 members belonging to six large unions—approximately 14% of the nationwide total.
– New York: 808,669 members belonging to five unions—14% of the nationwide total.
– Illinois: 342,518 members belonging to five unions—6% of the nationwide total.
– New Jersey: 324,750 members belonging to four unions—6% of the nationwide total.
– Pennsylvania: 324,411 members belonging to five unions—6% of the nationwide total…..
Source: Mary K. Feeney, Justin M. Stritch, Review of Public Personnel Administration, Volume 39 Issue 3, September 2019
From the abstract:
Family-friendly policies and culture are important components of creating a healthy work environment and are positively related to work outcomes for public employees and organizations. Furthermore, family-friendly policies and culture are critical mechanisms for supporting the careers and advancement of women in public service and enhancing gender equity in public sector employment. While both policies and culture can facilitate women’s participation in the public sector workforce, they may affect men and women differently. Using data from a 2011 study with a nationwide sample of state government employees, we investigate the effects of employee take-up of leave policies, employer supported access to child care, alternative work scheduling, and a culture of family support on work–life balance (WLB). We examine where these variables differ in their effects on WLB among men and women and make specific recommendations to further WLB among women. The results inform the literature on family-friendly policies and culture in public organizations.