Councils swap PRP for staff development

Littlefield, David
September 1996
People Management;9/26/1996, Vol. 2 Issue 19, p15
Relates that the London Borough of Brent has already chosen to abandon its performance-related pay (PRP) scheme following a decision by the new Labour administration. History of PRP scheme; Cambridgeshire County Council's dismissal of its PRP scheme as part of an overhaul of salary policy; Reasons for London Borough's abandonment of its PRP scheme; Attack on the value of performance pay.


Related Articles

  • Don't fall into gender bias trap. Burn, Derek // Personnel Today;6/4/2002, p7 

    Analyzes the elements of pay-related audit of a performance appraisal scheme. Development of the scheme with a degree of consensus; Importance of including the scheme in everyday management; Advantages of the performance appraisal system.

  • Performance-based compensation. McSparran, M. Kent // Beverage World;Sep93, Vol. 112 Issue 1549, p119 

    Advises on the implementation of performance-based compensation. Implications of endurance-based pay; Atmosphere of entitlement; Merit raises; Performance pay in the beverage business; Discretionary bonuses; Definition and measurement of performance; Need for performance pay to be motivational;...

  • Out of the tick box. Armstrong, Michael; Baron, Angela // People Management;07/23/98, Vol. 4 Issue 15, p38 

    Reports that performance management is becoming less bureaucratic and more closely focused on development based on a study by the Institute of Personnel and Development. How employee development is being distanced from pay decisions; Problems in linking performance management with...

  • Measuring an Employee's 'Worth.'  // Workforce (10928332);May2001, Vol. 80 Issue 5, p68 

    Answers several questions related to human resource management. How to evaluate employees who are contributing most to the company's revenue; Development of a mentoring program for the work environment of an Internet company; How to inform employees about a change in a company's pay frequency...

  • IN TERMS OF STRATEGIC HUMAN RESOURCES, THE IMPORTANCE OF INDIVIDUAL PERFORMANCE RELATED PAY SYSTEM. Adigüzel, Orhan; Yüksel, Hasan; Tekın, Pervin // Suleyman Demirel University Journal of Faculty of Economics & Ad;2010, Vol. 15 Issue 2, p283 

    In parallel to the current developments, the human resources management the popularity of which has been increasing, thanks to the stretegies to be followed, raises the competitivity of the business. One of the things that causes this is the performance of the employees. It is known that wage...

  • REBOOTING REFORM. Rosenberg, Alyssa // Government Executive;Dec2009, Vol. 41 Issue 14, p28 

    The article offers information on the cancellation of the National Security Personnel System in the U.S. It states that the reduction of the controversial Defense Department pay program was one of the federal employee provisions packed into the fiscal 2010 National Defense Authorization Act....

  • Measuring Up. Rutzick, Karen // Government Executive;Aug2006, Vol. 38 Issue 14, p15 

    The article reports that under the U.S. Office of Personnel Management's new SES pay-for-performance system, only 44 percent of Senior Executive Service members received top ratings in 2005. A 17 percent drop was recorded from 60 percent in fiscal 2004. "Outstanding" ratings fell because most of...

  • Pay-for-Performance Dilemma Revisited: Empirical Example of the Importance of Group Effects. Markham, Steven E. // Journal of Applied Psychology;May88, Vol. 73 Issue 2, p172 

    The pay-for-performance relation was examined at the individual level of analysis using data from 71 managers and professionals who constituted the entire management hierarchy at a manufacturing facility. There was no significant correlation between performance rating and total merit raise (r =...

  • Predictors and Outcomes of Reactions to Pay-for-Performance Plans. Miceli, Marcia P.; Jung, Iljae; Near, Janet P.; Greenberger, David B. // Journal of Applied Psychology;Aug91, Vol. 76 Issue 4, p508 

    In most previous research, pay satisfaction has been treated as satisfaction with pay level: little is known about how individuals respond to pay systems (H. Heneman, 1985). LISREL analyses of survey responses of approximately 2,000 managers and executives in pay-for-performance plans supported...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics