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Essay / Research Paper Abstract
A 5 page paper that discusses some of the highlights of the political patronage system in the U.S. and when and how it changed to a merit system. The writer gives examples of how this system is still widely in practice and comments on the advantages and disadvantages of this system on the individual, the party and the public. Bibliography lists 5 sources.
Page Count:
5 pages (~225 words per page)
File: ME12_PGplpcs9.rtf
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Unformatted sample text from the term paper:
as running their campaign or even for their vote. It is also known as the spoils system, a name some may be more familiar with. Qualifications like education and
experience play no role in this system of awarding jobs and positions in the government. Political patronage in this country began with its first government. It has been a topic
of debate since that time. Over the centuries, changes were made to the system changing civil service to a merit system. George Washington filled his posts primarily with family, they
were educated, they owned land and they were white males (LeMay, 2005). Andrew Jackson expanded the circle to people who were loyal to him; he believed that any citizen was
competent (LeMay, 2005). Corruption rules for decades after that until Garfield changed the system in 1881 to one that was based on merit (LeMay, 2005). This was enforced by the
Pendleton Act of 1883, which also crated the Civil Service Commission (Naff and Hyde, 2006; LeMay, 2005). This Act required that to be hired, people had to pass a test
(Naff and Hyde, 2006). Over decades, new Acts were signed, new commissions were established, new categories were created until today, federal civil service pay is based on a matrix that
begins with a rank and expands through steps based mostly on longevity (LeMay, 2005). There are 15 ranks and 10 steps but there is locality pay, which means some high-cost
regions get a percentage over what the pay scale says (LeMay, 2005). This system is so complex and so out-dated and outmoded that is just plain ludicrous. Individual managers
have no way to reward their hard and innovative workers. Even with the matrix, it is subjective because each job must be defined and placed somewhere on that matrix. Four
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