Won’t these new pay plans be vulnerable to the “good ol’ boy” system or favoritism?
Based on input from employees themselves, the criteria for movement through the new pay plans will be as objective as possible and along with the improved level of communication and planning that will result from the new Performance Management Process, which will help to prevent abuse or favoritism. While no system is perfect and any system, if abused or used incorrectly, can result in inequities, the new system should be no more susceptible to favoritism or the “good ol’ boy” system than the State’s current system.
