The consequences of an ageing workforce are magnified in the public sector because it generally has an older demographic profile than the private sector (OECD, 2006). The challenge of attracting and retaining capacity within the public service as large numbers of experienced public servants...

The objective of this paper is to provide a review of the theoretical and, in particular, empirical literature on performance-related pay in the public sector spanning the fields of public administration, psychology, economics, education, and health with the aim of distilling useful lessons for...

A framework for understanding both bad public sector performance and good through surveys of public officals - and for presenting the results to policymakers in a format that leads to more informed choices about public sector reform

An important objective of any Human Resource Management (HRM) system in Government is to motivate staff to perform well. This GET note looks at several HRM levers that Governments have at their disposal to influence staff performance. In particular, some of the most common levers in the public...

Many Governments wrestle with the issue of designing an appropriate set of human resource practices to motivate public servants to perform. Identifying the right set of practices for the public sector is a source of some controversy, and passions run high particularly in relation to the use of...

Mexico, like other Economic Co-operation and Development (OECD) governments, is committed to improving the performance of the public sector. An important first step is to gather objective information that enables governments to measure progress towards achieving their policy and program goals....

This note sets out key ideas from recent discussions inside and outside the Bank on how donors can support governments more effectively in delivering results in Public Sector Management (PSM) reforms. This note also reflects the discussions that have led to the Bank's new PSM approach for 2011...