CIVIL SERVICE VS MERIT SYSTEM

The new system was designed to do away with the demerits of the previous system by promoting efficiency in the selection and development of staff, their promotions, career path and above all rewarding them on the foundation of their qualifications and performance. In this assignment I seek to highlight the key difference between the two systems of personnel administration. DIFFERENCES Recruitment The merit system advances for recruitment based on worth after a fair and open completion where all applicants are treated equally. The civil service system recruitment involves interviews to the applicants where the manager is allowed to select the top person based on a grading system prescribed by the jurisdiction in which it is operating. Merit is served as the last option.

A totally opposite approach happens in the merit system where accountability and performance, form a core value in service provision, it does not limit the creativity of the managers. CONCLUSION Both systems uphold the core values of accountability, impartiality, dedication and service to the public. It is, however, worth to note that the management style that goes into the merit system enjoys success in a result oriented manner as is evidence private business managers' high performance. The civil service system has cultured employees who feel they own the job because of the complacency in appraisals. The benefits that were brought about by the introduction of the civil service system are clearly outweighed by the poor implementation of the same as public servants take advantage of the protections it provided.