User:Byanka0990/sandbox

Article Evaluation - Pay Bands
The Wiki page of Pay Bands is very short with little references. The four citations given work however, the data is outdated. One site, in regards to Cornell University using a Pay Bands system, contains links that no longer exist. The site for the Massachusetts Institute of Technology takes you to a home page that does not mention the university’s use of Pay Bands. To find that information, you would to navigate to a couple of other links. The employers used in this wiki are great examples because of their level of credibility.

The article does stay on topic however it falls short of information and leaves more questions than answers. The benefits of Pay Bands for employees seems to be lacking in this wiki, as well as the overall success of this structure. If this strategy is fairly new, it will be hard to find successful and failing accounts of this system. I believe that more data on this needs to be published.

An example of what a Pay Band would look like is given and describes the over all concept fairly well. However, a chart like most of the examples on the references should be utilized to show a more exact depiction of the Pay Bands.

There are a couple of phrases that are repeated, which might be understandable if this concept is fairly new. This might explain why this wiki is short and does not go in depth in regards to the history of or results of, as most wikis do.

The neutrality of the wiki is seen throughout with a couple of questionable points which we as a group will be able to research to correct or leave unchanged. For instance, the article describes the Pay Bands benefiting the management level while other sites I quickly read over claim that this structure puts the control in the employee’s hands. Again, with further research, our group will be able to pick out the opinions and save the facts.

Overall, the Pay Bands Wiki page is effective in showcasing the greater picture of what this concept is. More can definitely be added to go into detail about its benefits and shortcomings.

Annotated Bibliography “Pay Bands”
Haga, B. I., Richman, R., & Leavitt, W. (2010). System Failure: Implementing Pay for Performance in the Department of Defense's National Security Personnel System. Public Personnel Management, 39(3), 211-230.

•	This article examines the history of Pay for Performance and its shortcomings. It goes into the different conflicts with unions and the government’s role in shaping a new pay system for civil servants. The General Accounting Office linked pay and performance to maximize effectiveness in the work place, which help contribute the idea of the Pay for Performance system. After years with dissatisfaction from employees under this system, the government placed everyone under the original General Schedule. •	I plan to use this source to give history and background as to how pay bands negatively/positively affected the “Pay for Performance” systems fall.

White, J. R. (2000). Tax Administration: IRS' Implementation of the Restructuring Act's Personnel Flexibility Provisions: GGD-00-81. GAO Reports, 1.

•	This report from the General Accounting Office gives a status update on the implementation of new procedures such as a new performance management system, a new training program and to eliminate the use of enforcement statistics. •	I plan to use this document to see the detailed plans that the GAO had in implementing a pay band system.

Williamson, K., & Williams, K. J. (2011). Organisational justice, trust and perceptions of fairness in the implementation of agenda for change. Radiography, 1761-66. doi:10.1016/j.radi.2010.08.004

•	This case study explores the behaviors and affects of coworker relationships and equality perceptions by implementing Agenda for Change (Afc). Quantitative data is used to examine the changes in coworker relationships in one regional cancer center. •	I hope to use this source to study the changes that effected these workers and compare them to other uses of pay bands or pay for performance systems. Although it is an isolated study, its results can give me a better perspective of the psychological effects of organizational change especially when considering compensation in the work place.

Seber, P., & Richards, J. (2004). Agenda for change equal pay for work of equal value. Healthcare Counselling & Psychotherapy Journal, 4(4), 32.

•	This short source from the employment section in Agenda for Change explains the difficulties and problems with pay banding and the point system to determine pay. •	I hope to use this article to compare the issues workers face in the medical field as well as other positions.

Winchell, Sr., T. E. 2015. "Can We Fix the GS Position Classification System?." Public Manager 44, no. 2: 50-53. Political Science Complete, EBSCOhost (accessed October 23, 2016).

•	This article summarizes the problems linked to the General Schedule (GS) System in the government sector and solutions for these issues. Problems include lack of compensation funds, lack on incentives and a historic lack of effective position management programs. •	I hope to use this article to analyze some more failures and suggestions for the improvement of the GS system.