Editorial: Hire on merit, not influence

Tuesday, Feb. 26, 2002 | 8:48 a.m.

For an understanding of the need for competitive exams in selecting public servants, read any book or newspaper account of government employment practices written before 1883. The ruling political expression in those days, "To the victor belongs the spoils," resulted in constant turnover, gross unfairness to job seekers, justifiable lack of trust in the competency of any public office holder, and violence -- President James Garfield, a fierce opponent of the spoils system, was assassinated by an unsuccessful office seeker. One hundred and nineteen years ago, a bill authored by Sen. George Pendleton, D-Ohio, was passed by Congress and signed by President Chester Arthur. It signaled an end to the official spoils system and the arrival of civil service based on merit. While the spoils system is officially dead, its vestiges remain and the need arises from tim e to time for governments to clarify their policies.

Clark County Manager Thom Reilly is facing one of those times right now in regard to hiring practices at the Clark County Fire Department. He has made the right decision in calling upon Fire Chief Earl Greene to develop a policy to ensure that unsolicited advice, including calls or letters from county commissioners, has no bearing on who gets hired. Reilly has also expressed concern about the perception of nepotism. Firefighting often runs in the family, with sons and daughters committed to carrying on their parents' work. And it's common for politicians at all levels to call or write on behalf of job seekers. But nothing is more common than human nature, which invariably stimulates rumors of preferential treatment when word gets out that a successful job candidate may have had an "in."

In responding to a posting for a Clark County firefighter's job, a candidate is screened and tested by the Human Resources Department according to objective standards. All certified candidates must be interviewed by the Fire Department. During the interviews, Fire Department administrators may take into account subjective criteria, such as the candidates' passion for a career in firefighting, extra courses they may have taken, or background as a paramedic. Reilly is right in wanting to ensure that the subjective criteria do not include influence peddling.

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