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Unless I am mistaken, the MOST 'transparent' pay systems are in the public sector. This is what one might call 'safe transparency' because they communicate systems based principally on tenure and uniformity. I am told this attracts a workforce that is focused on being 'protected' from the 'trials and tribulations' of real-world risks.

Looking at the service performance of public sector organizations such as the Postal Service, VA, SSA, to name a few, is that really what we want in exchange for money invested in work to be done? Perhaps I am missing something but in my experience "Open Pay Systems' create a situation where everyone is paid similarly and where excellence is viewed as 'odd' and something to be feared.

How many private sector organizations recruit talent from the public sector? One wonders.

When the state of California went public with the salaries of employees at their colleges a few years ago, employee satisfaction did not increase substantially.

Many people that work for the gov't, do so for the job security.

I have seen a lot of movement from the college coaching ranks to the private sector (NFL).


In January 2015, as much of the world was getting over its post-holiday hangovers, people began disappearing from Carnegie Mellon University's robotics center. At first it was only a few individuals, mostly software developers. Then it became an entire team, and eventually the group included the center's director.

They weren't going far.

Just around the corner, Uber had set up shop in a renovated building that used to be a chocolate factory. Most people at CMU's National Robotics Engineering Center (NREC) didn't even know it yet, but in a building that shared the very same parking lot, the ride-hailing company had embarked on a multi-year project to replace human drivers with computers. And to do that, they'd need all the help they could get. So Uber got to work snapping up some of the company's most talented staffers.


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