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Roberta Dickson was appointed 10 months ago as the Head of the Water Planning Division of the County Department of Environment and Natural Resources. When hired, she was charged with raising the productivity of the Division in the aftermath of her predecessor Division Head, who was faulted for passivity and inconsistency.
However, Dickson quickly realized that a dysfunctional County Department “merit pay” plan was undermining her efforts to better align the performance of her staff with the goals set for the Division. She judged most of her people to be competent professionals, with much personal loyalty to each other but not to the Division.
Roberta Dickson set out to transform the Division’s ordeal with the annual compensation program from one that left the staff “depressed around here for three months after the merit raises are announced” to an experience that would reinforce her attempts to improve unit performance instead of undercutting them.
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