This brings up another very important aspect of it: the divergence of monitoring and evaluation of skill (and calculating the value of a marginal worker) between for-profit and public or non-profit work. Even for superficially similar work, the success metrics are very often different between the two styles of employment. For attorneys, the ability to attract clients and bill hours is king in the private sector, and … I’m not sure for the public sector. Probably not win rate, but more likely subjective evaluation of more senior attorneys and politicians.
It’s much clearer (still opaque for most, but somewhat less opaque) that private-sector employees are generating or protecting revenue that outstrips their compensation. Public and charity employees don’t have that scalar measure—they’re paid in a different dimension (money) than the value they generate (public goods).
This brings up another very important aspect of it: the divergence of monitoring and evaluation of skill (and calculating the value of a marginal worker) between for-profit and public or non-profit work. Even for superficially similar work, the success metrics are very often different between the two styles of employment. For attorneys, the ability to attract clients and bill hours is king in the private sector, and … I’m not sure for the public sector. Probably not win rate, but more likely subjective evaluation of more senior attorneys and politicians.
It’s much clearer (still opaque for most, but somewhat less opaque) that private-sector employees are generating or protecting revenue that outstrips their compensation. Public and charity employees don’t have that scalar measure—they’re paid in a different dimension (money) than the value they generate (public goods).