Performance based budgeting
The budget remains the single most important issue facing the courts. Since the financial crisis of 2008, the budgets for the federal judiciary have been decreased roughly 8 percent, i.e. $555 million from $7 billion a year. The judiciary reduced its overall workforce through layoffs by 5,400 court staff, which is roughly one quarter of its total workforce. Unfortunately, the organization has to follow the budgets. Budget cuts are gradually harming court system and significantly court staff would be further reduced, civil and criminal cases would be delayed, and these consequences would lead to a threat to public safety (Roberts, 2013, p.1). The purpose of this memorandum is to expand the result of budget cuts in the supreme civil court and how it has become increasingly dysfunctional. Budget and Personnel
The Supreme Civil Court (SCC) serves the public by making the justice system work and to enforce the rule of Law. In order to provide these services, an adequate number of employees are needed to provide these services. The SCC operates on an annual budget to fulfill the mandatory services but, due to the economic crisis, it is operating on a lower budget with higher demands for services. This has caused many problems to arise. Currently, there is a statewide hold on new hires. The SCC is depending on a minimal employee number, due to annual budget cut. The cut on the budget lead to two main problems to arise; downsized resources and ensuing the pressure of work; and poor scheduling in different departments with the system. Employee morale has been severely affected, employees are unhappy because schedules are not planned according to the work that needs to be done. Employees are titled at lower positions but are required to do the work of a higher position with less pay. The latter need not flow from the former necessarily, though it makes matter worse. Low staff morale may be addressed in various ways, including more attention to workers’ motivation. The difference between morale and motivation is that morale is the feeling of a group of people that is positive, while motivation is having an incentive to do a good job. These two things will make a work environment more productive; the power is extrinsic, the latter is intrinsic to the work. Employee morale is defined by the employee’s outlook, self-concept, and assured belief in themselves and their organization. Staying positive in work environment is the key to work effectively and efficiently. You can measure your organization's success in developing and mentoring positive employee morale by measuring the methods. Building positive employee morale is not difficult, but it takes desire, commitment, and attention on the part of management and the organization (Schaefer, 2024). Problem Analysis
Three different employees with different titles at Brooklyn SCC were interviewed about their specification and issues related to it. The interviewees were: Court Officer M. Ramos; Court Clerk T. Thomas; and Court Assistant A. Guerra. The interview consist of the interviewees’ job tasks, functions of their positions inside and outside of the courtroom, career goals, and issues felt contributed to negative work performance. Court Officer M. Ramos is responsible for providing security throughout the courthouse; assist the judge as well as other court employees in running the court proceedings. Court Officer M. Ramos feels that, unhappy overworked and underpaid employees contribute to negative work performance. Court Clerk T. Thomas also discussed his duties at Brooklyn Supreme Civil Court to consist of assisting the judge as well as other court employees with paperwork, and other daily court-related affairs. He is the second in command to the judge in the courtroom. He feels that backlog contributes to negative work performance. Lastly, Court Assistant A. Guerra described her duties to consisting of generating statistical reports of all judge...
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