Presentation to Annual WPEG Conference 2013, Sheffield.

Abstract Although performance-related-pay (PRP) can raise productivity and firm performance in many settings, we find the size of performance payments is usually too small to influence the performance of most employees and its incidence across firms and workplaces in Britain is fairly low,...

First Findings from the 2011 Workplace Employment Relations Study

Despite its potential to raise productivity, performance-related-pay (PRP) is not widespread in market-oriented economies. Furthermore, despite secular changes conducive to its take-up, there is mixed evidence as to whether it has become more prominent over time. Ours is the first paper to...

Despite its potential to raise productivity, performance-related-pay (PRP) is not widespread in market-oriented economies. Furthermore, despite secular changes conducive to its take-up, there is mixed evidence as to whether it has become more prominent over time. Ours is the first paper to...

Despite its potential to raise productivity, performance-related-pay (PRP) is not widespread in market-oriented economies. Furthermore, despite secular changes conducive to its take-up, there is mixed evidence as to whether it has become more prominent over time. Ours is the first paper to...

Using nationally representative linked employer-employee data we find one-quarter of employees in Britain are paid for performance. The log hourly wage gap between performance pay and fixed pay employees is .36 points.� This falls to .15 log points after controlling for observable demographic,...

In March 2004 the Department of Health commissioned a research team from the Centre for Health Economics at the University of York and the National Institute for Economic and Social Research to develop new approaches to measuring NHS outputs and productivity. The research objectives were...