Situation

Public sector incentives are largely based on tenure, hierarchy, and procedural compliance rather than performance and integrity.
Limited linkage between outcomes and rewards reduces motivation for excellence.
Corruption risks increase when incentives are misaligned with ethical behavior.
Performance evaluation systems are often outdated and not data-driven.
Talent attraction and retention remain challenges.

Shift

Redesign incentive systems to align with performance, integrity, and measurable outcomes.
Introduce data-driven evaluation frameworks and transparent metrics.
Link compensation, promotion, and recognition to both results and ethical conduct.
Implement accountability mechanisms for underperformance or misconduct.
Develop talent systems that attract and retain high-capability individuals.

Advantage

Aligned incentives drive higher performance and accountability.
Reduced corruption risk through better behavioral alignment.
Improved talent quality and retention.
Data-driven systems enhance objectivity and fairness.
Higher efficiency and effectiveness across government functions.

Additional Structural Advantage

Performance-based systems create a culture of continuous improvement.
Transparent metrics enable benchmarking and system optimization.
Talent pipelines become more competitive and sustainable.
Institutional performance becomes measurable and manageable.

Implication

Without incentive reform, behavioral misalignment will persist.
Corruption risks will remain embedded in the system.
Government performance will stagnate.
Talent quality will not improve significantly.
Strategic reforms will face execution challenges.

Action Layer