Frontline Productivity
Public value per unit of resource cost, not minimum salary or headcount, as the productivity objective.
Frontline productivity
If administrative waste can genuinely be identified and removed (Cost of Administration), the resources it releases can be redirected toward frontline capacity rather than assumed to be simply saved:
This reframes the productivity question. The objective for public-sector
productivity is not min Salary or min Headcount — cutting a
role that prevents avoidable failure is not efficient, it relocates the
cost elsewhere, often at greater scale. It is closer to
which can be consistent with paying more, not less, for the specific expertise that prevents large-scale waste or delivers disproportionate outcome improvement. It also implies career progression tied to expertise, delivery and measurable improvement rather than headcount, budget ownership or hierarchy — an organisation that rewards process creation and internal visibility over problem-solving will tend to optimise for itself rather than for the outcome it exists to produce. None of this is a claim that current public-sector staffing is too large or too small; it is a claim about what the productivity objective should actually be.