- Compensation. When positions as a whole are "brought down" in pay, instead of making the correction for all employees, they create an "A" and a "B" position so no one looses out. It's nice on paper to know they don't try and give employees a pay cut, butwhat it ultimately does is create a pay discrepancy. Newer employees are doing more work than employees who have been grandfathered into higher salaries so employees aren't getting paid the same for the work they are doing.
Department depending, you get an opportunity to interact with the public and hopefully make their experience better. Whether it be a program, a form or permit they need to file, or helping find their next pet, if you dig public service, its a good fit.
If you aren't a self motivated, glass half full person, it can wear on you a bit when you have to fight to find the "win" in an encounter because no one else will find it for you. I love what I do and while culture has moved toward more cliches and cliquesin management, its also softening a little and you can tell that they are trying to be better about how it is perceived.
Restructuring departments to do more with less personnel. It eliminates promotional opportunities for staff so instead, if your find yourself to be a self starter or someone who can fix problems, you aren't promoted for your hard work or rewarded for yoursuccesses... instead your just moved to the next problem to solve. Positions become more broader when they do open and it feels designed so internal staff only have experience with some of the new expectations, giving justification to bring in outside candidates who will be on the newer pension system to reduce costs.
There is no longer any loyalty to train from within. Some departments this isn't the case, but it seems like more and more are leaning in this direction.