This introduction to the special issue on strategic planning has four main parts. First comes a discussion of what makes public-sector strategic planning strategic. This discussion is meant to reduce confusion about what strategic planning is and is not. Next, we introduce in detail the five articles in the special issue and note their unique contributions to strategic planning research. Third, we provide a broad assessment of the current state of strategic planning research organized in terms of prominent themes in the literature and our assessment of how the articles address voids related to the themes. The themes are: how should strategic planning be conceptualized and defined? How should it be studied? How does strategic planning work, or not? What are the outcomes of strategic planning? What contributes to strategic planning success? Finally, we offer conclusions and an agenda for future research.

Although there is considerable literature on strategic planning and management in the public sector, there has been little effort to synthesize what has been learned concerning the extent to which these tools are used in government, how they are implemented, and the results they generate. In this article, the authors review the research on strategic planning and management in the public sector to understand what has been learned to date and what gaps in knowledge remain. In examining the 34 research articles in this area published in the major public administration journals over the past 20 years, the authors find substantial empirical testing of the impacts of environmental and institutional/organizational determinants on strategic management, but efforts to assess linkages between strategic planning processes and organizational outcomes or performance improvements are sparse. Large- N quantitative analyses and comparative case studies could improve the knowledge base in this critical area.

Although performance management processes are widely assumed to be beneficial in improving organizational performance in the public sector, there is insufficient empirical evidence to back this claim. In this article, the authors examine the impact of performance management practices on organizational effectiveness in a particular segment of the public transit industry in the United States. The analysis utilizes original survey data on performance management practices comprising both strategy formulation and performance measurement in 88 small and medium‐sized local transit agencies in conjunction with comparative outcome data drawn from the National Transit Database maintained by the Federal Transit Administration. The results provide evidence that more extensive use of performance management practices does in fact contribute to increased effectiveness in this segment of the transit industry.

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Although pay differences between men and women with comparable characteristics are generally smaller in the nonprofit than in the for-profit sector, gender pay gaps in the nonprofit sector vary widely across industries. In some industries, gender pay gaps are as large as in the for-profit sector, but in others, women make more than comparably qualified men. Using Hierarchical Linear Modeling on the combined 2001-2006 American Community Surveys, we test nonprofit labor motivation theories against a gendered-job hypothesis to explain this variation. We find that gender pay gaps in the nonprofit sector are smaller in industries where nonprofits outnumber for-profits and where higher proportions of female-dominated occupations exist.