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The purpose of this paper is to analyze a presentation of eddy current sensing coils for the turbo charger speed measurement, which were manufactured with the low temperature co-fired ceramic (LTCC) technology. The goal is to be able to manufacture small robust coils with complex geometries and improved signal output.

A crucial element for its performance is the quality factor of the embedded coil. Thanks to the use of the developed LTCC manufacturing processes, the lateral wounding distance of the printed coils can be reduced to 30 µm, and simultaneously, the aspect ratio should be enlarged compared to standard LTCC technologies. By the use of a novel printed double-D coil design, the overall sensor characteristics will be improved.

The metallization thickness can be simultaneously enhanced that results in the internal resistance being reduced. Thus, the inductivity and the ohmic resistance achieve an obvious optimization that results in significant improvement of the quality factor of the novel coils when compared to standard technologies. Embedded micro coils have a sintered metallization aspect ratio of more than one and thus an optimal performance differing clearly from prior art. Their reliability was proven through temperature cycle tests of over more than 1,300 h.

The developed LTCC coil technology will be introduced in the JAQUET sensor portfolio of TE Connectivity for the measurement of turbocharger speed on both passenger cars and trucks. The measurement and control of turbochargers speed enables the optimal regulation of airflow into the engine thereby improving the fuel economy and leading to a reduction of engine emissions.

This paper shows fabrication and performance of the original manufactured LTCC coil for turbocharger speed sensors and its optimized signal output by the novel design.

This article seeks to examine the experiences of the recent introduction of performance‐related pay (PRP) in German public services. From an industrial relations perspective, it addresses the question of how different designs of PRP schemes and the circumstances under which PRP is implemented influence its functionality and its acceptance by employees.

The paper uses an analysis of 215 works and establishment agreements, 17 case studies in municipalities of the federal state of North Rhine‐Westphalia (including employee attitude surveys in three cases), and interviews with experts from the employers' federation and the trade union.

It is shown that – in accordance with the literature – enhancing employee motivation is not the only objective pursued by the collective actors in the introduction of PRP. Different PRP schemes have differing effects: highly selective PRP schemes tend to fail; schemes resembling conventional appraisal systems have little positive effect on motivation and performance, whereas participative systems focusing on the inclusion of employees can offer an opportunity to renegotiate performance objectives in the public services.

Factors such as balancing material interest and social recognition, and strengthening participative elements could be crucial for improving the acceptance and functionality of PRP schemes.

This paper provides first findings on the recent introduction of PRP in the German public sector and contributes to the discussion on the functionality of PRP in public services.