Return to Article: OPM seeks 'rigorous and realistic' executive ratings
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3477
This is a joke, right? Just like the "joke" that pay for performance is. And if you don't get the joke, it will hit you where it hurts--in the pocket.
The SES is just the upper level of the good 'ol boys club. Don't get me wrong. I know many of them work very hard and do very good work. But the majority are probably like the ones we have where I work. Totally unaware of the rules and regulations, but demanding that you get them what they want when they want. AND THE RULES BE DAMNED! if it interferes with what they want.
Even with the 5-step rating system, no SES will ever be rated that they don't get a "performance bonus".
But, being in DoD, I'm sure that there will be plenty of money in the pot for all of us hard workers to get our fair share of those performance bonuses once we're under a Pay for Performance system. I have much confidence in this. NOT!
And if you believe that YOU will get what you deserve under Bush's pay for performance system for DoD and DHS, you only need vote for that in November. I'm sure Bush will fund it adequately IF ONLY WE VOTE FOR HIM IN NOVEMBER.
I'm tired of fairy tales. I have no confidence that there will EVER be adequate funding for pay for performance within DoD so long as Bush is in the White House.
Adequate pay for adequate performance only works if there is money in the pot to fund it. Under Bush, we have NO TAX and SPEND A LOT. I'm voting in November for ANYONE ELSE. I encourage anyone who wants to continue to be able to put food on the table and a roof over their families heads to vote for the Democratic nominee, no matter who it is. Bush is a deadly disaster for civil servants.
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3466
Again its backwards. The SES was originally established to be a cadre of professional managers, who could go anywhere to manage regardless of the program. I've dealt with SES managers in human resources on hundreds of issues for over 14 years.
The SES turned into a cadre of super technical experts very well equiped to run the various programs of the federal government, but very ill equipped to handle HR issues and problems. And most SESers I've encountered would be lost if uprooted from their technical program and dropped into different soil.
Performance Management and critical elements for the SES should concentrate on human resource. More importantly, SESer's should never retire and die in place. A part of their development must include mandatory rotations through different federal entities. The SES cadre needs to go back and become what is was always meant to be- a cadre of professional managers. If you want to pay technical experts for their technical expertise, call them Senior Level Service-SLers folks. But let the SERSer's manage the human resources!
HR Specialist
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3382
The rating for any manager should, in part, include the rating of that manager by their subordinates!
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