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Return to Article: DHS collective bargaining loss likely to affect Pentagon's similar plan

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  This would, on the surface, appear to be a "no brainer," except that the people who are trying to force this down the throats of the federal workforce do not seem to possess brains. If the courts find it illegal, the unions' lawsuit is upheld and the majority of the workforce finds it demoralizing, then it should be scrapped, and started fresh and with input from all parties that will be affected. "Pay for Performance" will become yet another oxymoron within the federal government, similar to "military intelligence" and "Federal Emergency Management Agency" and will be but another dismal legacy of the King George dynasty. I am afraid that all due pressure will be put to bear to get this travesty incorporated before the end of his monarchy, and he will break something that did not need to fixed. The only problem with the current general schedule system is a lack of intestinal fortitude and training on the part of management to enforce the rules and generate and document the performance of those who they are supposed to be managing. Identifying low performers, giving them opportunities through performance improvement plans, and then denying step increases is one way to improve performance. Rewarding good performers with quality step increases and utilizing a fair and equitable incentive awards program will adequately stimulate continued good performance.

  JD Posted July 5, 2006 1:33 PM
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  This one is easy. Mr. Bush will whip out a signing statement and declare the DHS move legal and necessary for the American people to defeat terrorism.

  That will settle all this bickering. If the Republican judges can't legislate from the bench then King George will do it from the White House.

  rds Posted June 29, 2006 11:41 AM
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  There is only one way for any agency to be its most productive and provide value to the taxpayer...that is by everyone working together, sharing the same vision, while recognizing that all employees have individual work goals. What I've seen in my 25 years in federal human resources, is a steady decline in senior management's focus on getting the job done by working with employees. My perception is that management has forgotten what the definition of management is -- that is, getting the job done through and with people. The fatal flaw in the DHS and Pentagon human resources systems is that they were driven by anti-union ideology and the notion that only management knows what's best for an organization. The LR process that was shot down by the courts reminded me of the archaic notion that "you should be so happy to have a good job, that nothing else matters." I can assure you that philosophy won't hold water with the new generation of worker, who like current federal management puts self interest above loyalty to the organization. If the federal government wants to prepare itself to be productive with the new generation of worker, it better look within itself and identify young, talented individuals to move into the management ranks, who identify with this generation of worker. The "pay-for-performance system" these guys are trying to implement is complex and has the potential to be the most demoralizing system ever if implemented incorrectly. Its success will be in large part judged by how the marginal or poor performer is handled. The high performer usually rises to the top no matter what system is in place.

  GovExec.com reader Posted June 29, 2006 8:59 AM