Return to Article: Moving Ahead
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18517
Over the past several years I have read with interest the articles on "pay for performance". I have always found it interesting that few remember that processes are already in place to withhold within grade increases due to poor performance or to grant Quality Step Increases for top performers. The current system isn't broken, managers just don't want to work. Is that a predictor for the success of pay for performance? Sign me: 20 years in HR
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18510
If the administration wants us to be more like the private sector does that mean that if I am a top performer I can receive a bonus that exceeds my yearly salary as some do in the private sector? Just look at a company's annual report and see the ridiculous salaries and bonuses executives receive. Of course the government won't pay that. Pay for performance will still be riddled with favoritism. The current system doesn't reward excellence, but I fear pay for performace won't either. It will still be designed to keep the salaries of rank-and-file federal employees low while rewarding top executives and political appointees, though just not on as grand a scale as corporate America.
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18509
I have found in the past, at least in nursing, it is very hard to get promotions based on performance. Many times it is based on who you know and who you are when it comes to going before the review board.
There were always rumors, whether true or not, that if administration kept costs down (translate: promotions), they would get bigger bonuses.
I found women rate women much harder than men rate men. This is true in my civilian job as well as the Army Reserves.
I am glad I am retiring soon.
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18508
You are assuming of course that Bush will still be president after the November elections.
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18506
Linda Springer was the head accountant over at OMB. She is now leading the effort, along with her crew of CFO/Admin officers we call CHCOs to push through the single largest HR reform since the GS schedule was first established.
Fantastic-- the only small problem is that the government doesn't have the resources to do this right. The core of this program is that line managers with no resources to even do the core mission are going to be asked to implement a finely crafted performance management system and actually pay people for performance. This looks great on paper. The problem is that through implementation failures they are going to destroy the federal civil service. If that is OPM's mission-terrific, they are well on their way to success. If not, slow down.
HR Specialist
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