Return to Article: OPM chief: 'Cracks are showing' in the General Schedule
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92398
Oh, I see - cracks are showing. This is happening just now that NSPS is being dismantled. All this from someone who has had the job less than a year. How would be even know or have knowledge of any of this? The only cracks (or crackpots) are those people who think that joining government service can make them rich - unlike some of these yahoos who get appointed to cabinet and other high level government positions based on the friendship of the guy who happened to get elected president!
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91622
Where did Upward Mobility go? My Manager hires from the Career Intern Program so that she doesn't have to pay for people for 2-3 years and so that she doesn't have to do Upward Mobility or merit promotions. As in many agencies today, there are non-performers. These folks are allowed to earn their salaries for doing the least amount of work. It is a social party for some of them to come to work. Some of them aren't even in the office for their 8 hours. No one seems to care. Then there are the hard workers that never get ahead because they are not the managers' pets. My manager started out as a GS-3 (like myself) however, she worked her way up (some was favoritism); but she is unwilling to allow some of us at lower grades to work up. She'd rather hire these college students (most of whom leave the agency after they get their GS-12s). Then we all have to train and endure a new intern so that they get their automatic GS-12. It seems like most agencies have the same things going on, and I am happy to be a gov't employee, however, it would be nice to get the pay that I am worth. I have covered for GS-12s when they are on TDY, and now am doing the work of one, but can't get above my GS-9. Oh well. Tomorrow's another day. As far as the teleworking - again, mostly goes to the pets. But again, some of the non-performers can't work or even sit in their seats at work for the 8 hours, so I do understand that some of the federal workforce are like children. To me, it is all managers, unless they are taught right, they don't perform right either.
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91558
The GS system isn't broken, it's the HR staff who can overrule the SMEs on whether an applicant is qualified. It's the lack of leadership in management. Manager's know what they can and cannot do, especially in terms of fraternization. That doesn't mean that they are not abusing the system and their employees. There needs to be a higher accountablility for standards of conduct and mission oriented results. Do as I say, not do as I do has finally worked its way into the weeds. If you want a top-notch professional organization, then leaders need to set and hold the example. Walk the walk, take a good hard look in the mirror. Do you behave they way you want your employees and first line supervisors to behave?
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91537
"It's not a question of bonuses, or even pay for performance, but inadequate compensation at the higher pay grades. The best and brightest are inclined to leave for corporations that offer not only strong benefits packages but higher salaries."
Oh, come on!!! Catzcradle, may I inquire as to the percentile you've seen leave those GS 14 and 15 slots or the SES for that matter? The Fact Book 2007 (OPM, with data as of 2006) shows SES as having an average of approximately 25 years of service. I'd be willing to bet they don't rush the door all at one time; well, at least not until they reach retirement age. And, even though it doesn't show the GS 13s and up specifically, the average age of a civil servant was 46.9 and average length of service was 16.3 years. If you are to assume, extrapolate, or otherwise figure your figures; you would most likely assume that those in higher grades were: 1) Older, 2) had been in service longer, and 3) Less likely to leave before qualifying for retirement.
Add on to that the despicable trend shown in the NSPS Spiral 1 Evaluation (dtd; 15 May 09) for those receiving $80-$100K and $100K+ to have the highest percentage of recipients who got bonuses and the higher percentile ratings... See table 2.14 and figures 2.8 and 2.9. I.e. I think the expression is: "The rich get richer and the poor get poorer."
All supervisors bonuses should be tied to the success of their sections/departments, and thus to the success or failure of their subordinates. How can a failing department head get a bonus while succeeding department personnel get little or nothing?
Try again, your premise like your logic is faulty.
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91530
I find that I am locked out of applying for higher paying jobs that I am well qualified for because of the TIG Restrictions and the way HR chooses to use the "Specialized Experience" criteria. Most jobs I am qualified for are GS 9 or above but because I am stuck at a GS 6 (which for the amount of work I do and the value I bring to my service should easily be a GS 7- as other jobs within my service that don't do nearly as much as I do are) which excludes me from being eligible to apply and that is with my vets preference status. Also, there is now a "panel" in HR that decides whether or not I should get the bonus my supervisor recommends, except those people know absolutely nothing about me or what I do in making this determination that means a lot in this economic climate.
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91460
The GS system is not cracked Mr. Berry. I think you are the one that is cracked. The GS system has always provided ways to reward individuals, freeze the pay of individuals who didn't produce, and it also provides a system to get rid of people who cannot or choose not to produce or for other reasons. Mr. Berry has demonstrated through his actions (promotion of government benefits for live-in homosexual friends of government employees and grandstanding on issues where there really aren't any issues) that he's in Washington like other power mongers to pave his career path and not to make common sense decisions and promote the general welfare for all.
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91403
Government employees are caught up in a world of politics, from the top managers down to the lowest grades. Find a way to turn that around into a business mentality and you will be on your way.
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91391
Ms. Morgan,
It is in the DC area that many GS 14s are being paid less than there local Industry counterparts. Since you are a Secretary making over 40K per year in Colorado I think you are doing pretty well
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91351
Who the heck ever stated that the Goverment attracts the best and the brightest and how can you not continue to do that if you never did in the first place? These self-aggrandising statements by Federal officials are obviouly political BS in order to boost their self importance, however, it always posses the question. Who are the knuckleheads that take their BS seriously?
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91331
I am getting tired of hearing about the GS-14's and above not receiving enough pay. It's the lower grades that they continue to stand on but yet we are getting further and further behind in any type of compensation for the additional duties that have been doled out since we(govt) can do more with less. I would like to see the lower grades GS-6 and below receive a revamping of their pay and maybe some of them would be more interested in retention and trying for more of the advancement opportunities that are out there. But some of that would probably require a revamping of some of the in-house advancement opportunities as well. And remember that not all government jobs are in the D.C./East Coast areas which also affect retention and pay issues.
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91330
"It's not a question of bonuses, or even pay for performance, but inadequate compensation at the higher pay grades. The best and brightest are inclined to leave for corporations that offer not only strong benefits packages but higher salaries."
Oh, come on!!! Catzcradle, may I inquire as to the percentile you've seen leave those GS 14 and 15 slots or the SES for that matter? The Fact Book 2007 (OPM, with data as of 2006) shows SES as having an average of approximately 25 years of service. I'd be willing to bet they don't rush the door all at one time; well, at least not until they reach retirement age. And, even though it doesn't show the GS 13s and up specifically, the average age of a civil servant was 46.9 and average length of service was 16.3 years. If you are to assume, extrapolate, or otherwise figure your figures; you would most likely assume that those in higher grades were: 1) Older, 2) had been in service longer, and 3) Less likely to leave before qualifying for retirement.
Add on to that the despicable trend shown in the NSPS Spiral 1 Evaluation (dtd; 15 May 09) for those receiving $80-$100K and $100K+ to have the highest percentage of recipients who got bonuses and the higher percentile ratings... See table 2.14 and figures 2.8 and 2.9. I.e. I think the expression is: "The rich get richer and the poor get poorer."
All supervisors bonuses should be tied to the success of their sections/departments, and thus to the success or failure of their subordinates. How can a failing department head get a bonus while succeeding department personnel get little or nothing?
Try again, your premise like your logic is faulty.
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91283
It's not a question of bonuses, or even pay for performance, but inadequate compensation at the higher pay grades. The best and brightest are inclined to leave for corporations that offer not only strong benefits packages but higher salaries. For those positions with huge degrees of responsibility, for example GS-14s and 15s, who actually run the country (there are so few SES and the political appointees come and go) some appreciation for the commitment to Civil Service needs to be recognized - financially. Years at higher grade levels with few increases (steps take several years to earn and they are not significant) mean that the top leaders have very little motivation to remain in service. Let's show them some appreciation for their true commitment, years of dedication, and provide compensation commensurate with the commercial business environment.
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91243
Are your best and brightest like the best and brightest on wall street right now? Moronic comment. Should not even have been listed!
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91240
once the "word processing" revolution began in the mid 1970s. the cracks in the GS system became rather clear and continued to widened. the gov would pay to train machine operators and the big law firm in DC would snatch them up. The CSC [OPM today] absolutely refused to create a word processing classification to compete with the law firms because they just finished reviewing and rewriting the secretarial and clerk/typist classifications and the drain continued. These cracks are not a new problem, just 30 more years in the incubator.
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91237
"We have several hundred employees in my organization that are GS-4 level data input folks; some have been a GS-4 for 20 plus years. They are extremely valuable because they show up for work each day, meet their goals for completing transactions, and don't constantly complain about the work."
If these GS-4 employees are so valuable, why are they paid a salary that doesn't reflect this value and can only promise them a retirement in poverty? Want to bet that these employees are all women that don't have the vet preference card to play like a revolving charge account? Want to bet that these employees don't have the opportunity to better themselves because money for school hinges on its being "job related"? Want to bet that these employees are in substantial debt and must work a second job just to pay the utility bills? If you want to fix something, Mr. Berry, start with the lowest paid federal employees and work your way up. The rest of us can wait.
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91236
SOunds so much like YES FInally common sense??? Working hard is not a problem for many of us but with demanding unreasonable parameters including time limitations it is impossible to do the right thing and get it dome on time the right way thereby protecting the customers and our first most impotant customers THE TROOPS!!!! I have longer and more difficult travel distances, serious family obligations, a disabled elderly aging parent among many other health issues and responsibilities BUT I always try to do a good job, get thngs done the right way and when goals are set BUT the existing system continually hog ties and baffles me! I get penalized for foolish things all the while trying my darndest to honor my customers needs! I have previously been able to work with some flexibility common sense actually and it worked well recently it has become big issues big foolisj=h, wastful and counter productive all the while fighting valiantly to do the rifght things the rtight ways honest! WE do need to be recognized as adults and given better sincere flexible opportunities especially with all the changes in our economy, our world and all the work going everywhere else!
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91234
"I would enjoy an 'office' rating vice an individual one. Very few of us excel alone." Excellent observation, Greg, but from NSBS's track record it seems only the leaders received recognition for their team's efforts. The worker bees got less than nothing except for toadies and sycophants. Okay, there are a FEW deserving individuals but the statistics published by the NSBS review lead one to think the majority of the money went to the leaders. All supervisory bonuses should be tied to their subordinates success; and the bonuses and pay should be spread appropriately.
"downward curve", pretty sad comment for an individual looking towards his or her prime years. Practically every society in the world honors their elders except the US. Ever heard the expression "Work smarter, not harder." You see, it takes a few years for that to sink in and then a few more to figure it out. Middle and upper management NORMALLY have the wisdom of their learning years to guide them. Rapid promotions without the journeyman experience leaves management (NOT leaders) without the knowledge of what a task requires. Same can be said of the separate management series. If you don't know or understand what it takes to do a job, time-wise or with what resources, how well do you think the manager will manage?
I've seen all too many managers who didn't even know they were in a paper bag, let alone how to get out of it. Yep, papa's got a brand NEW bag these days! Kiss the fourth point of contact hard, deep, and regular!
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91214
to GAL. Your comment that there should be a downward earnings curve as "old" people reach and ,apparently inevitably, pass their prime before 55, or whatever retirement age you have, is utterly absurd and frightening. At what age do you think this inevitable decline occurs?
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91213
Man is this guy totally out of touch!!! Attract the best and brightest, I've been hearing this for years, the best and brightest don't want any part of a system that doesn't recognize performance with pay. The folks attracted to CS are those who are looking for a job for life and once in no longer even have to work 40 hours. As for paying bonuses that's utter nonsense, we have seen huge bonus being paid to the worst performing agencies in VA. If Berry wants to pay bonuses then the $$ has to come out of the annual appropriations to payroll. If the raise is 2% then some part of that has to be used. The taxpayers aren't interested in any more largeness in Fed pay. With average CS pay twice what the taxpayer earns Berry needs to be looking to cut pay and benefits or totally reallocate them
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91200
It seems to me that there is excessive criticism of civil servants not working under a "performance" system. Clearly in the private sector we see record bonuses being paid in companies that went bankrupt and took taxpayer bailouts. Don't need to be a rocket scientist to see that those bonuses were not based on performance. They were based on "retention". So if performance pay doesn't apply to the private sector, why the attack on public service? We aren't getting million dollar bonuses. We're getting step increases. Under NSPS, the "performance" system, supervisors made sure they were rewarded handsomely. 56% of our management exceeded their goals while only 16% of their employees did. And the response we received was that their objectives were harder. Now, wouldn't one expect that if your objectives were harder that it would be even more difficult to "exceed" your goals? Hmmm... At least the GS system has some safeguards to make sure the little guy got some piece of the pie.
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91198
MAXHR/NSPS came about after the formation of Department of Homeland Security (DHS). Justification for creating the NSPS HR system "it will allow an effective response to modern threats of terrorism." (Do not all government workers contribute to the security of our nation?) Many CG employees moved to DHS because of the huge pay increases (double & triple their GS salary). Once DHS was established the employees were to come under OPM, but their salaries didn't fit the GS Plan and they made a lot of noise & evidently it went to the President and the new Pay Plan was born. After 5-6 years of NSPS failure and wasted taxpayers' money OPM John Berry wants to waste more money on another plan! There is always someone who wants to get noticed and think they can improve or change something just to put on their resume what great things they have done. Look at the disastrous results of the NSPS: the short term effect created morale problems, favoritism, & hostile environments while the long term effect reduced incentive, pay, and retirement. The GS Plan was fair, worked for years, employees knew how it worked, & supervisors didn't waste time evaluating employees like the lengthy NSPS evaluation. The problem wasn't the GS plan but the supervisors who didn't use the system correctly. Also all government jobs don't have room for improvement or advancement.
I agree with the note posted by Clancy: We have several hundred employees in my organization that are GS-4 level data input folks; some have been a GS-4 for 20 plus years. They are extremely valuable because they show up for work each day, meet their goals for completing transactions, and don't constantly complain about the work. I would hire the steady worker over the exceptionally bright person who is going to march to their own drummer, criticize every step of the process and starts looking for their next promotion the day they walk in the door.
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91196
"If you're one of those smart, ambitious people and you come into a well-run company and show leadership potential, they'll put you on the fast-track," he said. "Not in government."
Boy that's for sure. In my office, all the managers are political appointees. Just when one of them finds out you're great, off they go and you have to start from scratch again with new people. Result: No promotions for anybody, ever. I'd love to see this addressed.
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91187
Well said Mr. Nad Rettek. I agree.
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91180
All, Greg's WELL WORTH THE READ....This is Government 'Service', not just a job. It is about helping to run our Nation. If the best and brightest are only motivated by large bonuses, then we probably really don't need them. They might be judged to be among the brightest, but as citizens maybe not the 'best'. NSPS broke apart 'teams' as efforts shifted to individuals competing for the biggest pay raises. You can get ahead by excelling or by selling your wares and not investing in the team. I would enjoy an 'office' rating vice an individual one. Very few of us excel alone. A fortunate leader of good people should excel, right? Why is it that with a 30 plus year career, everyone expects to be receiving their biggest paychecks when they are at the end of their career? Is there not a time when individuals pass their prime and then perhaps value more their quality of life vice the burnings of youth to change the world? How about an earnings curve that eventually moves in a downward direction as this shift occurs? Why do we need credit for stored sick leave when it is our answer to short term disability, an insurance private companies provide, but the government does not? Just because I have a bunch saved for the purpose of dealing with an extensive health issue doesn't mean that as I near the end of my career I should be allowed to burn it for vacation time as if it was some entitlement. And why can't poor performers be fired without the risk of having to visit (at no cost to the individual) every possible agency to remedy a baseless grief? Maybe if individuals who file grievances were required to pay for them when they were found baseless, we would have problems dealing with those who choose to perform poorly or display uncooperative attitudes or are abusive to others. Enabling the ranks to clear out dead weight without so much red tape, where individuals lose their job with benefits...now that might help ensure those remaining continue their good work without having to have secret pay for performance systems? As a leader in the service of my Nation, sometimes I lead, sometimes I manage, and sometimes I do. I have no problem with filling any of these roles and sometimes simultaneously.
Greg.
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91160
I applaud Mr. Berry's intention to create a culture of flex in government agencies. It's the goal of many private sector organizations for the same reason - it attracts and keeps the best talent, improves productivity, reduces cost, etc. However, those outcomes only result from doing flex right. Too many organizations give lip service to the idea of flex but don't provide the support, education and create systems for key internal stakeholders -- managers, employees and HR/business partners -- so the organization can evolve as a flex ready employer. With today's technology and communication resources, such just in time learning is possible. And, it's mission critical. Now's the time to implement true pilots that demonstrate how we can create flexible cultures so that meet both business and personal needs.
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91147
Interesting to see all of the comments... A great place to check out "a new world" is at caliandjody.com. A Results-Only Work Environment makes a whole lot of sense. It is being proven effective in various environments in terms of productivity and employee satisfaction - plus, it's cost-efficient.
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91146
Greg! Excellent comments and points. I hope Gov Exec is able to bring the good comments/ideas to the attention of the people who are in a position to use and incorporate them in to new programs. Your suggestion of office or team bonus/evaluations was on the mark. Over the years Govt has promoted so many types of "Team Programs" but continued with the individual rewards. Seems to be a cross purposes. Nothing wrong with having both. One problem I believe exists is that the system relys too much on just submissions by supervisors and/or managers. If a great performer has a bad supervisor/manager then they may never get rewarded because the super/mgr just doesn't make the effort or is too busy. In many cases great performers are just busy "doing" and taking care of things that supers/mgrs don't even know are problems - that they are never rewarded for those things. Some are small, some are large - but often times alot of small ones added together add up to alot of time savings etc. However, co-workers and subordinates usually know who is a good performer or not. May be a program that includes input from a person's team members, subordinates and supervisors would be more likely to properly reward those deserving of awards. Of course the trick is to design a program that works without alot of red tape.
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91144
Greed, greed, and more greed from those that think they are over achievers but usually play the system better than the those they think are under achievers. Under the new pay for performance no one works as a team and never has there been less training or guidance. And most walk on the backs of others.
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91143
Greed, greed, and more greed from those that think they are over achievers but usually play the system better than the those they think are under achievers. Under the new pay for performance no one works as a team and never has there been less training or guidance. And most walk on the backs of others.
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91135
So, who's approving the Power Point presentations with the data the OPM Chief is reading? He's obviously not challenging any of the information given to him by talking with the front-line employees or asking to see the flowchart of the lifecycle showing going from a potential employee to becoming a federal retiree. How long has it been since the government was not in the top tier of employment choices? Ten years? Twenty years? If you had a job fair at any of the best colleges and universities in the nation, there would be a line around the corner, filled with eager and bright candidates. It's the system used to hire, not the jobs.
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91131
Consider making the GS step increases linked to performance above Fully Successful. If an employee is 'Exceeding Fully Successful' or 'Outstanding', then they should receive a step increase. Then, to allow a more pay incentive comparison to NSPS raises, raise the current amounts for each step increase. Bonuses can make up the difference for Outstandings, Special Acts, etc.
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91128
This is Government 'Service', not just a job. It is about helping to run our Nation. If the best and brightest are only motivated by large bonuses, then we probably really don't need them. They might be judged to be among the brightest, but as citizens maybe not the 'best'. NSPS broke apart 'teams' as efforts shifted to individuals competing for the biggest pay raises. You can get ahead by excelling or by selling your wares and not investing in the team. I would enjoy an 'office' rating vice an individual one. Very few of us excel alone. A fortunate leader of good people should excel, right? Why is it that with a 30 plus year career, everyone expects to be receiving their biggest paychecks when they are at the end of their career? Is there not a time when individuals pass their prime and then perhaps value more their quality of life vice the burnings of youth to change the world? How about an earnings curve that eventually moves in a downward direction as this shift occurs? Why do we need credit for stored sick leave when it is our answer to short term disability, an insurance private companies provide, but the government does not? Just because I have a bunch saved for the purpose of dealing with an extensive health issue doesn't mean that as I near the end of my career I should be allowed to burn it for vacation time as if it was some entitlement. And why can't poor performers be fired without the risk of having to visit (at no cost to the individual) every possible agency to remedy a baseless grief? Maybe if individuals who file grievances were required to pay for them when they were found baseless, we would have problems dealing with those who choose to perform poorly or display uncooperative attitudes or are abusive to others. Enabling the ranks to clear out dead weight without so much red tape, where individuals lose their job with benefits...now that might help ensure those remaining continue their good work without having to have secret pay for performance systems? As a leader in the service of my Nation, sometimes I lead, sometimes I manage, and sometimes I do. I have no problem with filling any of these roles and sometimes simultaneously.
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91127
Be careful what you ask for you just might get it. The GS system is horrible. NSPS concept was good, just deliverd wrongg. I give our organization everything and under GS got the standard "we can only give 1% and few days off" but under NSPS was rewarded for my efforts. Where was all the money under GS? Many want the GS system so they can slide through their work life, get their step without any arguement and be happy. NSPS, too time consuming and labor instensive but sent the right message to those who worked hard. What is the right answer, who knows, but there are very successful companies out there that should be looked into before we just say lets go back to GS.
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91124
Mr. Berry stated, "the cracks are showing" in the General Schedule pay system, and government "could limp along for a few more years [in it], or we can seize this moment to build something new." NSPS was supposed to be means to accomplish this, however it failed miserable. NSPS was never tied to performance, or transparent it was a means to further entrench the "good ole boy network". Mr. Berry went on to state "We can devise the greatest system in the world, but if we don't train managers to manage in it and we don't train workers to work in it, it will fail". I have to agree with this but one thing that Mr. Berry failed to mention anywhere in his speech is leadership. He continues to make the same fundamentally flaw as most managers in our Federal System, we manage our work force. My agency spends tens of thousands of tax payers' dollars on training, to ensure that managers and workers are technically competent to perform his or her jobs. But spends nothing on the soft skills needed to be an affective leader. In order for any reform to be productive we must first start with training our managers to be leaders first and managers second. We must lead our work force and manage our work. Now that mindset will lead to reform.
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91122
whipping post, lighten up ! thats where telecommuting comes into play. You seem to advocate the micro-managment idea. Once a person is trained and knows what their job entails, they do not need a manager standing over them to be so called "managed". so you are like past opm directors, closed minded !!
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91120
One more thing. I am sick and tired of those who cast aspersions on the Federal employee by characterization that we are not recruiting the 'best and the brightest'. Last time I looked, the United States and its system of Government was the envy of the world. We administer superior defense, social, and infrastructure programs that are the envy of the world. To characterize the US as anything but already having the best is just foolishness. We do have problems to fix, but I would not live or work for anyone else. We are the 'best and the brightest'.
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91118
Mr. Berry forgets the one thing that is inherently the biggest issue in Government. Government employees should not, nor ever, be treated similarly to private industry folks. Trying to develop private industry policies of flexibility, pay for performance, and other non-transparent personnel policies do not fit when trying to keep transparent Government work transparent. To have private industry- like policies where one employee does not know what the other employee is financially being compensated creates a workplace where decisions are made for individual benefit rather than for Government benefit and transparency. Corruption is bread from those who aim to please themselves rather than do what is right for the US taxpayer. Common sense dictates that personnel performance flexibilities based on incentive pay and other incentive based merit promotion without governance of fair personnel practices will breed further contempt for Government. The GS system is the most fair system that will promote diversity, fair pay, and transparency. Why do folks in politics continue to try fixing what isn't broken?
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91113
I am not complaining about money, but it just feels like the way things are done it is rather soul killing. Clancy from his comment values drones, and that is very sad. I guess in his world ambition is threatening.
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91111
It sounds like the President couldn't influence the fact that NSPS was doomed so has taken his fight to the source. The GS system is a good system. There are problems, but I see most of the problems in implementation and leadership.
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91109
Problems with the current GS pay system are varied and is about perspective at each level and what bothers individuals on a given day. Issues from this point of view today are to; fix a system which allows "dead weight" to stay in the civil service system year after year, allow the firing of personnel who consistently perform at less than mediocre levels without having to go through a lengthy process of counselings and Performance Improvement Programs (PIP), establish mandatory retirement guidelines so there is potential for upward mobility into senior positions, set aside funds for incentives/bonuses at each level so managers don't feel like they are robbing Peter to pay Paul (especially with current budget cuts). Agree with others that the civil service application system is broken and prospective employees have to decifer position descriptions and wait an extraordinary amount of time to receive confirmation of referral or non-referral, then wait another 2-3 months before receiving the final outcome. Comment about "service to the country" as was mentioned previously. Having served 30 years in the service counts and do believe a vast majority of civilian employees have served their country faithfully, however; the bottom line is about getting paid for the work performed, good warm feelings about patriotism do not pay the bills. We all know the civil service system is broken and whatever is expressed in this forum will have no impact on the decisions made by those so far removed from the trenches.
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91107
Anytime you put the have's (GS-15 and SES managers) with the have-not's (GS-14 and below non managers), you're going to have problems.
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91100
I don't know what it's like in Mr. Berry's office, but in my agency your top 25% of performers are already working 50-60+ hours a week for no additional compensation over their base 40 hour rate. (Of course if these same people need to take 3 hours of sick leave to go to a doctor's appointment they are required to put in for leave.)
Mr. Berry should tell President Obama RIGHT NOW that a 2% raise sends a poor message and they should implement pay parity for the 2010 raise.
Additionally, as noted below, the pay cap really needs to be addressed quickly. In not too many years the GS-15 steps 1-10 will pay the same salary, which will also be the same salary as GS-14 steps 7-10. That's ridiculous. If you really want to attract and retain the best and brightest this needs to be addressed, because the best and brightest look at how the top positions are compensated, not just how well they themselves are being compensated today, because they want to be in the top positions in the future.
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91098
Mr Barry, pls have your office cleaned before you give another speech, because you picked the wrong handbook, the old MAXhr, that was defeated in court and it belonged to the previous administration.
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91096
I have been a Government employee for over 30 years, and I have heard this rhetoric from all the prior OPM Commissioners. However, I have seen little substantive change. Although I will be retiring soon from the Government, I have hope that Mr. Berry will be successful at bringing about substantive changes for those who will succeed me in Government service.
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91094
Two of the greatest inpediments to promotion are political and special schedule appointees encumbering leadership positions and rehired annuitants that are put in leadership positions. If you want to promote high performing federal employees then you have to open the positions to full and fair selection and stop filling the positions with political appointees and rehired annuitants. Rehired annuitants should be special assistants and mentors so they can pass on what they have learned over the years. Political and special schedule appointees should be limited to cabinet level secretaries and their immediate staffs and not be at the GS-15 and lower levels in organizations.
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91090
The GS system is an entitlement system and while there are frameworks in place to reward those who work hard and as well as penalize those that don't the inefficient hiring, promotion, and termination processes make the decision to become a federal manager a non-starter for most. The result is that defaults are triggered, step increases are automatic, and GS-12s that are functionally illiterate are allowed to make $90k+ in the NCR due to longevity.
Why would someone want to dance a jig with their feet tied together?
Oh by the way, the ability to rapidly hire, reward, and promote is in no small part the reason for the explosion in service contracts. A federal manager can have a contractor replaced on the spot for poor performance without having spent months documenting poor performance and dodging EEO complaints. Are there bad managers, sure? That does not justify taking away viable management tools from those that are fair, competent and mission driven.
The truth is that no successful corporation uses a model similar to the Fed's GS Entitlement system and there is a reason for that. A job should be tied to successful performance, not just the promotion. If you cannot perform you should lose your job!
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91085
It is definitely time to revamp the GS system. So happy that NSPS will be gone as the only ones that management is concerned with rewarding is themselves. Those GS employees working for NSPS managers are the ones getting the work done. Some facilities management will not even allow a QSI for an exceptional worker. The max for an SSPA at that faciilty is 2%, but check out what the NSPS folks are getting at the same facility! And when NSPS terminates, the same folks will be in GS - some of which were promoted to NSPS with over $20K per year. Time for a good look at the entire pay system. Reward those who are actually doing the work to make those managers look good! Its a matter of work ethics - not necessarily good management!
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91083
Time for a fundamental redesign of the connection between work and pay. The GS system is being gamed by all parties. A new pay system would disrupt these dysfuntional games AND focus everybody's conversation/thoughts on the connection between work and pay. These both are the right things to do.
-
91078
GS was not bad. NSPS was not bad. If these were truly bad, why are you still here? Get yourself up and get out. No pay system will satisfy all and no manager can be fair in the eyes of all. Management has its limitations and I chose to never become a manager, especially a federal manager.
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91074
If Mr. Barry really wants to instill "reform" into federal HR practices, they he ought to take a much needed look at the hiring practices within the largest federal employer. DoD, almost universally, systemically eviscerates the Merit Principles via its legacy of inbreeding.
Even when DOD hiring 'managers' opt to recruit its US taxpayer funded positions in the 0300 and 0500 series (and most likely many others) at the higher pay ranges via federal-wide and/or DEU recruitments it ends up hiring only and merely current or prior DOD staff essentially 100% of the time.
These de facto 'preferred' and/or 'pre-selected' applicants are either current or prior DOD civilian staff, or recently retired DOD military support staff who first ingratiate themselves with DOD hiring managers and then retire on the proverbial Friday only to return to their very same DOD offices, desks and chairs on the following Monday morning as a DOD civilian staffer after a sham DEU recruitment was cobbled together for their personal financial benefit, or DOD contractor staff.
How are these preposterous levels of inbreeding reached? It's easy. Even though DOD hiring 'managers' may opt to recruit out side of DOD (and ask for non-DOD applicants to apply), they nevertheless use and abuse DOD and sub-DOD level application review criteria to simply 'weed out' all non current or prior DOD staffers. And viola - the purported 'best and the brightest' are almost ALWAYS only and merely current or prior DOD staffers.
But you may ask: What about the portability of skill sets and/or the complexity and rich diversity of professional experience and/or the superior formal educational levels held by the non DOD applicants? Well, the unpalatable but truthful answer is that the vast majority of DOD's one agency careerist hiring 'managers' simply don't care about such things.
And when the DOD hiring 'manager' is an individual in uniform, he is very motivated to continue this disgusting self-financial gain driven practice. Why? Because he wants to benefit from a similar sham recruitment that will be concocted for his personal benefit upon his retirement from active duty.
In summary, Mr. Barry, if your goal is to instill much needed change, then begin by taking a close look at this very low hanging worm-infested reeking carcass whose stench permeates almost every literal corner of DOD.
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91073
I've been GS, been in DEMO and NSPS and something very strange happened...I got paid every two weeks. I come to work to meet the mission, to support the Fleet, to provide customer service. If someone wants to reward me or give me a bonus, well then that is a bonus. It was and still is my choice to work for Uncle Sam. If I didn't like it, then I would move along.
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91072
Much of the federal government has a budgetary accounting system like nothing used in the private world. The same holds true for the personel system. What works in the private world could create disaster in the federal world. Imagine not having a system in place in the federal government to track the budget.
One thing the feds need, at least in DoD, is a supervisor, manager series. We need people in management positions who have the training and skills to lead, not just promotions into these positions for good work in operations. Employees should be able to increase their wages for outstanding performance and get promoted for work in their field of excellence. We need to reward our steady, consistent, hard working employees, too.
Anybody who talks about "best and brightest" have failed in motivation and teamwork and should not have a leadership job. We can motivate our current employees to be the "best and brightest" with improved leadership. Our supervisors have to learn how to counsel and retrain or document and fire failing employees while inspiring good employees to be better. Without this leadership buy in, no personel system will work effectively.
Federal employees know they cannot get rich off federal jobs. There is a requirement of service to the country in all positions. Those who want to get rich will never work for the government. Those who are satisfied being comfortable in their incomes and service will continue to be attracted to the federal government.
Outstanding Federal leadership is key to the success of Berry's statement:
"...would allow federal agencies to "treat our employees like responsible adults,"
-
91071
There is a big disconnect between the policy makers who say they are concerned with "keeping the best and brightest" and "hiring the best and brightest" and "putting people on the fast track" and the actual implementers who will turn any system into "hire cheap" and "pay for your own training and career track."
Is the federal health plan going to be beefed up for employees starting at the 18.6K base salary?
The article is right in one thing - NSPS will be remembered as a complete failure and another pay for performance system (aka no training, no career track, low pay, bad health plan, save money on your pension) will have a hard time gaining buy in.
-
91070
I am really tired of this "Pay for Performance" mantra. It implies that most feds don't deserve their pay and are poor performers. NOT TRUE! In all my years in government (state and federal), I have only seen one employee that needed a real shake up. And part of that was a poor supervision problem. All I have seen are dedicated civil servants who work hard to deliver to the taxpayer and who really care about doing the best job they can, including trying to innovate and be proactive in the face of stiffling upper management barriers. And those upper management barriers are largely created by management feeling they have to CYA against even higher levels, such as congress, audits, politics, news reports, etc.
-
91069
The GS system works but it is not perfect for people who excel. I hold two qualifications both of which are only carried by GS-12 and GS-13 positions. However, because I excelled my responsibilities are above my Time in Grade progression. I am currently a GS-9 and was a GS-7 when I qualified. I did receive a QSI for a 783/yr raise but I don't think that cuts it. As I said the GS system is not broken but there is no way to promote effective motivated people. Ill take my qualifications to the private sector and actually get paid an equivalent wage to how I am willing to work.
-
91068
Nothing in going to change until something is done about poor management. If you have good management, our current system is great. The "best and brightest" don't stick around in federal government here. They get disgusted with poor managers and go back to the private sector where managers have to do a good job or get replaced.
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91065
First I would like to say "Alabama Girl"; you hit it right on the nose. I to lost a lot of money supposedly moving to grades only to be told to bad to sad, all you get is a 5% raise instead of the pay of the old grade and step, in my case it meant almost a 5,000 dollar loss not to mention all those step losses.
Now I suggest Director Berry, speak to the personnel Director for the Arizona State employees.
Prior to working for DOD I spent 10 years as a Contracting Officer for the State of Arizona, they have outlined career progression within the job classifications, i.e., within my job classification we had five levels, such as Contracts Mgt 1 (grade 18),Contract Mgt II (grade 19),then Contracts Mgt III (grade 20)but(when you hit the Contracts Mgt III level) you then entered into a Special Recruitment Pay Band. Although you were a grade 20 your salary now mirrored a grade 22 who was not under a special recruitment pay band. Then if you wanted to be a manager, there was the Contracts Supv I (grade 21),Contracts Supv II (grade 22) and so on.
So, what I am saying is this kept individual from jumping all around just to find a higher paying position. They would however, have to apply for openings at the grade level they are seeking, but they would still be within their career group. This keeps continuity and keeps from having to have to train all new personnel; it will just be an expansion of their existing job classification. The employee would know what is expected of them to be able to be promoted and during their tenure should seek to obtain the necessary training or job responsibilities.
The State system also mirrors the GS system, in that it has pre-determined grades and step levels. So individuals can either stay in their selected career field and be assured that if they perform at the acceptable level of performance they would be at least afforded a step increase every so often coupled with any across the board increase the state legislature might approve.
-
91064
What people are forgetting in this discussion about GS/NSPS or whatever hybrid pay system this administration comes up with is that their are people who busts their buts and do a great job and those who do the minimum. The unions do a great job protecting those who do the minimum and nothing for the employees who excel. The Government and Congress also do not put enough money in the bonus pool for those who excel. My wife is a nurse (non profit hospital) and gets a better bonus than I have ever received as an Accountant for the Army. Another problem working for DOD has some problems because the Military does not understand Civilian Performance Appraisal Systems(NSPS/GS or anything else) nor do they want to learn. I can paper my office walls with numerous awards for performance, they look nice but they don't pay any bills or help my future retirement. One huge problem belongs to those employees who are at the step 10 in their grade with no place to move up in their organization and are unable to move from their current location. Maybe the union cans try and help to add some steps on the grade structure. Minimum cost of living raises dont't help a lot in this current economy.
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91062
I fail to understand why they don't link QSI's to performance in the GS system. In my opinion we should be paid according to our performance absolutely. I am a supervisor in NSPS and after 2 years I've become a reluctant fan. However, the GS levels work well for us as we deal with military members who are used to a rank structure. If a Soldier is talking to a GS-12 it means something, but how are they supposed to know what 'YC-02' designation means?
-
91061
The socialistic, overbloated, unincentive based, no accountablity, promote for time sitting in a chair, spending gov money is a UNION dream but encourages retied on duty performance.
-
91059
Hey Tim, NSPS was invented by Rumsfeld/Bush not RRR for the sole purpose of breaking unions, creating a "B" scale and forcing veteran CS employees out. The National Airspace system is hanging on by a thread...why ? Reagans action in 1981. the system never recovered and never will. I know. I lived it for 31 years.
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91058
"Berry declined to discuss the specific changes to the federal pay system he was considering, but said he drew the larger principles outlined in the speech from wide-ranging conversations with federal employee groups (Unions), academics (socialist professors), private sector employers (why are these people considered) and agency leaders (cronies)." I fail to understand how private sector professionals could contribute to improvement in a non-profit agency. Why can't they just review history and discover why the federal work force is set up the way it is and work to update the system. Why do you actually need someone with a college degree to sweep the floors, file the papers, etc? If they were to actually look real close the federal civilian workforce pay system is very similar to the military's pay system. Set in place to allow employees to progress at a rate that covers the spam of a career. The problem, unions were allowed to come in and create havoc as they have done in private industry. "Berry said he planned to set up a series of demonstration projects where agencies could give their employees goals and allow them differing degrees of flexibility to accomplish the objectives." I always thought this was what a Position Description was supposed to; outside of the fact PDs have been turned into rambling, incoherent narratives that basically say "you should do this and all that as well." "A three-tiered system, where employees are designated as apprentice, journey-level or expert, might provide a more meaningful breakdown of employee skills and simplify the promotions process, according to Berry." This is a bunch of crap, why don't they just designate everyone a WG and run them through the skills development program and save tax payer money. I find it thrilling the first comment lays this problem on the backs of the Republicans. I always thought it was the Democrats that want to make the world better; they have been promising it for the last 70 years. I haven't seen any great changes, except the taxes I pay.
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91057
Enough is enough!! When will people learn that the Federal Government is not like private industry. Only until last year has private industry been getting directions from the political representatives in Washington on a dailey basis. Government is not for profit and never will be. Most agencies provide a service and that is even changing. Can't handle the H1NI vaccine but we think we can manage health plans. We have SES leadership that will pay out every cent of performance awards when they should be held accountable and maybe even give back money. That would be a novelity!! NTEU is correct that there are systems already in place but management does not use them. When will OPM find out that using the Career Intern Program by pass Veterans perference? Only in the Federal Govt can the legislative come up with a different retirement system one year and make changes when it suits them later. All of sudden FERS employees can use annual leave towards retirement. That was one reason they started it way back and they allowed these employees government contributions to their 401k's to make up the difference. You have CSRS employees that can not claim their retirement and Social Security retirement even though they earned it in different career fields. Their retirement has to be Offset. The list goes on and on with every government initiative developed by our legislators including past and current Presidents. Unfortunately things are getting worse than better and that is a shame.
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91056
This is bizarre. NSPS did much of what Director Barry is talking about, but it was purportedly unacceptable for those very reasons. And the perq-fest for the SES goes on in a time of financial hardship! Does no one in this administration have a conscience?
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91054
Intrisic motivation is the only means to a honest work enviornment and pay system. The bonus system should be eliminated and so should those self-serving bonus minded SOBs who think they are self employeed and conduct themselves like underworld figures. Bonuses corrupt!
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91050
I am glad to hear and agree with Mr. Berry's belief we need to secure the nations most talented workers and create an environment encouraging them to stay. For a small town like mine, we are one of the more progressive salaried jobs available. But I realize this is not the case all over. My concern is that with the Grades and Steps system, it is very hard to encourage workers to try and do better each year when all they need to do is be "Fully Successful" to maintain an automatic with-in grade. Why do we reward them a step without additional performance delivery simply for being with the agency another year. I believe we need to train Managers better and hold them accountable for over rewarding "and" under rewarding employees and give them the capability to withhold a with-in grade without requiring an OTI to follow it up. Some employees are very happy with status quo and have no desire to get better, just do their job each day and take home their pay. While that is not a bad thing, it also does not deserve rewarding with higher pay according to our steps program. While it is impossible to have all Managers applying the Performance Program uniformly, more effort should be made to educate them on the legitimate reward of a Superior or Outstanding rating. In any job, I believe it is right to set the bar fairly high in expectation of performance. Then it truly is a reward when they go beyond what is expected and achieve a higher rating. But when "this half" of the office is given a Superior rating this year and the "other half" next year to keep peace in the office, we have manipulated the system to make our job as Managers easier. And when an entire office receives a Superior rating, someone needs to investigate this rare occurrance and encourage promotion out of the County Office if this is truly the situation. Too many times it is the "easy" way to manage an office or "I want to get as much for my office as I can" criteria for the rating and not the performance delivered. Good luck OPM and Mr. Berry on a very difficult job.
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91048
"If you voted for Bush?" Oh, Reagan is gone (remember he fired a bunch of you ATCs) so you blame Bush. Folks NSPS was created to fix the GS system whether you believe it or not. It DOES have problems not the least of which is nothing in place to reward high performers except an occasional minor cash award and maybe once in awhile a QSI. But your union folks have convinced you of the evil of pay for performance so live with it. Keep saying to yourself "2% is good, 2% is good, 2% is good". Maybe some day you'll believe it.
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91046
Matt, you should be president. You are telling it all and telling the truth !!
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91045
"There is an increasing risk that the nation will not be able to continue to attract and retain the best and brightest employees who have made this nation great,"
If this economy is driving military enlistments, then the same should be found in Civil Service recruitment. I'd need to see some statistics showing a need for change before I backed any such changes. I agree that recruitment and placement procedures need updating. Job applicants can't wait 3 - 6 months to learn if they've been accepted but this is different from changing the personnel system.
"we can seize this moment to build something new." Please remember, the words "new" and "improved" are NOT synonymous! Even correcting "lessons learned" from the last performance pay debacle will not ensure buy-in from a leery population.
"One option would be to expand the pool of employees who can receive significant financial bonuses beyond the Senior Executive Service" As long as you have disparaging differences in bonus pays from a 15% cap in bonus for the SES to the standard practice of 1 - 2% for the rank-and-file, you will continue to have trouble getting buy-in for the proletariat. Expansion of bonuses for the rank-and-file would exceed the 2% budget limit for pay increases.
The questions are many and very pertinent. If we can't afford a decent ECI increase, how will we afford such an expanded bonus increase? Would such future bonuses count towards retirement purposes? If not, will the intent still be to have such bonuses replace any pay raise increases and hold down retirement costs in the out years? Will the bonuses be a zero sum game such as proposed under NSBS? Will the focus of recruitment be to the upper ranks and rob the masses of their future income to pay for the upper echelon's recruitment and retention incentives or will the budget be increased to compensate for any such bonus program increases?
"employees could set their own hours as long as they met certain standards for performance and productivity" Many outside the beltway can't get flextime now, let alone telework. Managerial hurdles like these would have to be overcome before any benefit could be realized.
Enquiring minds wish to know from what perspective Mr. Berry is viewing our future. Hopefully not from his fourth point of contact!
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91044
Yeah mr berry, you hit it right on the nail "it is too time-consuming and inflexible to accurately capture rapidly changing federal positions"
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91043
There is NOTHING wrong with the General Schedule. It is a predictive pay system that allows an employee to see how they can progress if they do their job, work for promotion, etc. It allows one to plan. You can generally count on a presidential raise each year of 2%. Great planning pay scale. But all we ever read is BONUS, best and brightest. Folks this is CIVIL SERVICE. You are not going to get rich. You do this to serve, similar to the military - it is a call to duty! And yes, there is a modicum of safety in that we generally do not lay off, even in bad times. So you get security for a lower wage and pretty good benefits. Anyone who works and demands a BONUS might want to consider Wall St. If you work for Uncle Sam tis is what you know: here are the jobs offered, this is what they pay, this is where you can be 5-10-20 years from now if you do your job. We have promotion opportunity and we follow federal labor laws (if you don't that is where a union will point out the failure). What is so hard about this people! We do not need a new or improved system. We need the current one to be managed effectively. Revamping and reorganization are the acts of people who look to cover their failure to understand and manage a current properly functioning system!
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91042
Director Berry should add to his list the impact of the pay cap on GS-15's. It's narrowing to the point in some locales where there will be no financial incentive for someone to move from GS-14 to GS-15. Why take on additional responsibility for little or no increase in pay?
-
91041
When one agency (Customs) waves its magic wand and raises everyone in a particular class of employees one GS level by fiat this also has a corrosive effect on the general schedule.
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91038
When are we going to realize that not every job in the government requires the best and the brightest. Our systems are not top notch, technology is not used where ever possible and some of the work is just mundane. We have several hundred employees in my organization that are GS-4 level data input folks. Some have been a GS-4 for 20 plus years. They are extremely valuable because they show up for work each day, meet their goals for completing transactions, and don't constantly complain about the work. Work does not have to be the center of people's lives. Personal fulfillment can come from non-work sources. Sometimes it is only about making money so employees can go do the things in life they love. I would hire the steady worker over the exceptionally bright person who is going to march to their own drummer, criticize every step of the process and starts looking for their next promotion the day they walk in my door.
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91037
If implemented from the top down it has a chance of success, but supervisors have to be allowed to fail and learn from those failures and move on. The civilian system of government is not set up to allow its employees to fail.
Initially employees will not be able to function with freedoms to work as responsible adults because they have not been treated as such since they started to work for the government. Supervisors need to identify those individuals that cannot work alone and realize that kind of schedule might not be the best for them.
-
91035
"The real problems, she said, include failure to use those flexibilities."
This comment by Colleen Kelley is so true. The GS system already had guidelines for rewarding hard-working employees and penalizing lazy non-producers, but supervisors were never encouraged to implement the guidelines for rewarding (or wouldn't take the time to do it) and also the reward system wasn't properly funded. It was such a hassel trying to penalize lazy workers. If these processes are properly used in the GS system, there would be no reason for revising NSPS or implementing another demotivating federal pay system. Let's just properly use (and train supervisors to use)the one we now have in place---the General Schedule system. NSPS employees who lost thousands of $$$ when getting a reassignment instead of a promotion should be reimbursed for the loss in pay. NSPS employees who gained substantial raises will not lose their pay. Let's not just protect those who gained from NSPS but protect those of use who lost substantial raises. I'm not hearing anything about the latter.
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91034
If the applicants can not work through the "arduous" application process to get a pay check, then why do we think these best and brightest can stick it out and be of any benefit in the public sector work force which is full of arduous processes! And I am glad Mr. Berry is putting so much time and effort into improving management and headquarters work environment. Read the Business Week articles, that is who will benefit from this type program, not the folks in the trenches. So again, let's bend over backwards to get the best and brightest because they can not adapt to the work force and need to telecommute. Perhaps they are socially inept. In order to meet their performance goals these folks will punish the working level with unrealistic goals when they are fixed to rigid schedules that are necessary in order to communicate with the "customer". I see another wonderful and transparent NSPS type system on the horizon which will benefit who!
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91033
When the unions speak you can always tell that they have never really had to accomplish anything. They usually have little or no idea how anything actually works and they are totally committed to maintaining the status quo and ensuring that the lowest common denomiator is the standard. I've heard union presidents talk about performance (when I wasn't a manager) and it is always about how to get the worst person in a department to get the same reward as the best person.
If OPM wants to tackle (and hopefully eliminate) the antiquated and rigid General Schedule they are going to have to find the will (and a sane federal judge - an oxymoron?) to stay the course during the inevitable legal fight with the unions.
-
91031
It all sounds good, but what is OPM doing to address discrimination? That is the sticking point for any reform based on subjective criteria such as "performance." How do you keep bias and discrimination out of the evalutaion process? Until OPM addresses this issue, reforms have no credibility.
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91030
I have worked under GS, Demo Project, and back to GS. The Demo Project managers showed a lot of favortism especially when it came to giving maximum comparitive points. Race, Sex, Religion, and good old boy came into play. Also minority hiring often overrode hiring and promoting the best employee for the job because of OPM guidelines. In the GS system, there were similar problems, but at least you did not get demoted when you performed and average job or better. The problem has always been the upper management who had little to know management education or experience and they also had their good old boy friends who worked for them that got preferential tratment. This good old Boy Network ranged from GS13, 14, and 15 management or DP Level IV management. This caused good people to leave the government and good people outside the government not to apply. Now that we have high employment, good people will apply and the government can get top people.
The above article is BS and OPM knows it.
-
91029
I have worked under GS, Demo Project, and back to GS. The Demo Project managers showed a lot of favortism especially when it came to giving maximum comparitive points. Race, Sex, Religion, and good old boy came into play. Also minority hiring often overrode hiring and promoting the best employee for the job because of OPM guidelines. In the GS system, there were similar problems, but at least you did not get demoted when you performed and average job or better. The problem has always been the upper management who had little to know management education or experience and they also had their good old boy friends who worked for them that got preferential tratment. This good old Boy Network ranged from GS13, 14, and 15 management or DP Level IV management. This caused good people to leave the government and good people outside the government not to apply. Now that we have high employment, good people will apply and the government can get top people.
The above article is BS and OPM knows it.
-
91027
If you want to fix the system, allow managers to be demoted and replaced with real managers. There has been to many managers that got there jobs as a reward for something or are just favorites that got put there because of a brown nose. we need to start all over again and get the right people in management positions not somebody who wanted to make a few extra bucks. And no matter what system you have, you can't legislate favoritism out. I can tell you peopl ethat will be managers someday just by the way they act so they will become managers even though there is no knowledge or people skills involved.
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91026
Every new administration seems to think or make one believe that the Federal workforce is dismal, ill-organized, and non-productive and on top of this there is not a year gone by where OPM has taken survey after survey to get a "sense" from federal employees from all grade levels.
In 38 years of service, at 9 different commands to include a tour at the Pentagon, not once was there ever a top OPM official that came down to the bottom to meet face-to-face with employees or managers to get the ground truth of operational needs. So it is somewhat dumbfounded as to where the OPM Director, just like past OPM Directors, get their dismal assessment.
Two main points: 1) Crumbing Pay System - Mr. Berry, for your information, "anyone" can nominate a federal employee for a significant merit bonus. However, you must first recognize that "merit bonus" funds don't drop from the sky. So go back and check on how federal appropriations are distributed in terms of funding for bonuses and while you are at it did you know that your manager, President Obama, is only recommending a 2% pay raise? 2) Employees Setting Their Own Hours - In case you have failed to recognize the vast majority of federal workers provide "services" to the general public who depend on knowing set hours of operations, and a manager simply cannot effective manage workloads (services to the general public) where 50% of employees want the same days off.
Mr. Berry, you are just like past OPM Directors, clueless of the ground truth and what is needed for real "Hope & Change".
If anyone wants to get this message to Mr. Berry he can e-mail as I would be more than glad to assist him in repairing the cracks in General Schedule.
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91024
Mr. Berry is lost. Stop playing games with our work lives. Get all back to GS and do it today. Too many DC based academics and other "experts" talking about things that they know nothing about.
GS today. GS tomorrow. GS for ever.
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91022
A big rush just after we canned NSPS. The unions seam to have the ear of congress and the administration, but a great deal of what they want does not foster an efficient work environment or recognize the staffing limitations that exist.
While we (Government agencies) do not have a profit motive, we are constrained by the budget and staff limitations.
In the DoD, we must be able to work with a very lean staff to get work done. This requires personnel interaction and a secure environment which limits our ability to telecommute. NSPS was gamed and so is the GS. Managers need to be better trained and given more flexibiltiy to reward superior performance. Much of what NSPS had was good, but again we will through the baby out with the bath water.
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91021
How long will it take the CPO and others to realize many of the great ideas being tossed around ALREADY exist in the Services regulations governing programs such as 'Incentive Awards'. Example: AR672-20; Performance awards of up to 10 percent of ones base pay can be given with 'unusaully exceptional' employees authorized to receive as much as 20 percent 'if approved by the major commander'. Chapter 5of this regulation seems to fit the bill for most caases. I believe it is simply a matter of interpretation, enforcement and people realizing they are not giving their own money away - but rewarding exceptional employees on behalf of the DoD. I think we may alerady have a good system if it was executed correctly.
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91020
Only folks I see getting hired around here SW Ga for non technical higher paying staff jobs are retiring military, many in their 40s. So if not one of these forget about promotions, hired, and that old notion of "MERIT". Current military pick and former military get....As to hiring and moving up, evident that USMC considers those with a limp, grey hair, little extra weight, non regular PTers, etc. to be defects and ole NSPS was their opportunity to flush em out. Someone expert in hiring, merit, eeo, etc practices need only to open the books. The real experts on day-to-day are usually lower grade and spend much time educating/guiding both newly hired former military and current. These wonderful folks have been at same location for many many years. Well, lets' face it who wants to come and develop in SW Ga? Hopefully not Government wide, but do understand "revolving door" at Pentagon alive and well. 95% announcements require current federal status, federal status being military, so those without and on the outside, need not apply. Military folks for most part are world class and deserve the best and all, but as to bringing in the wonders of diversity/differing perspectives, you only got a chance if you can do 20 pull ups!
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91019
I am glad to hear the NTEU has filed a lawsuit to potentially end the Federal Career Intern program. This program virtually destroyed morale in my work group. In my 27 years of Federal service, this is the most flagrantly biased program I have seen initiated. So what that recent college graduates are "up and coming, highly motivated" young adults ready to take their place in the workforce? What do they have that qualifies them for top level positions? What about all of those already in the workforce who have worked for many, many years trying to move up the ladder only to be skipped over for someone who has no experience? Many of those employees have degrees, too. Sadly, initiatives like the intern program are promoting discontent amongst those whose careers have been cut off at the knees. There was a time when seniority meant something. That is no longer the case; they can't wait to get rid of us. They say that time goes faster the older you get, well, these last three years until retirement are taking a lifetime to pass.
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91018
Is he kidding? A results only work environment? What union does he belong to? Is this the new obamaworld?
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91016
"Leadership will be critical to successful reforms." That is the whole problem with any system. When you have military supervisors/manangers of civilian personnel, it just will not work. They not only have no clue about merit promotions and quality step increases for outstanding work, they don't want to be bothered. Where I work, if a QSI is given to 1 employee, none of the other employees in that organization will receive any type of award. The "manager" says that he is only given x amount of award money and that a QSI will eat up that whole pot. At one point he even tried to rotate QSIs among 8 employees. So I guess for 7 years you could be lax in your duties then in the 8th year work hard so you can get your turn at a QSI. If you work in a predominately military organization, you can just forget any incentive for doing a good job. The only reward for giving your best is your own personal satisfaction.
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91013
I'll give Mr. Berry credit for starting a dialogue. I think many of us realize the socialist GS program, where everyone deserves the same raise = and yes, I realize there are other options, Ms. Kelley, even with a contentious union structure (let's remember the union reps come from the same socialist workforce and often have had their behinds saved by the union and have nothing to gain by change) = is not fair, but instead serves as a reason for the best and brightest to move out of government. I think his idea of addressing leadership is good, but again, when we have poor leadership (need I mention DCAA?) an entire agency suffers from the top down. We have large issue, and it may not be just one, or resolved with just one approach. It is possible that the "real problem" is the people in government, that's us.
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91011
These are great ideas, but federal managers won't go for it - they have to protect the status quo and their little kingdoms.
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91008
The Army had a perfectly good system in place prior to NSPS to reward GS employees who performed well thorugh bonuses. The system was called Total Army Performace Evaluation System (TAPES). Unfortunatly, most raters were lax and it even go to the point where the employee wrote their own rating and the supervisor just signed off on it. But TAPES could be a very good answer to rewarding highly motivated talent through bonuses, if supervisors are well trained and held their employees to performace standards.
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91007
It's about time we put a stop to the ridiculous idea of clocking in exactly 8.5 hours each day. We have supervisors who actually watch TO THE SECOND on signing in and out. Ridiculous. The idea that you are forced to sit at your workspace for a set amount of time, whether you are working or not, is completely outdated. Give us goals, and once they are met, let us leave. Also expand working from home to the maximum amount possible. There are no downsides to working from home, except it might threaten some middle management jobs where no work is actually produced. The more freedom employees have to do their jobs, the more likely they are to make a career out of federal employment, the more happy they will be, and the more productive they will be. Let's move this tired system at least into the 20th century, if not the 21st.
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91003
This is another case of "if isn't broken, fix it until it is."
I really hoped Berry would not be like all the others (sigh). It's clear from his comments that he really doesn't understand the federal system ... yet, anyway. I mean, we've been doing "demonstration projects" since the mid-80s. I was in one of those projects for 10 years and it worked well. It worked well because it was 90 percent GS system with some minor tweaks. So, what will we learn from another 20 years of demos? Probably that the GS system isn't cracked at all, but just needs a tune up.
Berry says "stars" aren't promoted in government the way they are in private industry. Not true. These days I've watched quite a few start out as a GS-7 student hires, then rocket to GS-13 in a few years. This happens more often now with the wave of retirements freeing up vertical movement. It's not the GS system that prevents upward mobility, but rather that govt hires in cycles. As for private industry being better, I have friends at IBM and things seem pretty much the same with any huge employer.
Frankly, the last thing feds need right now is more meddling. Rather, we need some stability after the chaos of the last 8 years. Despite all the myths, some of the hardest working and most dedicate people I've known have been feds. Just let us do our jobs and we can put a man on the moon or any other task our country asks of us.
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90999
The General Schedule has worked somewhat well in the past, however in the last decade, step increases have become automatic doing away with supervisory concurrence that the step increase was truly warranted. In addition, the GS has become increasingly irrelevent -- as evidenced by the workforce with no specific technical skills making the equivalent salaries of engineers, doctors and lawyers. Pay for performance? Bah, they don't even know what performance is ... performance is defined as with the best friends in high places. Any performance plan must begin with qualified management or it will fail just as NSPS has.
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90993
The GS Pay Scale isn't broken; in fact, it allows people who should be making minimum wage to be paid beyond their abilities. All I hear is how hard it is to hire good employees; therefore, you must pay them more. Not true! The federal government makes it too hard to hire; therefore, we're "stuck" overpaying the people currently employeed at the activity/agency just to fill the vacancy.
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90990
Mr. Barry is simply having a great deal of talks.
As Ms Colleen Kelly pointed out, supervisors are able to promote a top performance employee through quality step increases.
The General Schedule is NOT failing. Managers don't know how to make good use within GS system.
President Obama just eliminated the NSPS system.
Currently there are so many pay plans that I am totally confused. And Mr. John Barry wants to add some more pay plans?
The General Schedule is working, Mr. John Barry.
Very Respectfully,
Mr. Ho S. Hong, Ph.D.
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90989
Many, many ideas. In order to capitalize on them, the worn out expression "manager's have to accept" does not even begin to cover institutional buy-in. In order for the Best-Buy approach to work, yes, managers have to act like "responsible adults" as the article states about employees. But, managers will stick to the old tried-and-true as long as they perceive that their superiors want a fixed work schedule and work place. At DoD, for example, supervisors are afraid one of their superiors will call and "the person" will not be physically available if the superior wants a 15 minute brief. The superior has to convey that alternate forms of communication are agreeable. The supervisor needs to feel comfortable with their level of response, and coming full circle, the employee has to be a responsible adult. If the superior and supervisor cannot contact the employee for a couple of hours, that one employee kills the entire system. The Obama Administration is empowered to make this happen. They appoint political leaders in all agencies within the Executive Branch. These appointees need to set the standard and push it down to the career supervisors and employees. These appointees need to make sure the supervisor knows that (s)he will not end their career if the supervisor allows alternative schedules and locations.
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90988
This was the Republican plan all along. If you voted for Bush then you have nobody to blame but yourself.
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