Pay for Performance
The Missing Element in Revitalizing the Workforce: Performance
As long as day to day management of performance remains unchanged, it’s unrealistic to expect better results.
How ‘Degree Discrimination’ Can Affect Feds’ Pay
As long as the majority of federal positions require degrees, opening up opportunities to pursue higher education will be key to creating a more diverse workforce.
GovExec Daily: How to Best Apply Performance Pressure
University of Georgia's Dr. Marie S. Mitchell joins the podcast to discuss how best to manage employees using challenging pressure against threatening pressure.
GovExec Daily: Should Your Salary be a Secret to Your Coworkers?
Dr. Peter A. Bamberger joins the show to discuss his research on pay transparency and organizational behavior.
Managing Pay When the Goal is Rebuilding the STEMM Workforce
This would be an ideal time to rethink the talent management policies for these essential occupations.
After Decades of Stasis, Federal Pay Policy Is a Shambles
The Biden administration has an opportunity to change that, a former Trump administration official argues.
Why We Need to Focus on Pay Equity in Government
President Biden’s promise to “pursue a comprehensive approach to advancing equity for all” defines the goal.
Make an Effort? If Rewards and Performance Align
We put in mental effort when there's a reward, research finds, but also when our performance will make a difference.
GovExec Daily: Paying Feds More to Fix the Civil Service
Dr. James L. Perry joins the podcast to discuss how compensation reform should be a top priority for the Biden administration.
Fixing Federal Compensation Should Be Civil Service Reform Priority No. 1
Seven proposals for changing compensation to help realize a larger goal—an effective public service.
Empowering Employees is Essential to Improving Performance
Empowered employees take goal achievement very seriously. When problems arise, they know they are expected to act.
Empowering HR and Managers: Lessons from the Bush Administration
If job objectives are vague, how will managers be able to assess employee performance, and how will employees know what is expected of them?
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