Readers' Comments
Total Comments: 34
Page 3 of 4
Page 3 of 4
Readers Favor Retaining Time-in-Grade Restrictions for Promotions
Total Comments: 34
Page 3 of 4
Page 3 of 4
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December 2, 2008
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TIG what about TGIF
OCC
Fri Feb 15, 2008 3:05 PM
Post Reply
When pay-for-performance was introduced at our agency about 5 years ago, it was enthusastically embraced as 90 percent of the employees thought they would be rated in the top 10 percent. However, the system we have is total nontransparent, employees are confused as to what you have to do to get a higher rating, etc. Subsequently the majority of employees are now less than enthusastic about the PFP system.
TIG seems to be a similar proposal, where 90 percent of the people think they are deserving and will benefit but actually only 10 percent will benefit. It is because federal managers have received insufficient performance management training and candidly don't do it very well.
OPM is only willing to offer a regulation that gives managers total discretion to do whatever they please, whenever they please. For such a system to work, there must be controls, transparency and first and foremost the employees must believe the new system is fair.
Re: TIG what about TGIF
DOD
Thu Feb 28, 2008 6:10 PM
If all the process were transparent then many of the gripes would take care of themselves. If not, then the gripes would have clear evidence to fight with and maybe effect real change. (Once the initial shock and confusion of actually knowing "the rest of the story" wore off.)
T-I-G, PFP, hiring...transparency could only help
Grade Restriction
FAA
Fri Feb 15, 2008 11:30 PM
Post Reply
It is my understanding that most job spec codes grade out at some point based on the tasks required to perform that job cat. so by removing the time in grade restriction people will move to the top grade for the position much quicker, then wait for step levels. two things will happen at that point; Managers will not have properly budgeted for that rapid increases in human capital expense. there will program short falls, cuts will come out of operating expenses and positions will be cut. Service will go un-rendered to the public and contracts will be written to cover the gaps, the contract money will come out of other area. which will lead to more A76 situations Career GS numbers will decrease and contractor will fail to perform to expectation and the beat goes on.
Lose vs. Keep TIG Restriction
Social Security Administration
Sat Feb 16, 2008 8:06 PM
Post Reply
I'm a little on the fence on this one. I came from the private sector a little over 10 years ago with management/supervisory experience and still have not gotten into management with my agency. I have also seen those without experience be promoted as soon as they can meet the TIG. I tried to believe in that policy but after seeing it what I consider at it's worse, it still makes me sick to see it in every vacancy announcement. My real belief is in myself that I am doing a great job because I love my job and the people I help day in and day out. I just pray daily for myself to see past the bureaucracy and continue to take care of the public. It's not that I have given up on promotion, but I can't allow it to take over my life. I believe in myself and my ability to make a difference in this agcy. I will have to be a part of a system that is still not perfect in promoting those that are truly deserving based on skills and abilities even though that too is a part of every vac annc
Removing time-in-grade restrictions
EEOC
Tue Feb 19, 2008 6:25 AM
Post Reply
I could see why employees have opted in favor of retaining the time-in-grade restrictions. My view is that some people may see it as unfair. While others may view it as being rewarded for a job well done. However, the problem that I see is that employees who are non deserving will receive the time-in-grade increase and the employees who truly deserve it will not get it. In my past work experience, I have seen how an employee with poor attendance and work ethics gets awarded over and over again. I have also seen employees who are exemplary and deliver the best work product and who do not have a time and attendance problem get shafted without any recognition. Therefore, we all due respect the time-in-grade restrictions should remain for all.
Accelerated TIG does occur...
Treasury
Tue Feb 19, 2008 3:00 PM
Post Reply
Accelerated TIG does occur in some agencies due to labor agreements and they seem to work well. In my agency, employees can receive a QSI by rating all '5's on an annual performance rating. It is up to management to offer it however, but it is a relatively transparent process and because the information must be shared with the negotiating union, the carping about it is pretty minimal. There is no reason that this could not be used as a template for other agencies.
Ridiculous system
DHS
Wed Feb 20, 2008 8:18 PM
Post Reply
I was hired as a mid-career hire a little over a year ago after serving as senior mgr in state government after moving to DC to marry.
My 1st DC job was not a good fit and so I was anxious to get back into public service. I unfortunately made a poor strategic decision and accepted a GS-11 position at DHS. I had no idea that I would be stuck in this outdated time-in-grade system.
I had interviewed for jobs as high as a GS-15 but kept losing out to internal candidates. I felt that if I could just get my foot in the door, I could prove my value to my employer and have opportunities to advance and contribute.
My office has had much turnover since I arrived. Because of this, and hopefully due to my hard work, I have had opportunities to do amazing, difficult, and creative work. But I am not compensated for the work I am doing, however, even my bosses admit this.
Its a crazy system that doesn't allow the gvmt to utilitize talents that exist within its ranks.
Retaining Time-in-Grade Restrictions for Promotion
Department of Education
Fri Feb 29, 2008 9:02 AM
Post Reply
If top quality, high producing individuals are not being rated fairly now under the present system and the only promotions given are the "Time-in-Grade, what could these individuals expect once that safety net is removed. Too often, early step increases & meritorious cash awards are given to favorites who can't do the job effectively. This practice was evident under the "Outstanding Scholar Program"