Readers' Comments
Total Comments: 48
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Goals, Objectives, and the Everyday Employee
Total Comments: 48
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| Close | Change | YTD | |
| G | $12.5978 | +0.0013 | +2.59% |
| F | $12.2860 | +0.0333 | +2.98% |
| C | $14.1659 | -0.4366 | -14.46% |
| S | $17.8387 | -0.4776 | -9.86% |
| I | $19.2068 | -0.7342 | -22.43% |
| Close | Change | YTD | |
| L 2040 | $15.9502 | -0.4128 | -12.55% |
| L 2030 | $15.5418 | -0.3515 | -10.73% |
| L 2020 | $15.1884 | -0.2889 | -8.78% |
| L 2010 | $14.8769 | -0.1467 | -3.77% |
| L Income | $13.3265 | -0.0801 | -1.07% |
September 5, 2008
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Heresy! Take it Down!!
Been Around
Wed Mar 12, 2008 7:02 AM
Post Reply
Certainly, Mr. Kunreuther, you jest!! There is nothing more motivating than an unflinching stretch metric demanding fulfillment, nor anything more satisfying than fully understanding the many linkages of your job to the agancy's mission. My annual performance plan runs 15 stirring pages...every one of them a jewel of guidance, a bunch of tasty performance carrots held out for me. You, sir, apprently just don't get it!!! America's Employees need at least one annual come-uppance to keep them humbly focused on "the prize." (s/off)
Goals, Objectives, and the Everyday Employee
OSHA
Wed Mar 12, 2008 8:32 AM
Post Reply
It is refreshing to see this in print. The performance standards for my group seem to change yearly, yet in fact we simply do what is required as it comes up.
My boss struggles manfully (actually womanfully) to articulate how we will be evaluated, and I commend her for her attempts to make the system objective. Yet, in fact, I don't think true objectivity has ever been accomplished.
This, of course, makes it even more difficult to implement "pay for performance."
Take HEED!
DLA
Wed Mar 12, 2008 8:39 AM
Post Reply
I agree totally with your philosophy on "bean counting." However, this idealogy has been ingrained the heads of those management officials at the helm and it will be a "cold day in he.." before anyone notices the disservice that is being done to "box kicker."
Goals, Objectives, and the Everyday Employee
DoD
Wed Mar 12, 2008 8:45 AM
Post Reply
Amen, Mr. K!
I get paid to sell the Kool-aid and am grateful I don't have to drink it.
I assume my job is a furtherance of the 'larger and more far-reaching goals' of my origanization, but in all honesty, I'm a kid in the weeds who has no idea how true that actually is.
I'm happy and productive when I thnk I'm making a contribution to who we are and what we do-and hope that the people I work for are happy, too.
I don't live for the approval in their eyes, admittedly, but it does make paying the bills a little easier when a paycheck arrives every two weeks.
EXCELLENT ARTICLE
USEPA
Wed Mar 12, 2008 8:49 AM
Post Reply
This article hits the nail on the head. There is not a more wasteful exercise we are going through right now than "GPRA". It is not scientifically based, and will not motivate employees to do a better job. Most employees are motivated by their day to day work as you stated Robbie....RIGHT ON!!!!!
TQM faded so lets hope this new consultants ideas (GPRA, Goals and Objectives) goes by the wayside with a NEW ADMINISTRATION. It is no way makes the government more efficient.
Goals, Objectives, and the Everyday Employee
DON
Wed Mar 12, 2008 8:52 AM
Post Reply
Like Mr. Kunreuther, I'm all over progress. I can easily be described as a type-A "ex" civil servant who doesn't need guidance to get their job done. Before NSPS came into the roll, I was one of those guys that you really did get a bang for the buck on. The "your tax dollars at work" jest didn't apply to me.
Today, I'm an NSPS convert with 5 solid objectives that demand so much of my time in METRICS that my output has actually dropped. Why? I now work in a very business-oriented climate, driven by time sheets and numbers. I'm doing things that marry up with the strategic objectives, but also trying to keep my military (and primary) customer happy. And for them, it's business as usual.
Result: quality sacrificed for quantity. But man, do our numbers look good.
Thought Processes
US Dept. of Labor
Wed Mar 12, 2008 8:59 AM
Post Reply
Your article was inspiring. I, also, have been around. It has always been shown to me my connection to the goals and mission of the department on down.
As such, there is no "right way" to evaluate one's performance. Evaluations must be "weighted" by the assignment given.
Thsi article reminded me of "No child Left behind." We are all human beings; young and old, big and little, with small problems and with big problems... The Teachers are forced to "educate" by #s.
As a former supervisor (for more than 14 years), I found that each individual is unique and must be evaluated uniquely.
When this number thought process was first broached more than 12 years ago, I envisioned working at McDonalds throwing food on the counter, ignoring specific orders and blessing those who do this as being our top producers. As McDonalds, we in the Federal Government provide a service. We do not run a production line and count widgets.
Thanks for the article as food for thought.