Readers' Comments
Total Comments: 28
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Federal Employee Performance Appraisal: The Good, Bad and Ugly
Total Comments: 28
Page 2 of 3
Page 2 of 3
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| Close | Change | YTD | |
| G | $13.2114 | +0.0012 | +0.70% |
| F | $13.6201 | -0.0062 | +2.14% |
| C | $13.8116 | -0.0706 | +4.49% |
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| L 2010 | $15.4595 | -0.0197 | +1.57% |
| L Income | $14.0856 | -0.0155 | +1.48% |
March 21, 2010
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Federal Employee Performance Appraisal
DOT
Wed Oct 7, 2009 10:55 AM
Post Reply
When an agency sets a quota on what proportion of employees receive the largest pay increase (20% in the FAA), how can they say with a straight face that performance ratings are not based on a forced distribution (e.g., quota)? Doesn't pass any test - smell, common sense, dictionary, whatever. A quota is a quota.
Performance Appraisals
Dept. Interior
Wed Oct 7, 2009 11:06 AM
Post Reply
During my first annual review, my supervisor informed me that he could not give me "Outstanding" appraisals across the board. He said "It is just not done." And that by leaving me with a deficiency, I would have goals to work toward. So, for one item, he gave me "Satisfactory" and "Outstanding" on all the other items. Of course I was pleased to be deemed "Outstanding" in 4 out 5 of the performance criteria for my position. But the one he chose to give me a "Satisfactory" for was a water discharge testing program which I designed and implemented and carried out each month and which saved our national fish hatchery thousands of dollars each year in not needing to hire an outside consultant to perform water sampling and testing. Further, I wrote a manual which is used to this day to explain the water sampling program's purpose and the process involved along with what-to-do in case of emergencies or natural disasters. Oh well, 4 outta 5 aint bad I guess, as long as WE KNOW THE TRUTH.
Federal Employees Apprasial system
DOA
Wed Oct 7, 2009 1:01 PM
Post Reply
My supervisor has been told by the director that all appraisals will be done in pencil and even though he has no idea what her people do or how well they do it he will have the final say and as far as he is concerned no one should be given an 80 let alone an 81. In essence what he is saying is she doesn’t have the authority to grade her own people. What a joke.
No Discussion
Navy
Wed Oct 7, 2009 2:16 PM
Post Reply
Why do we waste our time on this subject? This is no different than the private v public salary discussion. The bottom line is our depts only have X amt of dollars to award for performance; therefore, the final pay outs (NSPS or otherwise) can only be so much. Why lose sleep over something you can't control?
My issue--I will give my work my best, no matter what my job objectives/appraisal says I will do. I don't need to look at it to know what is required of me. I think appraisals are worthless and only serve to guide those that need a clue as to what is expected of them (some employees do need close supervision and monitoring). I've been around long enough to have been rewarded and experienced the years when it was someone else's turn to be rewarded. It doesn't change my work ethic one single bit.
Re: No Discussion
State
Wed Oct 7, 2009 8:25 PM
Re: No Discussion
Navy
Thu Oct 8, 2009 6:16 AM
Federal Employee Performance
Federal
Wed Oct 7, 2009 8:47 PM
Post Reply
PFP has been ruled against every time it goes to court, but BO and his cronies keep pushing it.
PFP is just another smoke and mirror way for the gov't to move the salary carrot just a little further away under the guise of career path enhancement.
Despite what the new head of OPM states PFP is just another way of keeping the gov't work down on the plantation and the good old boys rewarded like the financial industry.
TSA is trying to PFP in place so they can pay the SES grades major bonuses should TSA go to the GS. IF tsa wants to save money they should take away the airport liability and let them then go private.
PFP
Civilian Army
Thu Oct 8, 2009 7:15 AM
Post Reply
I don't think that anybody who isn't in NSPS or any who PFP should be able to vote on whether it stays or goes away. Live the NSPS nightmare most of us have for the last three years and then tell me it is a good deal. I was an excellent employee for the for 8 years with NSPS I have been a 3. I have a person I work with who spent the $30.00 on the book to write the great PFP appraisal, didn't help her at all. So I will never believe that this system is fair.
Motivation (not!)
DON
Thu Oct 8, 2009 10:56 AM
Post Reply
I have been appraised in the same job, doing the same level of work, by two different supervisors. The first one couldn't be happier and rated me very high every time. (No money, bad budget years, small time off award.) The second one gave the higher ratings to someone he brought with him from his old activity. Since only one could be "Outstanding" (not true with the old boss,) everyone else was only "Satisfactory".
That is only one of the many stories over the last 25 years.
If my motivation wasn't from within, I would surely be a surly shovel leaner.
I don't really put much weight at all on any appraisal, good or average, (I am much too good at what I do to ever justify less,) and simply do my job as well as I can.