Let The Supervisor Sign
Why do so many agencies make upper management responsible for the contents and accuracy of letters of reprimand? the author says that this policy undermines a supervisors’ authority to lead.
Author: Robbie Kunreuther
The Persistence of Pay-for-Performance in Government
Pay-for-performance may prove a boon to government, but experiences to date indicate much groundwork must be laid before assumptions translate into proven successes. “As someone who looks forward to Director Berry’s tenure at OPM, I urge him and his staff to temper their enthusiasm for PFP with the cool-but-conclusive data at hand.”
A Modest Proposal For Improving Federal Supervision
As someone who teaches seminars relating to Federal performance appraisals, it’s become clear we don’t have a clue how to evaluate/appraise supervisors. It’s just as clear to me that their performance has everything to do with an agency’s success or failure. This article proposes both a starting point and how their performance can be improved.
A Merit Badge for the MSPB
An MSPB report explains how the GS pay system was designed as a type of pay-for-performance system.
The Future of Pay-for-Performance in the Federal Government
A decision needs to be made as to whether pay-for-performance for federal employees should be expanded or concluded.
The Future of Pay-For-Performance Under Pres. Obama
Federal pay for performance systems have run into opposition and mixed reviews. This article considers awards, cost of administering the programs, inflated ratings, and distinguishing between the pay-banding aspects of pay for performance and the appraisal processes upon which they rely.
Sizing Up Pay-For-Performance In The Next Administration
There is no perfect compensation system. If the Obama administration and the Democratic congress want to extend pay-for-performance experiments to the rest of government, they would do well to consider several factors – some of which may be overlooked by good-government think tanks, high-price consultants, and agency human resources officers. Here are some of the issues that need to be addressed.
Dealing With the Unacceptable Employee (Part Two)
How do you deal with “Cants” in the federal government? These are people who are not necessarily devious, lazy or malevolent but they are incompetent and cannot do all of what they are being paid to do–but may still cost $100,000 a year or more in salary and overhead. Here are tips for agencies on where to begin.
When Acceptable People Perform Unacceptably
There are some people working in government who are good people and you may like them–they just don’t do the work they are being paid to do. Management often avoids dealing with them. So, how should you deal with these nice people who are not doing their jobs?
Let Us Now Praise…Ourselves
Self-appraisals are unreliable but many federal employees are required to do them anyway. It’s a system only an egomaniac or sycophant can appreciate. So, how well did you do last year?
