Showing 3 ideas for tag "performance appraisals"

Department of Defense

Promotions based on supervisor, peer and subordinate ratings

Promotions in government need to reflect the ratings not only of the supervisors, but also of the peers and subordinates. Employees now only have to look good to the boss to move up. Often the ones moving up are not the best qualified, do not work well with peers, or are not respected by their subordinates due to thier incompetence. If their performance appraisals included anonymous peer and subordinate input, perhaps... more »

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Department of Veterans Affairs

Termination of Non-Performing Federal Employees

ENCOURAGE PERFORMANCE OF FEDERAL EMPLOYEES

Actively eliminate the perceived inability to terminate a Federal Employee for non-performance of their duties as determined by their managers, and develop a system that is both equitable and encourages high performance from employees in the GS system. The main cause of complacency in the Federal Workforce is the fact that Federal Employees know it is nearly impossible to terminate... more »

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Department of Energy

Disassociate and Reduce End of Yr Bonus from Perf. Appraisal

An employee’s performance appraisal score should not be based on how much money an organization has to pass out for end of year bonuses. It’s demoralizing when an immediate supervisor (the rater) and the next level supervisor (the reviewer) both concur on an appropriate appraisal and score for an employee, but then management at levels above the reviewer disagree and instruct the subordinate supervisors to lower the... more »

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