Showing 7 ideas for tag "promotions"
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Department of Homeland Security

Be realistic in evaluations

Be realistic in evaluating employees. For reasons unbeknownst to me, everyone I work with thinks they deserve to be promoted and it is just not so! So, then of course, they develop bad attitudes and are dismotivated. Those who are stellar have to put up with this nonsense of entitlement. If managers would be more clear and fair in their evaluations they'd have better employees, with better attitudes, better work ethics,... more »

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Department of Defense

Lower Promotion Rates

There is an ongoing problem in the USAF. Many of our "leaders" have failed to reach their projected rank MULTIPLE times. Some of them have been given 3 or 4 chances to pass their promotion test and continue to fail. Many finally make it after the upper management "pulls strings" for them. Sadly, most of these people are poor leaders as reflected in their inability to study, plan and pass their tests. Instead of thanking... more »

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Office of Personnel Management

Change/Standardize all yearly performance ratings to 5-levels.

At least in my agency, we have 3 levels of rating within our Employee Performance Plan & Appraisal: Unacceptable (1)Meets Expectations (2)& Significantly Exceeds Expectations (3). To me this seems to void any benefit of rating individual performance as there is no allowable designation for those that are performing above the average expected level, yet are not quite in the Significantly Exceeds bracket that most Supervisors... more »

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Social Security Administration

Promote Based on Merit and Job Knowledge

There's no reason that internal promotions involving technical positions shouldn't have the questionairre on Application Manager actually ask technical questions that would demonstrate job knowledge, rather than open-ended questions on experience that allow embellishment.

Productivity is known by management, even if they aren't supposed to be compiling the data due to union contracts. Between actual output andhaving... more »

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Department of Defense

Refine GS Promotion Requirements

Pervasive over the IC community, inexperienced personnel have reached high tenure GS positions with five years and sometimes less experience. As such, expectations of competence has been greatly affected. While talent and performance is important, experience is also essential for high grade GS positions. Experience will also limit the incredibly fast rise of GS employees from GS 9s to GS 14s in less than 5 years.... more »

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Department of Health and Human Services

Stop making PHS promotions contingent upon changing duty station

Currently the only way for PHS officers to be promoted is by moving to another duty station. This creates a system where nobody stays for more than 2-4 years, which is just about when they are becoming truly effective at their jobs. This results in ever-changing personnel, lack of continuity and increased costs of relocation.

Find a way to give promotions based upon RESULTS and allow PHS officers to remain in their... more »

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