Showing 5 ideas for tag "performance management"
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Department of Justice

Expand and Market Rewards for Report Waste

Step 1. Fund and Market Program Allowing Inspector Generals to Reward Employees Reporting Waste
5 United States Code 4512 permits inspector generals to give awards of up to 1% of the amount saved to employees reporting waste, fraud, or abuse. Many if not most IG do not reward employees who report waste and do not market the program. Employees who are have ideas to save money do not know about the program.

Step 2.... more »

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Department of Homeland Security

SIMPLE - Hire More Efficient Employees

Spending throughout Government organizations can easily be cut if the hiring process would support ACTUAL qualified applicants for the job. Far too often the "good ol boy" network has taken over throughout government positions and the employee pool is stacked with underqualified individuals filling important positions. No longer are the qualifications determined by what you know or the experience you have, but more... more »

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Department of Homeland Security

Performance Managment and the Balanced Scorecard

The economic situation demands government organizations to become better stewards of tax money. We also suggest that such organizations become more transparent in their spendings. This can only work if components stop hiding under the umbrella of parent organizations.

If every component offers its own strategic plan with achievable vision and mission to which other offices could tie their outcomes to; and if every... more »

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Department of Homeland Security

360 Degree Performance Evaluations for Federal Employees

Across the nation, at all levels of government, federal employees have seen coworkers who are less than optimal performers hold long government careers.

Those most dedicated to the idea of public service believe that government should not only be streamlined, but continuously improving and held to a rigorous standard, beginning with the people it employs.

Federal employees should be held to a higher standard of competency,... more »

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Office of Personnel Management

Intermediate penalties short of termination

Firing a government employee is difficult and time-consuming and employees know this. Making smaller punishments available to supervisors would enable them to have more flexibility in reprimanding poor performers who think they can never be fired. Being able to doc someones pay or take away leave would likely light a fire under some without everyone having to go through the resource-intensive process of termination.... more »

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