The proposed rules on the DHS personnel system show that
the agency took into account comments it received over the
past year during the drafting of the system arguing that
managers should not have complete discretion regarding the
amount of performance-based pay increases for their
subordinates. Instead, performance-based pay increases
will be a function of the amount of money in the performance
pay pool, the relative point value placed on performance
ratings, and the distribution of performance ratings within
that performance pay pool.
In addition, while managers will have to continue to
establish and communicate performance expectations to
employees, they no longer require that this be accomplished
exclusively through written performance elements and
standards set at the beginning of the appraisal period.
Instead, the rules would give managers the option of
establishing and communicating performance expectations
during the course of the appraisal period “through specific
work assignments or other means (including standard
operating procedures, organizational directives, manuals,
and other generally established job requirements that apply
to employees in a particular occupation and/or unit).”
“Managers will also be held accountable for clearly and
effectively communicating those expectations, giving
employees feedback regarding their performance in relation
to those expectations, making meaningful performance
distinctions in support of the Department’s new
performance-based pay system, and identifying and
addressing unacceptable performance,” the rules say.
