The Director of National Intelligence has said the intelligence community overall needs to improve its linkage of pay and promotions to performance as well as do a better job of holding poor performers accountable.
In its 2008 IC Employee Climate Survey it also concluded however that performance discussions with supervisors are useful and that employees generally feel performance appraisals fairly reflect their performance.
According to the survey, IC employees rate their agencies above the government-wide average in terms of job satisfaction, the general quality of managers and senior leaders and the development of top talent.
However, IC employees say collaboration among intelligence agencies is difficult and that career advancement needs to be more closely tied to actual job performance.
Further, just 19 percent of respondents said they feel their compensation is fair compared with similar jobs in the private sector, and just 30 percent said steps are taking in their work units to deal with poor performers.
About 90 percent of those responding said coworkers cooperate well, that the work they do is important and that they know how the work they do relates to the agency’s goals and priorities.
The DNI’s chief human capital officer, Ronald Sanders, said classified survey results support an expansion of the National Intelligence Civilian Compensation Program, the pay for performance system for most of the National Geospatial-Intelligence Agency to the rest of the IC, where responses were more favorable regarding the linkage between pay and performance.
