Under the new DHS pay for performance system, managers and
employees will jointly develop performance expectations.
Traditional performance elements and standards will be made
optional, which the department believes will allow
expectations to better reflect assignment-specific needs.
It also believes that the system will relieve supervisors
of some of their paperwork burden and allow them to spend
more time on coaching, mentoring and giving feedback.
DHS believes that employees meanwhile will be better able
to see clear consequences for poor performance as well as
rewards for good performance and will see a direct link
between their performance and pay. Employees will be able
to grieve ratings and appeal unacceptable performance
ratings that result in adverse actions.
Supervisors and managers will be trained and held
accountable for effectively addressing employee performance,
officials say.