Only about one third of federal employees agree that
promotions in their work units are based on merit, and
only about one quarter feel steps are taken to deal with
poor performers who do not improve, according to the 2004
human capital survey released by the Office of Personnel
Management.
However, half of managers and senior executives felt steps
are taken to deal with poor performers, and while 30 percent
of non-supervisors felt promotions in their work units were
merit-based, 80 percent of supervisors felt they were.
About 150,000 employees responded to the survey, showing
a strong commitment to public service but a tenuous link
perceived between performance and pay.
“There is a strong perception that excellent performance
is not properly recognized and that action is not taken
against poor performers,” said OPM’s acting director Dan
Blair, adding agencies have their work cut out to increase
employee confidence in leadership.
Forty-three percent of respondents government-wide said
“high-performing employees in my work unit are recognized
or rewarded on a timely basis,” and while roughly 80 percent
felt they are held accountable for results, under a third
see meaningful differences in performance recognized.
Office of Management and Budget guidance requires that
pay for performance systems make meaningful distinctions,
but under half of the survey respondents — 42 percent —
said awards depend on how well employees perform their
jobs. The survey is available here: www.fhcs2004.opm.gov
