The FEW survey found a need for government-wide standardized written guidelines on how to implement and manage a pay-for-performance personnel system. It said the evaluation process is overly subjective and that there is no accepted way to measure performance.
It argued that managers should be held accountable for developing accurate job descriptions and assessments as well as carrying out performance evaluations.
Agencies should be required to submit implementation plans subject to stakeholder input, and managers should have to prove they understand how to implement the pay for performance reforms outlined in a fair and non-biased way, FEW said.
It said employee feedback and input from others who are impacted by their work should be included as part of the packets sent to pay pool panels.
Other complaints included that the system relies too much on writing skills – how employees describe or phrase their work and accomplishments – and the stature of the projects employees work on, and that pay bands are too limiting and need more opportunities for advancement within them.
FEW also said performance bonuses should be a separately budgeted line item, and it called for mandatory funding levels for the pay pool in every agency budget.
