DoD officials also have said that under their proposed pay-for-performance system, high-performing employees would get greater rewards than under the current system. The proposal would pay all GS employees the locality component of the annual raise-typically around 1 percent in recent years-while the funds for the across-the-board component, plus the amount currently spent on within-grade increases, which are largely based on longevity only, would go into the performance pay pool. Employees would be rated annually in seven areas: technical competence/problem solving; cooperation/teamwork; communication; customer care; resource management; leadership/supervision; and contribution to mission accomplishment.
Individual managers would determine how much weight each of those factors should be given in a particular job. Employees would be evaluated on a 100-point scale, with only employees rated at least a 50 getting any annual increase other than locality pay. Employees rated in the top 10 percent would be rewarded the most heavily, although exact percentage breakdowns are to be determined. Recommended employee increases would be brought before a performance review board.
