The performance appraisal systems at many of our government agencies including HHS have been a failure for far too long. In their current structure they do not ensure that ratings are in line with actual performance and they are highly subjective rather then objective allowing for varied interpretations and abuse by managers who want to play favorites and not look at the work that has actually been achieved. Written performance measures should be established at all levels for all elements and at one level above and one level below the fully successful level. If this is done managers and employees will all know what is expected of them and how to achieve the desired rating. Due to the funding issues associated with the awards structure related to many performance appraisal systems they have become quota driven system that often ignores performance instead of rewarding it.
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