OpenGov - Open Government Brainstorm Performance Appraisal

The Federal Government should celebrate those agencies and federal managers who demonstrate a strong commitment to open government and develop new innovations for working with the public. An annual award should honor excellence in open government. The award should contain criteria requiring broad-based collaboration and community involvement, innovation, and promotion of best practices that result in outcomes that advance... more »

End Don't ask Don't tell. How can you ask for open Government when you are telling your own employees to lie.

Everywhere I comment on this board, I'm doing so in my personal capacity. The USPTO should be made to post for the public to see, information on the distribution of the performance appraisals that it has given to patent examiners.

The performance of USPTO managers and FOIA officers who seek to suppress information about patent operations that may shed light on corrupt managerial practices -should be judged under their performance appraisal plans as evidence of poor performance. For example, for managers who order destruction of documents such as the manager who ordered the destruction of 2nd pair of eyes lists as revealed in an email released... more »

Carter established the Dep. of Energy to figure out how the US could become less reliant on foreign oil and now 20+ years later the US is still very reliant on foreign oil, probably even more so. So why do they exist if they/it cannot get the job done after over 20 years? Is it only strange to me that billions of tax dollars are going into this Dep. and nothing to show for it?

The president should make transparency a factor in federal employee performance evaluations where it is a part of the job description. Changing the culture of government to be more transparent will require direct individual accountability for employees and supervisors and recognition of work to improve transparency. Too often in the past, information requests have been denied, new online tools delayed, and information... more »

There is much research available on what good performance management looks like. Too often as implemented it is hurtful and does not help an employee improve. These days, with so many people out of work - some laid off, some forced to leave due to bad management practices rather than the employee - this issue impacts peoples lives and work productivity. We need better laws that help monitor processes companies use to... more »

The president should encourage Congress to establish a criminal penalty for willful concealment or destruction of non-exempt agency records requested under FOIA, as well as penalties for employees and contractors who repeatedly fail to comply with CUI policies and employees and contractors with original classification authority who repeatedly fail to comply with proper classification policies. Such penalties would be... more »

When I attend a meeting that is supposed to involve some type of "public engagement", it would be nice to have a simple checklist that I could use to rate whether that meeting really was Transparent, Participatory, and Collaborative. This simple checklist could be the standard tool for citizens to provide feedback to government agencies about the quality of their public engagement activities. In fact, the requirement... more »

Contemporary "3-D" barcode technology can encode significant amounts of information on inventory control decals (i.e. identifying a specific custodial official with cognizance over the object), but even first generation serial/sequential code tags could rapidly bring some semblance of control to the federal tangible assets database.

Criteria for federal employee performance appraisals should be set by career managers and executives, not political appointees. It is too easy for a president and political appointees to use discretion under the law to frustrate congressional intent, if they can use the lever of performance appraisals to get federal employees to focus on an ideological agenda, versus execution of the law that is faithful to congressional... more »

The federal government needs to move to 360 degree performance appraisals, in which more than just a person's boss opines about an employee's performance in his or her job. It is too easy for a boss to be subjective, without a check of getting the views of the employee's peers and subordinates. It's very easy, for example, for a manager or executive to look good to his or her boss, but be just an awful manager of his... more »

If the issue is how to strengthen our democracy and promote efficiency and effectiveness by making government more transparent, participatory, and collaborative, then federal managers, among others, need the competencies –skill, attitudes, etc., to enable them do that effectively. What do federal managers need to be aware of, to know about, and to do in order to make government more transparent, participatory, and collaborative?... more »

When American activists try to bring up with the Chinese government the human rights issue of Tibet's oppression, their general reply is, "When you address the unresolved issues with Native Americans, then we'll talk." Obama was the first US president to ever visit a Native American reservation while on campaign. And still, at the inauguration, there was no ceremonial presence or mention of the people who originally... more »

Rewards should be given according to profession or situation. Workers should receive some type of incentives like coupons, time-off work. Workers' performance needs to be accurately monitored.