Actions Needed To Enhance the Credibility of Senior Executive Service Performance Award Programs
FPCD-81-65
Published: Sep 30, 1981. Publicly Released: Sep 30, 1981.
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Highlights
GAO reviewed the Senior Executive Service (SES) performance and rank awards paid as of June 1981. The objectives of the review were to: (1) gather statistical data on performance and rank awards to determine if agencies were in compliance with the law and with the Office of Personnel Management's (OPM) guidance, (2) assess the validity and effectiveness of methods and criteria that agencies use in making award payments, (3) examine the composition and functioning of agencies' performance review boards, and (4) identify any changes that may be necessary to enhance the award process.
Recommendations
Recommendations for Executive Action
| Agency Affected | Recommendation | Status |
|---|---|---|
| Office of Personnel Management | The Director of OPM should assume responsibility for approving agencies' performance review board policies, procedures, and criteria for performance rating and award recommendations as part of the agencies' performance appraisal systems. Such approval should insure that agencies: (1) use performance, not other factors, as the basis for determining performance ratings and to identify Senior Executive Service members deserving of award; and (2) structure agencies' performance review boards so that members cannot recommend themselves for award. Also, the Director of OPM should: (1) reconsider the award eligibility of reemployed annuitants; (2) clarify the method agencies should use to compute the maximum allowable number of awards that can be paid; (3) study and report to Congress on the optimal number and size of performance awards that should be granted to achieve the objectives for which they are intended; and (4) develop a strong monitoring effort through the OPM data collection system and compliance visits to agencies to help insure that valid statistics on the entire performance rating and award system exist and that performance award systems are creditable and equitable. |
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