An Assessment of SES Performance Appraisal Systems
GGD-84-16
Published: May 16, 1984. Publicly Released: May 16, 1984.
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Highlights
GAO reviewed Senior Executive Service (SES) performance appraisal systems at various federal agencies to determine the extent to which such systems are meeting the requirements of the Civil Service Reform Act. GAO sent questionnaires to SES personnel and reviewed individual SES performance plans and appraisals.
Recommendations
Recommendations for Executive Action
| Agency Affected | Recommendation | Status |
|---|---|---|
| Office of Personnel Management | The Director of the Office of Personnel Management (OPM) should focus OPM guidance and oversight activities on improving agencies' SES performance appraisal systems by reviewing agency efforts to improve SES performance appraisal system quality and effectiveness in meeting the act's objectives for permitting accurate evaluations of performance, providing systematic appraisals of performance, encouraging excellence in performance, and providing a basis for making eligibility determinations for retentions and performance awards. |
Closed – Implemented
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
|
| Office of Personnel Management | The Director, OPM, should focus OPM guidance and oversight efforts on improving agencies' SES performance systems by providing agencies with technical guidance and assistance in developing performance standards that more specifically define expected results and that address the act's performance appraisal criteria and improvement goals when they are relevant to the position. |
Closed – Implemented
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
|
| Office of Personnel Management | The Director, OPM, should focus OPM guidance and oversight activities on improving agencies' SES performance appraisal systems by ensuring that agencies establish performance requirements for all senior executives, including noncareerists. |
Closed – Implemented
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
|
| Office of Personnel Management | The Director, OPM, should focus OPM guidance and oversight activities on improving agencies' SES performance appraisal systems by determining the problems that agencies have in complying with the act's requirements for preparing performance plans on or before the beginning of the rating period and, if necessary, propose legislative changes. |
Closed – Implemented
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
|
| Office of Personnel Management | The Director, OPM, should focus OPM guidance and oversight activities on improving agencies' SES performance appraisal systems by requiring that agencies update performance requirements when executives' responsibilities change. |
Closed – Implemented
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
|
| Office of Personnel Management | The Director, OPM, should require agencies to establish and implement procedures for the comprehensive evaluation and monitoring of their SES performance appraisal systems. |
Closed – Implemented
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
|
| Office of Personnel Management | The Director, OPM, should provide guidelines to agencies on how to establish and implement effective evaluation procedures. |
Closed – Implemented
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
|
| Office of Personnel Management | The Director, OPM, should issue minimum standards and requirements for all evaluation systems implemented by agencies. |
Closed – Implemented
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
|
| Office of Personnel Management | The Director, OPM, should follow up with agencies to ensure proper and effective implementation of evaluation systems. |
Closed – Implemented
When we confirm what actions the agency has taken in response to this recommendation, we will provide updated information.
|
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Topics
AppraisalsEmployee incentivesPerformance appraisalProgram evaluationSurveysPerformance plansPerformance measuresSenior Executive ServiceCivil servicePerformance appraisals