Performance Management: How Well Is the Government Dealing With Poor Performers?
GGD-91-7
Published: Oct 02, 1990. Publicly Released: Oct 02, 1990.
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Highlights
Pursuant to a congressional request, GAO reviewed how the federal government identified and dealt with employees whose performance was less than fully successful.
Recommendations
Matter for Congressional Consideration
| Matter | Status | Comments |
|---|---|---|
| Congress should consider ways to ease the difficulties supervisors encounter when dealing with GS and WG employees who have performed at the minimally successful level for lengthy periods. A number of options were provided. | Congressional action is improbable. However, OPM action will assist supervisors. |
Recommendations for Executive Action
| Agency Affected | Recommendation | Status |
|---|---|---|
| Office of Personnel Management | The Director, Office of Personnel Management (OPM), should stress the need for a greater commitment and more visible involvement from top managers in identifying and dealing with poor performers. |
OPM issued, in April 1991, FPM 432 which emphasized the need for upper management support, supervisory training, and ongoing communication between supervisors and employees. In May 1991, the Director, OPM, sent a memo to heads of executive departments and agencies asking them to determine the effectiveness of their performance management programs and to develop ideas for improving performance.
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| Office of Personnel Management | OPM should assist federal agencies in demonstrating top management commitment by ensuring that all agencies provide periodic training and the necessary technical assistance to adequately prepare managers and supervisors to identify and deal with poor performers. |
OPM has reorganized its training function to create a separate Office of Executive and Management Policy. This office focuses on policy issues relating to the development of supervisors and is part of the OPM effort to provide supervisors with the skills necessary to deal with poor performers. OPM has also offered a course entitled "Performance Based Actions" which extensively addresses problems.
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| Office of Personnel Management | OPM should require agencies to establish methods and procedures for overseeing how well poor performers are being identified and dealt with. |
OPM has established three interagency task forces to enhance agency oversight capabilities and stated that agencies can use assessment tools devised by OPM to develop their own evaluation process.
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Employee demotionsPerformance managementEmployee dismissalEmployee trainingEmployee transfersFederal employeesFederal personnel lawLabor relationsPerformance appraisalPersonnel managementWork measurement