Alternative Personnel Systems in the Federal Government: A Status Report on Demonstration Projects and Other Performance-Based Pay Systems PDF Download
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Category :
Languages : en
Pages : 46
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A Status Report on Demonstration Projects and Other Performance-based Pay Systems provides an overview of Performance-based Pay Systems (PPSs), profiles current PPS projects, and presents trends and observations regarding PPSs that currently support over 298,000 Federal employees. This report covers three categories of PPSs. The first category is demonstration projects authorized under chapter 47 of title 5, United States Code. Under this authority, OPM establishes and evaluates demonstration projects designed to test whether certain changes in personnel management practices, such as a change to performance-based pay from a longevity-based system, would improve Federal personnel management. The total number of employees in this category is 42,606. The second category includes agency-specific, independent systems established under specific legislative authority. These systems cover almost 247,000 employees. The final category is Governmentwide executive pay systems, comprising the Senior Executive Service and the Senior Foreign Service, covering 8,643 executives. Several trends and observations emerge from our experience with performance-based pay systems in all three categories: * Performance-based pay systems continue to be successful, as evidenced by many evaluations and a stronger link between pay and performance than under longevity-based pay systems. * Achieving success entails significant effort, but pays off by achieving a results-oriented performance culture. * Under PPSs, managers and supervisors manage performance more * The ability to recruit and retain a high-quality workforce increases under * Payroll costs are being controlled, but cost discipline must be maintained as these systems expand and mature.
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 46
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Book Description
A Status Report on Demonstration Projects and Other Performance-based Pay Systems provides an overview of Performance-based Pay Systems (PPSs), profiles current PPS projects, and presents trends and observations regarding PPSs that currently support over 298,000 Federal employees. This report covers three categories of PPSs. The first category is demonstration projects authorized under chapter 47 of title 5, United States Code. Under this authority, OPM establishes and evaluates demonstration projects designed to test whether certain changes in personnel management practices, such as a change to performance-based pay from a longevity-based system, would improve Federal personnel management. The total number of employees in this category is 42,606. The second category includes agency-specific, independent systems established under specific legislative authority. These systems cover almost 247,000 employees. The final category is Governmentwide executive pay systems, comprising the Senior Executive Service and the Senior Foreign Service, covering 8,643 executives. Several trends and observations emerge from our experience with performance-based pay systems in all three categories: * Performance-based pay systems continue to be successful, as evidenced by many evaluations and a stronger link between pay and performance than under longevity-based pay systems. * Achieving success entails significant effort, but pays off by achieving a results-oriented performance culture. * Under PPSs, managers and supervisors manage performance more * The ability to recruit and retain a high-quality workforce increases under * Payroll costs are being controlled, but cost discipline must be maintained as these systems expand and mature.
Author: United States. Congress. Senate. Committee on Homeland Security and Governmental Affairs. Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia
Publisher:
ISBN:
Category : Business & Economics
Languages : en
Pages : 204
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Author: United States. Congress
Publisher: Createspace Independent Publishing Platform
ISBN: 9781985000261
Category :
Languages : en
Pages : 204
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Alternative personnel systems : assessing progress in the federal government : hearing before the Oversight of Government Management, the Federal Workforce and the District of Columbia Subcommittee of the Committee on Homeland Security and Governmental Affairs, United States Senate, One Hundred Ninth Congress, first session, September 27, 2005.
Author: United States. Office of Personnel Management
Publisher:
ISBN:
Category : Civil service
Languages : en
Pages :
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Author:
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ISBN:
Category :
Languages : en
Pages :
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Author: Ginger Groeber
Publisher:
ISBN: 9781977403780
Category : Business & Economics
Languages : en
Pages : 0
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Book Description
The U.S. government employs around 2 million civilian personnel. The authority to hire and manage civilians is covered by a patchwork of human capital programs and rules that, over time, has failed to keep pace with the dynamics of a twenty-first century workforce. Federal human resources (HR) managers have complained that federal hiring procedures were rigid and complex. In an attempt to address such problems, the government has created an intricate system of demonstration projects, alternative personnel systems (APSs), and direct-hire authorities that have targeted select agencies and job types. While adding flexibility, these reforms have often resulted in multiple HR systems and greater complexity in managing federal personnel. One goal of the 2018 President's Management Agenda is to enable simple and strategic hiring practices, and the Department of Defense was tasked with examining best practices of federal demonstration projects and APSs. Toward this end, the authors identified best practices for recruiting, hiring, and compensation in 41 federal demonstration projects and APSs that began between January 2008 and May 2019. Informed by a literature review and discussions with civilian human resource professionals, the authors categorized best practices into three effectiveness groups: best, promising, and innovative. This review of program practices also revealed shortfalls in the evaluation process and implementation of these programs. The findings can inform the government's direction as it addresses the need for a talented and high-performing workforce supported by contemporary and effective human resource systems and practices.
Author: United States. Congress. Senate. Committee on Governmental Affairs. Subcommittee on Civil Service, Post Office, and General Services
Publisher:
ISBN:
Category : Conflict of interests
Languages : en
Pages : 384
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Author:
Publisher:
ISBN:
Category :
Languages : en
Pages : 178
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Federal agencies are accelerating their efforts to build contemporary personnel systems to foster leadership and to enhance employee performance. These alternative personnel systems (APSs) have the potential to significantly improve agency performance through changes in the way civilian employees are paid and evaluated. In particular, performance-based and market sensitive pay systems have proven successful in the private sector and are essential elements of successful APSs. In 2004, through the National Defense Authorization Act, Congress gave special recognition to the importance of the civilian Department of Defense (DOD) workforce, and signaled its intent for DOD to build an effective infrastructure for aligning human capital management with agency mission requirements, by authorizing the development of an APS for the Department of Defense, the National Security Personnel System (NSPS). Under the Act, the Secretary of Defense and the Director of the Office of Personnel Management were given joint responsibility for prescribing regulations for NSPS. In keeping with OPM's overarching leadership role in the strategic management of the Government s human capital, including assessing the management of human capital by Federal agencies, OPM is providing this analysis of DOD's implementation of its new authorities. It describes the assessment methodology, the assessment framework, and the results of the analysis. We believe the analysis will be a valuable tool in helping DOD s ongoing implementation of its APS. Through it, OPM also responds to Congress s expectation the agency will fulfill its oversight of alternative personnel systems, in accordance with our statutory mandate.
Author: United States. Congress. Senate. Committee on Governmental Affairs. Subcommittee on Civil Service, Post Office, and General Services
Publisher:
ISBN:
Category : Conflict of interests
Languages : en
Pages : 418
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Author: United States. General Accounting Office
Publisher:
ISBN:
Category : Administrative agencies
Languages : en
Pages : 60
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