Poor performing federal employees : trends and responses / Kelvin Schneider, editor.

Format:

Book

Contributor:

Schneider, Kelvin, editor.

Nova Science Publishers.

Series:

Business issues, competition and entrepreneurship series.

Business Issues, Competition and Entrepreneurship

Language:

English

Subjects (All):

United States. Office of Personnel Management. Office of Workforce Relations.

United States.

Civil service--United States--Personnel management.

Civil service.

United States--Officials and employees--Rating of.

Physical Description:

1 online resource (107 p.)

Place of Publication:

New York : Nova Publishers, 2015.

Summary:

Federal agencies' ability to address poor performance has been a long-standing issue. Employees and agency leaders share a perception that more needs to be done to address poor performance, as even a small number of poor performers can affect agencies' capacity to meet their missions. This book describes and compares avenues for addressing poor performance; describes issues that can affect an agency's response to poor performance; determines trends in how agencies have resolved cases of poor performance since 2004; and assesses the extent to which OPM provides guidance that agencies need to address poor performance.

Contents:

POOR PERFORMING FEDERAL EMPLOYEES: TRENDS AND RESPONSES; POOR PERFORMING FEDERAL EMPLOYEES: TRENDS AND RESPONSES; Library of Congress Cataloging-in-Publication Data; CONTENTS; PREFACE; Chapter 1: FEDERAL WORKFORCE: IMPROVED SUPERVISION AND BETTER USE OF PROBATIONARY PERIODS ARE NEEDED TO ADDRESS SUBSTANDARD EMPLOYEE PERFORMANCE; ABBREVIATIONS; WHY GAO DID THIS STUDY; WHAT GAO RECOMMENDS; WHAT GAO FOUND; BACKGROUND; AGENCIES HAVE MULTIPLE AVENUES AVAILABLE TO ADDRESS EMPLOYEE PERFORMANCE; VARIOUS CONSIDERATIONS CAN REDUCE WILLINGNESS TO DEAL WITH POOR PERFORMANCE

AGENCIES DISMISSED AROUND 3,500 EMPLOYEES FOR PERFORMANCE IN 2013, BUT THE OVERALL MAGNITUDE OF EMPLOYEES LEAVING FOR PERFORMANCE REASONS IS UNKNOWNOPM PROVIDES A RANGE OF TOOLS AND GUIDANCE TO ADDRESS POOR PERFORMANCE BUT THIS ASSISTANCE MAY NOT MEET ALL AGENCY NEEDS; CONCLUSION; RECOMMENDATIONS FOR EXECUTIVE ACTION; AGENCY COMMENTS AND OUR EVALUATION; APPENDIX I: OBJECTIVES, SCOPE, AND METHODOLOGY; APPENDIX II: CHAPTERS 43 AND 75 SIMILARITIES AND DIFFERENCES; APPENDIX III: APPEAL OF REMOVAL OR DEMOTION ACTIONS; APPEAL AVENUES: CHAPTER 43 AND 75 REMOVAL OR DEMOTION ACTIONS

APPEAL AVENUES WHEN DISCRIMINATION IS ALLEGEDAPPENDIX IV: EXAMPLES OF TOOLS AND GUIDANCE THE OFFICE OF PERSONNEL MANAGEMENT PROVIDES TO HELP AGENCIES ADDRESS POOR PERFORMANCE; Chapter 2: ADDRESSING POOR PERFORMERS AND THE LAW; EXECUTIVE SUMMARY; INTRODUCTION; CHAPTER 43 AND CHAPTER 75 - TWO PATHS TO THE SAME GOAL; CHAPTER 43 AND CHAPTER 75 - A CHOICE; CHAPTER 43 AND CHAPTER 75 - AGENCY PERSPECTIVES; CONCLUSION; APPENDIX: SIMILARITIES AND DIFFERENCES BETWEEN CHAPTER 43 AND CHAPTER 75; INDEX

Notes:

Includes index.

Description based on print version record.

ISBN:

1-63483-375-9