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Viewpoint: Retaining the best is important as removing poor performers

The talk from the current White House about federal employees often is about removing poor performers more easily, but the focus really should be about rewarding good performance, according to recent opinion piece.

The talk from the current White House about federal employees often is about removing poor performers more easily, but the focus really should be about rewarding good performance, according to recent opinion piece.

The Government Executive opinion piece notes that language in this year’s locality pay report—also referred to as the pay agent’s report—emphasizes empowering agencies to better develop and better reward feds as they sustain their careers in federal service.

The piece remarks that although terminating poor performers is often seen as a good move by other employees, moving the discussion toward retaining good employees is—or should be—an even more important priority. In that vein, improving rewards and reducing micromanagement are also crucial steps in furthering a great workforce, according to the piece.

Reader comments

Thu, Feb 8, 2018

How about removing corrupt management? They are the real problem in civil service!

Wed, Feb 7, 2018

Poor performers and productive employees are treated the same, bogus performance reviews which differ in minute details. Management is there for one reason, to demoralize productive employees by telling them they cannot achieve a certain ranking only based on vague and non-applicable items they choose to remark about. The poor performers are allowed to pull down their salaries and the management gives them adequate performance reviews because management minions will not do their jobs. What they save from ripping off productive workers goes in to the management minions bonuses. It is time that management is streamlined and that employees who have focus and work hard are recognized for their efforts rather than the management minions taking credit for other individuals work.

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