If you are a federal employee, most likely you have been through or given a dreaded Federal performance appraisal. They are similar to performance reviews or assessments given in the private sector, however, they are becoming less-used in the private sector. With them required by law for federal employees do not expect them to go away any time soon. Yet are they hated enough for OPM to consider changing the entire system?
Federal Performance Appraisals
These appraisals are used in assessing federal employees in their current position and have a bearing on promotions, discipline, awards and even in firing. If you are looking for a promotion or transfer these can have a big impact on whether you get it or not. Yet, many feel that they are not effective and simply create work and stress disproportionately to what their worth is.
The Office of Personnel Management (OPM) has as recently as January 2016 told federal agencies to include employees in these appraisals more. The OPM is not willing to abandon the system yet, especially since they are legally obligated to conduct and administer the program. But they are calling on managers to add a plus to the system. They want employee engagement on these appraisals to be more involved. With recent surveys of the system, both by the OPM and private surveys calling into question their validity and concerns of favoritism, this change should be welcomed by employees.
Recent Surveys
A recent FedSmith survey showed that an overwhelming majority of respondents do not get feedback on performance throughout the year at 63%. Only half felt their most recent appraisal was accurate and 50% felt that the criteria for the review were subjective. Even more worrisome is that 62% felt that management was grading on a curve and that there was some sort of quota system. This specifically is against OPM rules for these appraisals even if you are on a performance for pay type employment.
This survey, although not a scientific study shows that although employment contracts are changing, remuneration is changing even within government contracts, but the appraisal system is either not trusted, not effective or grading on a curve, which is strictly prohibitive. Although these are respondents ‘opinions’ there are enough of them to be concerning and warrant further investigation.
Federal Performance Appraisals Changing?
The OPM has decided engagement with employees is needed, and this is definitely a step in the right direction. In a recent revelation before a Senate sub-committee, the OBM’s (Office of Management and Budget) Chief Performance Officer testified that they were looking at a new performance management system.
Will this system be implemented through all agencies? Probably not anytime soon, but it is obvious that performance appraisals have both fallen behind the times and fallen off its own mandated objective criteria for evaluation. If you are a current federal employee, be sure to ask for performance feedback, before and after an appraisal. These still have a bearing on the future of your career even if they are lacking of late.
