DoD Continues Work on Revised Rating System

DoD says it continues to work on revised performance evaluation system that would affect the large majority of its civilian employees, although it still has no timeframe for putting it in place. The effort arises out of the 2009 law that repealed the national security personnel system, a pay banding and pay for performance system installed by the Bush administration that at one point covered more than 200,000 white collar employees there, but that suffered from lack of trust among employees (although it worked to the financial benefit of many, who received raises larger than they would have under the GS system and in some cases still are benefitting from retained pay above the limit applying to their current GS grade). DoD envisions a three-level rating system to be used as the basis for awards and other performance-based actions such as promotions.The three levels tentatively will be superior, successful and unacceptable, suggesting that the large majority of employees would fall in the middle level. The planned system further would feature “linkage between mission and organizational goals and individual performance plans, regular feedback during the appraisal cycle between employees and rating officials, and the ability to make meaningful distinctions in levels of performance.” Joint labor-management groups continue to work on strategies to carry out such a system and work continues on setting up training for supervisors. Currently, most DoD employees are rated on five-level systems, which is also generally true at other agencies.