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Federal Daily News

New performance management system more of the same, labor leader says

As several agencies prepare to take part in a pilot run of a new federal performance management system, at least one labor leader already is expressing doubts as to the system’s usefulness, reports Government Executive.

The skepticism came from American Federation of Government Employees President John Gage, who spoke this week at a meeting of the National Council on Federal Labor-Management Relations, where participating agencies presented pilot details.

Gage said he did not see how the GEAR program—for goals, engagement, accountability and results—was any different from existing performance management systems. According to the report, he also noted that the system “just doesn’t excite me.”


 

Reader comments

Tue, Jan 24, 2012 Tom NY

Oh boy another brain child, more elaborate bean counting. We have seen this all before haven't we? More time and effort wasted as managers try to pound a square peg into a round hole with all this needless senseless nonsense trying to make this work. Why can't they just stick with what they have and stop reinventing the wheel. I am truly glad to be retiring this year. If we spent even half of our time doing an actual job instead of COUNTING DAMNED BEANS we might just accomplish something.

Sat, Jan 21, 2012 fitchr VA

John Gage probably knows more about performance appraisal systems than anyone on the planet. He's been involved in one way or another in every initiative on this subject for at least the last 30 years. it's no wonder the "new GEAR system" doesn't excite him!

Fri, Jan 20, 2012

I can't tell you exactly why this isn't going to work but it won't work. And that's after disruption, millions of dollars spent, and time wasted. It's probably because so many things that factor into doing a good job are intangible and don't rely on whether or not your boss likes you.

Fri, Jan 20, 2012

then how about AFGE & other labor unions that represent federal employees proposing a performance management system that they believe will (a) identify/reward & (b) identify minimal effort employees - become part of the solution instead of just nay saying.

Fri, Jan 20, 2012 George retired

Any employee moitoring sysytem must be coupled with a supervisor evaluation system inputed exclusively by the monitored employees. Also "Good Supervisory Practices" needs to be developed and implemented BEFORE the employee monitoring system.

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