Report - Government Executive
Report - Government Executive
Report - Government Executive
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Recommendation 4. To ensure equitable treatment of all employees, OUSD(I) should<br />
review the performance management system to:<br />
• Clarify and strengthen its guidance for developing performance objectives to ensure<br />
that managers and supervisors fully understand ways to develop appropriate<br />
objectives for all employees, including those in non-mission work categories.<br />
• Refine and modify the impact of the performance elements to ensure that they<br />
permit meaningful and appropriate assessments of factors affecting overall<br />
performance.<br />
• Adjust the performance standards for summary rating levels so that they permit the<br />
same performance assessments for all categories of work.<br />
Recommendation 5. OUSD(I) should review the description of the performance element<br />
titled “Engagement and Collaboration” to ensure that the national security objective of<br />
developing a collaborative community is adequately reflected.<br />
Recommendation 6. OUSD(I) should finalize its evaluation policy and ensure that it defines<br />
a process for monitoring DCIPS’ impact on salary increases, bonuses, and career<br />
progression of women, minorities, and other protected groups.<br />
Recommendation 7. OUSD(I) should implement a process for reviewing external market<br />
conditions and achieving compensation comparability for those in DCIPS positions.<br />
Recommendation 8. In accordance with the design principle regarding funding, OUSD(I)<br />
should explore alternative funding sources and methodologies to ensure that pay pools are<br />
adequately funded and provide meaningful payouts to all deserving employees.<br />
Recommendation 9. To strengthen its system of internal checks and balances, OUSD(I)<br />
should develop a process to allow employees to obtain a formal review of pay band<br />
decisions when they believe their positions have been assigned to the wrong pay band and<br />
to appeal a performance evaluation.<br />
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