Clear job performance standards
There are a lot of ideas for getting rid of poor performers, but one of the things that keeps these people in their jobs is that job descriptions and requirements are written so loosely that a worker basically only has to show up for work and do something - anything - to get a passing rating. This allows managers to opt out of managing while taking advantage of those workers who are competent by giving them extra work ...more »
There are a lot of ideas for getting rid of poor performers, but one of the things that keeps these people in their jobs is that job descriptions and requirements are written so loosely that a worker basically only has to show up for work and do something - anything - to get a passing rating. This allows managers to opt out of managing while taking advantage of those workers who are competent by giving them extra work for little or no compensation. Every performance plan needs to have MEASURABLE criteria that an employee needs to meet before getting a passing or eligible rating. Failure to meet those criteria should result in a PIP, demotion, or firing. I came to the government from the private sector and this is how they operate. Most organizations (like mine) have to have more employees to cover for the non-performers. My recommendation: remove the deadwood, cut back on the number of staff, and give a portion of the salaries of people who have been let go to the remaining competent staff. This would result in savings in employment costs and increased staff morale.
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