The public sector pays for performance

Article Abstract:

Public agencies in Chester County, PA, vying for technical skills and talents, have adopted a pay-for-performance system that furnishes employees with a clearer conception of their responsibilities and functions, as well as providing them with greater opportunity for advancement through hard work.This job evaluation and pay policy project involves the formulation of job descriptions for all positions in the county from which quantitative point-factor sizing of jobs and performance measurements influencing merit pay were created. For each position, key end results and their accomplishment measurements were formulated, both of which were weighted based on performance impact in a position. Supervisors and their subordinates will be able to identify any employee progress, or inadequacy requiring further development through an inspection and evaluation of performance based on achievement measurements.

Compensation management, Pennsylvania, Chester County, Pennsylvania

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Revamp ineffective performance management

Article Abstract:

Good workforce performance results in enhanced corporate performance. However, attempts to carry out effective performance management often fail due to poor planning, lack of expertise and insufficient administrative support for basic business goals such as quality, customer satisfaction and increased productivity. A case study of a professional service company is used to illustrate how a performance management system can be implemented successfully. An important first step toward this end is the assessment of existing performance evaluation practices. This is to determine how employees feel about the current system, how other systems will be received, what management expects of performance appraisal, and how effective the present appraisal system is in meeting management expectations. Employee involvement is also essential in ensuring the success of performance management.

Evaluation, Performance standards, Job performance standards

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