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FPCD-78-71 1 (1978-08-10)

handle is hein.gao/gaobachhq0001 and id is 1 raw text is: DOCUuI3? 2ESUME 06876 - [B2287301 A Management Concern: How To Deal with the lonproductive Federal Employee. FPCD-78-71; B-150411. August 10v 1978. 31 pp. Report to the Congress; by Eluer 3. Steats, Comptroller General. Issue Area: Personnel Banagement and Copensatic (300). Contact: Federal Personnel and Compensation Div. Budqet Function: Education, anpower, and Social Services (500); Education, Hanpoer, and Social Services: Cther labor Services (505). Orqanization Concerned: Civil Service Commissica; Department of Health, Education* and velfare; Department of Labor; Veterans Administration; Department of Housing and Urban Development. Congressional Relevance: House Committee on Post Office and Civil Service; Congress. Authority: Civil Service Reform Act of 1978; R.I. 11280 (95th Conq.); S. 2640 (95th Cong.). Llcld-La~ollette Act cf 1912 (5 U.S.C. 7501). Veterans Preference act of 1944 (5 U.S.C. 7512; 5 U.S.C. 7701). 5 U.S.C. 4304(a). 5 U.S.C. 4304(b). 5 U.S.C. 4303. Executive Order 11491. Executive Order 11787. Executive Order 10988. Keener v. Gnited States, 165 Ct. 4. 334, 341 (1964). Gratehouse v. United States, 512 1.2d 1104 (1975). Perlman v. United States, 490 1.2d 928 (1974). Concerns have been expressed that man Government employees are not productive and that nothing can be done about it. Federal agencies are empowered to fire, suspend, or denote employees in accordance with established laws, regulaticus, and procedures. Findingz/Conclusions: Tbe Civil Service Commissioners, top agency officials, leaders of Federal emFloyee unions, and Federal employees hold widely divergent views on the difficulty of removing nonproductive personnel, Rost aee that a Federal job is not assured for a lifetime and that dscharging an employee should occur only if the person does not respond to counseling, has skill deficiencies which axe not correctable, and cannot be suitably reassigned. Shcrtcmiangs in the Federal personnel system which contribute to difficulty in firing unsuitable employees are: a rating system that gives abcot 95% of employees the same satisfactory rating in spite of ide variations in performance, inadequate or nonexistent performance standards and measurement systens, lack of inc4ntives fo manaqers and supervisors to deal with zcblea employees, lack of probationary periods for tenured employees promoted to supervisory positions, and eligibility for withiangrade fay increases based on longevity. Also, agencies are deterred from removinq employees because of perceptions of difficulties, fear of reprisals, and the complexity of removal procedures. he Civil Service Reform Act of 1978 roccomends changes which should simplify the identification and@ if necessary, the removal of nonproductive employees while adeguately pzotecting their

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