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GAO-05-812R 1 (2005-06-29)

handle is hein.gao/gaocrptarys0001 and id is 1 raw text is: SGAO Accountability * Integrity Reliability United States Government Accountability Office Washington, DC 20548 June 29, 2005 The Honorable Tom Davis Chairman Committee on Government Reform House of Representatives The Honorable Jon C. Porter Chairman Subcommittee on the Federal Workforce and Agency Organization Committee on Government Reform House of Representatives Subject: Issues Related to Poor Performers in the Federal Workplace Many factors contribute to an organization's success in accomplishing its mission, but none more than the effective management and utilization of its greatest asset-its employees. A high-performing organization relies on a dynamic workforce with the requisite talents, multidisciplinary knowledge, and up-to-date skills to ensure that it is equipped to accomplish its mission and achieve its goals. An effective performance management system can help an organization manage the day-to-day activities that allow employees to perform at their highest levels by creating a clear linkage-line of sight-between individual performance and organizational success. In the current environment where federal agencies are facing the challenges of transforming themselves, some agencies have begun to create results-oriented organizational cultures where unit and individual performance is linked to organizational goals. Effective performance management systems can help create such cultures by providing objective information to allow managers to make meaningful distinctions in performance in order to reward top performers and deal with poor performers. For example, final regulations establishing the Department of Homeland Security's (DHS) new human capital system state that DHS supervisors and managers are to be held accountable for making meaningful distinctions among employees based on performance, fostering and rewarding excellent performance, and addressing poor performance. Although poor performance is not defined by statute, title 5 of the United States Code characterizes unacceptable performance as performance of an employee which fails to meet established performance standards GAO-05-812R Poor Performers in the Federal Workplace

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