The document discusses the results of the 2012 Federal Employee Viewpoint Survey which showed a downward trend in responses regarding promotions and performance recognition being based on merit. Specifically, only 33.5% responded positively to promotions being based on merit and 33.8% responded positively to performance differences being recognized. The author believes this is due to career ladder promotions allowing automatic promotions after one year at a satisfactory performance level and automatic within-grade pay increases regardless of performance level. This system does not adequately reward better performing employees and provides little incentive for high performance. Raising the minimum performance level for promotions and pay increases could help improve morale and provide taxpayers better value.
The presentation comprised the strategy to improve employee performances through compensation and benefit. The presentation also includes case study of FMCG industry.
The presentation comprised the strategy to improve employee performances through compensation and benefit. The presentation also includes case study of FMCG industry.
Update for this job poistionJob OverviewSummaryThe Depa.docxbreaksdayle
Update for this job poistion:
Job Overview
Summary
The Department of Homeland Security (DHS) is calling on those who want to help protect American interests and secure our Nation. DHS Components work collectively to prevent terrorism; secure borders and our transportation systems; protect the President and other dignitaries; enforce and administer immigration laws; safeguard cyberspace; and ensure resilience to disasters. We achieve these vital missions through a diverse workforce spanning hundreds of occupations. Make an impact; join DHS.
U.S. Citizenship and Immigration Services
secures America's promise as a nation of immigrants by providing accurate and useful information to our customers, granting immigration and citizenship benefits, promoting an awareness and understanding of citizenship, and ensuring the integrity of our immigration system. Visit us at
https://www.uscis.gov/about-us/careers/life-uscis
.
Every day, our
Immigration Services Officers
independently research, interpret and analyze an extensive spectrum of sources in order to accurately adjudicate immigration benefits and petitions. This position of IMMIGRATION SERVICES OFFICER starts at a salary of $35,265.00(GS-05 step 1), to $56,790.00 (GS-07 step 10) with full promotion potention to GS-09, Step 10 $69,460.00. Apply for this exciting opportunity to become a member of the Service Center Operations Directorate, Potomac Service Center, in Arlington, VA or Washington, DC within U.S. Citizenship and Immigration Services.
For definitions of terms found in this announcement, please click
here
SHIFT WORK:
is position may be subject to shift work, shift differential may apply.
This position
is
in the bargaining unit.
This position
is not
considered "essential" for purposes of reporting to work when the facility might otherwise be closed.
Relocation expenses are authorized if you are assigned to the RAIO program and have been approved for rotation from an overseas assignment. Relocation expenses for employees assigned to an OCONUS location will be considered on a case-by-case basis.
Note:
USCIS may fill one or more positions using this vacancy.
Duties
As an
Immigration Services Officer
, you will:
Research and interpret an extensive spectrum of sources including: immigration laws and regulations, operating instructions, legislative history, precedent decisions, state and local laws, international treaties and other legal references in order to follow the correct course of action. Process immigration applications and petitions using available electronic systems to verify numerous established data points.
Provide direct and continuing assistance to U.S. Immigration and Customs Enforcement (ICE) personnel, and officials of other Federal agencies, in identifying individuals who pose a threat to national security and public safety
Interview applicants and petitioners to elicit statements in order to assess credibility to determine the applicant's eligibility for .
HR Professional should be able to establish a Market – Competitive Pay structure. No doubt, SMEs and startups cannot compete with more giant corporations when it comes to offering glamorous salary packages and benefits. Make sure you provide a competitive salary and contribute as many benefits to your team as possible, such as health insurance, life insurance, retirement plans, extra.
Assignment 3InstructionsFor Each MemoEmailYou need to.docxsherni1
Assignment 3
Instructions
For Each Memo/Email
You need to respond by:
Replying to the email with your own reply email
Telling how important the email is – either high importance, medium importance, and low importance
Finally you may add additional actions (optional)
Context of the case
The company is using a graphic rating scale
The rating scale is a 5-point scale with no verbal descriptions – thus it is difficult to give feedback
Traits are evaluated
Scale is used for most jobs – thus it may not be job-related
Example email
FROM: Mary Smith, Purchasing, [email protected]
SUBJECT: Annual Performance Review
TO: Human Resource Department, [email protected]
I have a troublesome question to ask you. I would ask this of my supervisor but she is not here now as she is currently in the hospital. For over 20 years I have received an overall performance review, and my evaluations have all shown that I am an excellent employee. I am five years from retirement and, frankly, I have reached the point where performance evaluations are not of any consequence to me. I know I am going to do a good job. I also know that I will not be promoted or transferred, and I am at the top of my pay grade. Therefore, why should I continue to be evaluated formally?
Good Response
From: Human Resource Department, [email protected]
To: Mary Smith, Purchasing, [email protected]
Every employee at our company gets a performance review. It is part of our strategy that all employees receive good feedback. Performance appraisals have multiple purposes – merit increases, promotions, developmental feedback – thus I believe we should continue to give you feedback on your performance no matter the length of your service.
(Medium Importance)
You may want to include an additional note of explanation for your response if you feel it is necessary (optional).
PERFORMANCE APPRAISAL/COMPENSATION EMAILS
Situation: The OL organization is a medium to large-sized service organization in New England. The OL organization’s performance appraisal system, which was designed by the HR Department several years ago, requires that all employees be evaluated by their supervisor on an annual basis except for new employees, who are appraised after the first 90 days (the probationary period). The performance appraisal form, which is used for all employees, is shown below. Supervisors are required to complete this form covering each of their employees at the appropriate time. They should discuss the evaluation with the employee, ask each employee to sign the form at the end of the interview, and return the completed form to the HR department.
The organization has several different wage structures, including one for executives, one for managers, and one for all the other workers. The job evaluation is the point factor technique in which all jobs receive a point value based on an assessment of compensable factors. Jobs are then assigned to a grade level, and ea ...
Most prospective H-1B employees and H-1B employers begin with either of the following two questions: “I would like to work in the U.S. using an H-1B visa, but am not sure if I qualify” or “I want to hire a foreign worker but not sure if the individual qualifies for an H-1B visa.”
Update for this job poistionJob OverviewSummaryThe Depa.docxbreaksdayle
Update for this job poistion:
Job Overview
Summary
The Department of Homeland Security (DHS) is calling on those who want to help protect American interests and secure our Nation. DHS Components work collectively to prevent terrorism; secure borders and our transportation systems; protect the President and other dignitaries; enforce and administer immigration laws; safeguard cyberspace; and ensure resilience to disasters. We achieve these vital missions through a diverse workforce spanning hundreds of occupations. Make an impact; join DHS.
U.S. Citizenship and Immigration Services
secures America's promise as a nation of immigrants by providing accurate and useful information to our customers, granting immigration and citizenship benefits, promoting an awareness and understanding of citizenship, and ensuring the integrity of our immigration system. Visit us at
https://www.uscis.gov/about-us/careers/life-uscis
.
Every day, our
Immigration Services Officers
independently research, interpret and analyze an extensive spectrum of sources in order to accurately adjudicate immigration benefits and petitions. This position of IMMIGRATION SERVICES OFFICER starts at a salary of $35,265.00(GS-05 step 1), to $56,790.00 (GS-07 step 10) with full promotion potention to GS-09, Step 10 $69,460.00. Apply for this exciting opportunity to become a member of the Service Center Operations Directorate, Potomac Service Center, in Arlington, VA or Washington, DC within U.S. Citizenship and Immigration Services.
For definitions of terms found in this announcement, please click
here
SHIFT WORK:
is position may be subject to shift work, shift differential may apply.
This position
is
in the bargaining unit.
This position
is not
considered "essential" for purposes of reporting to work when the facility might otherwise be closed.
Relocation expenses are authorized if you are assigned to the RAIO program and have been approved for rotation from an overseas assignment. Relocation expenses for employees assigned to an OCONUS location will be considered on a case-by-case basis.
Note:
USCIS may fill one or more positions using this vacancy.
Duties
As an
Immigration Services Officer
, you will:
Research and interpret an extensive spectrum of sources including: immigration laws and regulations, operating instructions, legislative history, precedent decisions, state and local laws, international treaties and other legal references in order to follow the correct course of action. Process immigration applications and petitions using available electronic systems to verify numerous established data points.
Provide direct and continuing assistance to U.S. Immigration and Customs Enforcement (ICE) personnel, and officials of other Federal agencies, in identifying individuals who pose a threat to national security and public safety
Interview applicants and petitioners to elicit statements in order to assess credibility to determine the applicant's eligibility for .
HR Professional should be able to establish a Market – Competitive Pay structure. No doubt, SMEs and startups cannot compete with more giant corporations when it comes to offering glamorous salary packages and benefits. Make sure you provide a competitive salary and contribute as many benefits to your team as possible, such as health insurance, life insurance, retirement plans, extra.
Assignment 3InstructionsFor Each MemoEmailYou need to.docxsherni1
Assignment 3
Instructions
For Each Memo/Email
You need to respond by:
Replying to the email with your own reply email
Telling how important the email is – either high importance, medium importance, and low importance
Finally you may add additional actions (optional)
Context of the case
The company is using a graphic rating scale
The rating scale is a 5-point scale with no verbal descriptions – thus it is difficult to give feedback
Traits are evaluated
Scale is used for most jobs – thus it may not be job-related
Example email
FROM: Mary Smith, Purchasing, [email protected]
SUBJECT: Annual Performance Review
TO: Human Resource Department, [email protected]
I have a troublesome question to ask you. I would ask this of my supervisor but she is not here now as she is currently in the hospital. For over 20 years I have received an overall performance review, and my evaluations have all shown that I am an excellent employee. I am five years from retirement and, frankly, I have reached the point where performance evaluations are not of any consequence to me. I know I am going to do a good job. I also know that I will not be promoted or transferred, and I am at the top of my pay grade. Therefore, why should I continue to be evaluated formally?
Good Response
From: Human Resource Department, [email protected]
To: Mary Smith, Purchasing, [email protected]
Every employee at our company gets a performance review. It is part of our strategy that all employees receive good feedback. Performance appraisals have multiple purposes – merit increases, promotions, developmental feedback – thus I believe we should continue to give you feedback on your performance no matter the length of your service.
(Medium Importance)
You may want to include an additional note of explanation for your response if you feel it is necessary (optional).
PERFORMANCE APPRAISAL/COMPENSATION EMAILS
Situation: The OL organization is a medium to large-sized service organization in New England. The OL organization’s performance appraisal system, which was designed by the HR Department several years ago, requires that all employees be evaluated by their supervisor on an annual basis except for new employees, who are appraised after the first 90 days (the probationary period). The performance appraisal form, which is used for all employees, is shown below. Supervisors are required to complete this form covering each of their employees at the appropriate time. They should discuss the evaluation with the employee, ask each employee to sign the form at the end of the interview, and return the completed form to the HR department.
The organization has several different wage structures, including one for executives, one for managers, and one for all the other workers. The job evaluation is the point factor technique in which all jobs receive a point value based on an assessment of compensable factors. Jobs are then assigned to a grade level, and ea ...
Most prospective H-1B employees and H-1B employers begin with either of the following two questions: “I would like to work in the U.S. using an H-1B visa, but am not sure if I qualify” or “I want to hire a foreign worker but not sure if the individual qualifies for an H-1B visa.”
Harrison Assessments Recruitment White Paper by Dan Harrison
Federal employee compensation and performance presentation
1.
2. Musings on Federal Employee Compensation and Performance By Caroline
Krewson
3. • The Office of Personnel Management released the 2012 Federal Employee
Viewpoint Survey Results in November 2012.
The results show the opinions of 687,000 Federal employees.
4. • I found notable the downward trend in the percentage of positive responses to
two statements:
“Promotions in my work unit are based on merit” and
“In my work unit, differences in performance are recognized in a meaningful
way.”
5. • The first statement resulted in a 33.5% positive response.
The second statement resulted in a 33.8% positive response.
Indeed, the percentage of positive responses to these statements has remained
below 40% since 2008, the earliest year used for comparison in the 2012
report.
6. • These results are not surprising to me, based on my many years of experience
working in the Federal government.
I can think of two reasons.
The first is the increase in the use of career ladder promotions.
7. • These are promotions an employee can obtain noncompetitively after one
year provided his/her rating of record is level 3 or fully successful.
For example, an employee may be hired at grade 7 (the General Schedule has
grades 1-15) in a position with promotion potential to grade 11.
After one year at the grade 7 level, the employee may be promoted to grade
9, and after another year, the employee may be promoted to grade 11.
In less than 3 years, an employee may go from making $42,209 as a grade 7
(with locality pay) in Washington, DC, to $64,548 as a grade 11.
8. • Second, there are the automatic step increases within the grade.
Continuing with the example above, after a full year at grade 11, the
employee earns a within grade increase from one step to the next step (there
are 10 steps in a grade) for another $2000 pay increase.
9. • The step increases come every year for the first three steps, every two years
for the next three, and every three years for the last three before step 10.
This happens regardless of the type or level of work or whether the person is
outstanding in his/her performance (level 5),
or exceeds fully successful (level 4),
or fully successful (level 3).
10. • In sum, an employee who works as a GS-14 supervisory information
technology specialist with an outstanding or exceeds rating is treated the
same as the GS-07 fully successful human resources specialist when it comes
to step increases, and possibly worse when it comes to promotions if the GS-
14 is not in a career ladder but the GS-07 is, since those in career ladders are
often promoted (noncompetitively) with a level 3 rating after a year, while
those who are merely level 3, or even level 4, are unlikely to be selected
competitively for a promotion, and usually not on a timetable such as that
provided for career ladder promotions since they have to wait for a different
position at the higher level to come open.
11. • Level 3 may do as an acceptable level of competence for an employee to
remain employed for 30 years and earn a retirement (they cannot be
unacceptable or poor), but not for earning a promotion and step increase.
Given the amount of the pay increases from promotions and step increases,
and how often they occur, it would serve the morale of the better performing
employees to see the minimum level raised to level 4. It would certainly
provide the taxpayer better value for his/her money.
12. •About the Author:
Possessing more than 25 years of executive experience in the Federal government
and private industry, Caroline Krewson retired with the rank of Air Force Reserve
Colonel.
Ms. Krewson also earned a Masters of Public Administration from Golden Gate
University, graduating at the top of her class with the distinction of summa cum
laude.
13. The nation’s highest civil service awards —
the Presidential Ranks of Distinguished Executive and Distinguished Professional