Dmba610: Week 9 Assignment – Department of Navy Civilian Employee Selection and Performance Appraisal Evaluation

DMBA610: Week 9 Assignment – Department of Navy Civilian Employee Selection and Performance Appraisal Evaluation

Jody R. Warner

University of Maryland University College

DMBA610: Week 9 Assignment – Department of Navy Civilian Employee Selection and Performance Appraisal Evaluation

Executive Summary

Modern federal hiring practices are designed to be entirely unbiased and fair with an underlying intent to recruit and retain the best possible talent for the government. Conversely, an antiquated federal employee (GS) rank/pay system is used to appraise employees using sixty-year-old concepts and methodologies that lack refinement and don’t promote performance. Based on the aforementioned statements, you should immediately see somewhat of process that funnels top talent into a pay/appraisal program that needs modernization; similar to shoving a square block through circular hole. The two don’t seem to match and the lack of modernized concepts for GS employee performance management appears, at a glance, to be problematic and in need of refinement. However, in practice modern federal hiring practices are failing and recent attempts to modernize the antiquated appraisal system for federal employees have failed and thus been discarded in favor of the unrefined GS system. This paper examines real-world implementations of the aforementioned processes and programs as applied to a US Naval agency.

Introduction

Examined herein are employee hiring methods and performance appraisals programs for General Schedule (GS) Competitive Naval Air Warcraft Center Aviation Division (NAWCAD) employee appointments. US federal hiring activities/processes are governed by policies set forth by the Office of Personnel Management (OPM). In short, OPM provides a framework for agencies (such as NAWCAD) with the intent for them to develop programs in accordance with the set forth policies. As a current...