PerspectiveMeritPay

SEC Suspends Unfair Pay for Performance System


March 2008:

In February, during Congressional testimony on federal pay for performance systems, the SEC announced its commitment to temporarily separate its performance management system from its much-maligned merit pay system while the agency works with NTEU on implementation of a new performance management system.

The GAO Performance Management System Report


Essential Elements for a Merit Pay System


February 2007:

As previously reported on www.secunion.org, the Federal Service Impasses Panel (“FSIP”) entered an order in October regarding employee compensation issues at the SEC. That order requires, among other things, that future merit pay increases at the SEC must be tied to employee ratings under a new five-level performance evaluation system, which will be redesigned based upon the recommendations of a joint labor-management committee formed for that purpose. The joint committee’s work will be moving forward in the coming weeks, and its recommendations will likely have a substantial impact upon the efficacy of the performance-based pay system at the agency.

The Merit Pay Process


October 2006:

In what has become a late summer ritual at the SEC, the agency recently distributed annual Merit Pay step increases to employees. Unlike in the past, however, this year the Executive Director’s Office sent an e-mail message to all employees notifying them that the overall funds available for Merit Pay increases were limited this year. Some senior managers also have notified their employees that, as a result of the limited funding, although the average Merit Pay increase in prior years was approximately two steps, this year the average increase was closer to one step. NTEU has filed a national grievance challenging this change in the agency’s past practice, as well as an information request regarding the distributions.

Syndicate content