PERFORMANCE PAY Pay based on “how well” someone works.

PAY

“High” Performance

“Low”Performance

ARTICLE: AUTHOR James S. Bowman Florida State University Professor of Public Administration

Problem Areas Covered

Implementation Funding Teamwork Productivity

PROBLEM: IMPLEMENTATION No Clear Guidelines

How is Performance Determined? Gray Areas Margin of Error

“If you can’t explain it simply, you don’t understand it well enough.” – Albert Einstein

PROBLEM: FUNDING Inadequate Amount of Funding Distribution of Funding

Who gets what? Why do they get it?

Because performance monies are inadequate, “when the amounts are divided up, the awards are reduced and the program is devalued.”

– Director of Personnel Interior Department Larry Lane

PROBLEM: TEAMWORKUnhealthy Competition

Potential.

Dependence on Individual Accomplishments.

Promotes Self Interest Above Other’s.

DEGREDATION OF TEAMWORK

PROBLEM: PRODUCTIVITY Focus on Performance Rather Than Product Limits Productivity

PROBLEMS: RECAP

PROBLEM: IMPLEMENTATION

• No Clear Guidelines

PROBLEM: FUNDING

• Inadequate Funding

• Distribution of Funding

PROBLEM: TEAMWORK

• Degrades Teamwork

• Unhealthy Competition

PROBLEM: PRODUCTIVITY

• Focus on Performance Not Product

• Limits Productivity

PART II: CASE STUDIES AND

DISCUSSION

CASE STUDY: GRADES AS PAY Base Example of Performance Pay: Grades. PIL Product: Learning. What should grades reflect?

GRADE

WORK DONE

PRODUCT PRODUCED

-OR-

CASE STUDY: P.I.L. PERFORMANCE PAY Select One “Top Performing” Individual OUTSIDE of

Your Group.

Pay Them!

CASE STUDY: P.I.L. PERFORMANCE PAY What did you base their performance on?

How do you feel about performance pay?

How do you feel about a single group/individual judging your performance and basing your pay upon it?