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首页> 美国政府科技报告 >Results-Oriented Management: Opportunities Exist for Refining the Oversight and Implementation of the Senior Executive Performance-Based Pay System
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Results-Oriented Management: Opportunities Exist for Refining the Oversight and Implementation of the Senior Executive Performance-Based Pay System

机译：以结果为导向的管理：存在改善高级管理人员绩效薪酬体系监督和实施的机会

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Agencies are allowed to raise pay caps for their Senior Executive Service (SES) members if the Office of Personnel Management (OPM) certifies and the Office of Management and Budget (OMB) concurs that their appraisal systems meet applicable criteria. As requested, this report examines selected agencies policies and procedures for (1) factoring organizational performance into SES appraisal decisions, (2) making meaningful distinctions in SES performance and (3) building safeguards into SES systems. Also, this report examines OPM and OMB oversight in certifying the pay systems through their statutory roles. GAO selected six agencies based on mission, structure, and number of career SES variations. GAO analyzed the agencies policies and fiscal year 2007 aggregate SES appraisal data and OPM guidance. GAO recommends that the United States Agency for International Development (USAID) provide uniform organizational performance assessments to reviewing officials to help inform their executive appraisal recommendations. GAO makes several recommendations to OPM and OMB to strengthen its communication to agencies on certification decisions and to improve the efficiency of the certification process. USAID, OPM, and OMB generally agreed with the recommendations.

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