Unfortunately we went into it whole hog at JFCOM. I would call it a reformed system, if by "reformed" one means "worse." At least the way it has been implemented here, there is no real change over the old system, except that you must generate much more paperwork than before. There's a big Kabuki theater made of generating detailed performance plans, measureable and "SMART-aligned" objectives with metrics, and close counseling with your raters through the rating cycle. Then, your highly measurable performance can be compared and properly weighted against your peers in the command, and finally you can reap the big financial rewards due a hard worker (or nothing but punishment if you are a slug) that you couldn't get under the old system. That was how it was sold to us - the new system would reward the good and punish the bad, and if you are good and ambitious, you can gain much greater rewards than under the old GS system.Originally Posted by Tom Odom
Unfortunately, you spend loads of time writing and re-writing and re-writing some more your SMART objectives, all of which get ignored as you see yourself getting exactly the same rating as all the other 400 or so civilians in the command, and everyone getting the same payout at the pay pool.
A lot of money and effort spent, a lot of buzzwords and hazy ideas thrown around (many from the business world), frenetic activity and confusion sown in the ranks, all for a questionable and likely non-existent real result at the end. It has Donald Rumsfeld's fingerprints all over it.
Edit: All things considered, I like my job and am certainly thankful to have it - just consider NSPS to be a colossal waste of time and money. The GS system was fine. Just had to get this in here... don't want to leave the impression that next I will complain about sharing rental cars on TDY
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