State News

Audit gives employee program poor evaluation

Posted August 19, 2010

— Auditors say inflated worker ratings, poor legislative oversight and across-the-board pay raises have essentially made North Carolina’s performance management program for state employees useless.

State Auditor Beth Wood’s office on Thursday released its review of the program designed to reward workers who have strong government careers and to ensure fair pay raises.

The review points to a 2008 state personnel report that found worker evaluations are unreasonable. Only 1 percent of employees fail to meet expectations and 81 percent are considered outstanding or very good. That report found there’s virtually no connection between pay and performance because the General Assembly usually approves the same raises for everyone.

Wood’s recommends lawmakers decide whether to revise or eliminate the system altogether.


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  • bluegrass Aug 19, 2010

    In this economy be thankful for your jobs much less your inflated performance ratings.

  • Stormy13 Aug 19, 2010

    I am currently a State employee and we have not gotten a pay increase in over four (4) years. Even though the "cost of living" has increased, as well as everything else, our pay has not. Back when we got our last increase it was approx. $500 a year added to your yearly salary to those that made less than $42,000 a year. If you made more per year the increase was a percentage which came out to be MUCH higher than the $500, so those that made more per year got a much larger increase. I agree completely that the employee performance program needs to be redone.

  • Dollars-and-Sense Aug 19, 2010

    The State has always had a problem with administering a merit based pay system. If one is ever started, the grievances will quadruple. Someone will file a complaint because they did not receive a higher raise than expected. That is one reason why, IMHO, the state has kept the system to give everyone cost-of-living raise and no merit based raises. There are some steps that could improve government service. For some agencies, there should be 'secret shoppers' to evaluate the services. These would be independent, third party contractors. I cannot tell you the number of times someone from the state has not returned my call or given me a response to my email. (Hey legislators...are you reading this?) In conclusion, although I have dealt with a lot of helpful & professional state employees, there are far too many that need to be shown the exit door.

  • kidsmeal2002 Aug 19, 2010

    It's a joke at my office because no raises regardless of what is said and mgmt makes a really big deal out of it. Really Hilarious. Those who give 50% & those who give 110% are getting the same $0.00.

  • marcpjones Aug 19, 2010

    I dont know if the use of the word automajic was a typo or on purpose, but it sure fits. Especially in an election year.

  • bluegrass Aug 19, 2010

    I am sure the NCHP and the SBI are top performers on paper with this system. At best state workers are like the rest of the world falling into the "bell" curve. No better.

  • dogluvr26 Aug 19, 2010

    With our company, it is specified that only X% can be in "Exceeds", so then the other rankings have to be dropped to make sure this amount isn't skewed. The raises are a salary percentage that have to be in a certain range if you're given a particular performance ranking (i.e., you can't have "Poor Performer" getting the highest raise possible). The hard part is when you truly do have a team of exceptional employees & would like to reward them all. Instead, you give them what you can, while meeting the company's overall average percentage raise. It leads to a lot more accountability & less favoritism...something that I personally know lacks in the state government & so they may benefit from switching out to this type of system.

  • DontLikeTheSocialistObama Aug 19, 2010

    Our ineffective corrupt state government at work.

    In addition to what was said in the article, wptf 680 also said in some cases poor performing employees got higher raises and compensation than poor performing employees.

  • RonnieR Aug 19, 2010

    I didn't know the State still used these. Even back last century, when I worked for the State, the evaluation was paper exercise. Every few years, when an inspection from headquarters was scheduled, we'd have to go to the district office and the secretary would give us ones to sign for the period of years since the last inspection. They were then forgotten about until the next inspection. Since there are no steps, except for teachers and NCSHP and those are automagic, there is really no purpose for them anyhow.