GovernmentExecutive.com

Homeland Security Secretary Michael Chertoff on Thursday told lawmakers that he would like to avoid delays in switching to a pay-for-performance personnel system.

"I think delay is the worst of all worlds," Chertoff said at a House Government Reform Committee hearing. "I think the uncertainty of the transition is always the hardest piece and, frankly, the longer we delay the transition -- the more we drag it out -- the more apprehension we're going to have and the more anxiety."

Chertoff's remarks came when Rep. Eleanor Holmes Norton, D-D.C., asked him if the Pentagon's recent decision to postpone implementation of a similar personnel system by at least several months gave him any pause.

DHS will need to design a framework for evaluating employee performance that will stand up in court, Norton said. "One doesn't want to build a system that is full of opportunities for litigation," she noted.

But Cheftoff said his department is ready to move forward and plans to implement regulations governing the system in August. "We are committed to doing this and we should move forward in a disciplined but brisk manner in getting this implemented," he said, adding that he has worked under pay-for-performance systems most of his career and believes the DHS system will work.

Funding shortfalls, however, could hurt the system, Chertoff said. He urged lawmakers to restore the $26 million that has been cut from the $53 million requested to implement MAX HR - as the personnel system is called - in preliminary versions of the DHS fiscal 2006 appropriations bill.

"Frankly, if we want to have the system work well - if we want to be fair and transparent and efficient -- we have to pay for it," Chertoff cautioned. "We can't shortchange the training; we can't shortchange putting in place a process that's going to be fair and efficient."

COMMENTS

• "I think delay is the worst of all worlds," Chertoff said at a House Government Reform Committee hearing. And this is the guy that has not appointed a CFO as required by law! He is 45 days later than the law allows! His pay should be significantly reduced and he should be removed based on his performance (or lack thereof!) taxpayer Posted June 13, 2005 7:34 AM
• REALLY -- the only reason the DHS was created was to push the personnel reforms down your throats and it is this administration! How soon you forget what a friend we had in the Clinton administration! What about half of the DOD civilians losing their jobs or being forced to relocate? Gee, I forgot to thank that government worker-loving administration. Before you speak, take a look at who voted for all of the reforms and the BRACs. If you believe we really have any friends, you are falling for their lies. The government workers are seen as overpaid and lazy by all politicians. Don't try looking at their records though, so many of them miss important votes, guess they are playing golf. Try to find any Kerry votes for 2003 and 2004. He was supposed to give his salary back to the state because of his absence as a senator but he refused, stating he felt he did his job campaigning for president! What honesty! Now, forget about the civil servant or America, the losing party has decided to stonewall all Republican efforts even if they are right for us or the country. Great pack of guys and gals we have in Congress. We don't care which party is in power, whoever won, won; thats why we have a democracy. It is sad that there was a higher turnout for elections in Iraq where they risked (and sometimes lost) their lives to vote. Perhaps we should outlaw parties and lawyers in congress and get this country running the way it should. The attention should be on what is best for the country and its people, not for the parties. GovExec.com reader Posted June 14, 2005 7:19 AM
• The concept of pay for performance is indeed an interesting one. While I have long agreed with this type of pay, after working for TSA and observing the treatment of the screeners by the management I don't think it's going to work. The pay for performance is dependant on everyone being fair. At our airport here we have so far logged a reported 23 EEOC complaints against management. We have had a turn over of 37 people in a 40-person station in 2 1/2 years While this may not seem important, at a reported 27,000 dollars per person to train and equip an employee, this is a considerable loss for the taxpayer. First we approached the model work place. They could do nothing as the same management that we were reporting about controls them. We have used the chain of command to inform D.C. of the gross violations of SOP and personnel. To this date there is still no "real" investigation of our allegations. These allegations include harassment; sexual and personal, targeting for whistleblowers and out and out lying to cover up breaches of security. We have meticulously collected the documentation to support our allegations. Who have we contacted? Everyone all the way to Ken Kasprisin's office. Doug Hallstead was cordial at first, but as time went on he too seemed to fall into the company line. Who has cared? No one. The company line is cover up, lie and deny. Will the pay for performance work? Under these circumstances, I don't think so. valarie westmoreland Posted June 12, 2005 11:45 AM