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  • Unless they are attributed to someone else, the opinions posted on this blog are Jeff Weintraub's (the blog's creator and sole proprietor, pictured above) and do not necessarily represent the views of his employer, clients, family, friends or anyone else who might even be remotely associated with him, wittingly or unwittingly. In short, don't blame others for Jeff's crazy ideas, which he conjures up on his own.

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Comments

Sherry

I have experienced first-hand a significant problem in at least one local government in the DC area. For whatever reason (unions being only one), the work of these public employees is not bound by performance outcomes or any measurable goals. Poor training, lack of true professional HR people in top positions, lack of incentives, no measures tied to regular evaluations -- all of these are the norm, not the exception. As a result, poor (or problem) performers are just shuffled around instead of being fired, and lackluster customer service is neither criticized nor can it be changed. By implementing clear, easily understood, easy-to-use performance and evaluation systems, combined with proper training and sufficient incentives, some of the biggest problems might be solved. If the unions fight this, then they are the part of the problem. Until then, there's fault on all sides.

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