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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Why would the GS-15 do more than is asked?  There's no room for promotion (unless they want to go SES, which for most non-supervisory GS-15s is a big no thank you).  And in government, "initiative" is as likely to get someone in trouble as rewarded (to the extent rewards are even available).

So, basically: welcome to management in the federal government.  If your worst problem is an employee who does what's asked and nothing more, consider yourself lucky.[/quote]

I hear you and don’t fully disagree. But if you ago back to the standards for a GS-15 (OPM classification guide), 15s are expected to take an ambiguous assignment / requirements and figure it out. You should be able to articulate the desired outcome and the 15 develop and implement the path/activities to achieve it. I manage 8 GS-15s and they don’t all exceed expectations, but I have NEVER have to tell them how do get something done. They figure it out including asking clarifying questions if needed. I would discuss with HR and set a higher expectation. You’d be justified in doing so—OPM standards would support you. [/quote]

LMAO, good luck with trying to do something to someone who is getting their work done. There are no sticks and barely any carrots. I'm a 15 and in a union, is this person?[/quote]

I'm PP and wanted to add - morale usually flags with a new supervisor, esp someone from outside the org. What have you done OP to build engagement and relationships? That will get you a lot farther than trying to find fault in performance.[/quote]

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