Action:
The
USPTO should create a
competitive compensation package for Supervisory Patent Examiners (SPEs)
and other managers to encourage the best candidates to apply for the positions
and simultaneously reward the current managers.
Background Information:
One of the most important characteristics of a successful
SPE and manager is the ability to train, manage, lead and mentor employees. The
very nature of the managing work requires a myriad of skills, which are
not always necessary or needed as a primary examiner. These characteristics
along with excellent interpersonal skills and competent knowledge of the
art and patent laws and procedures are fundamental to successfully manage
our workforce. A well-trained workforce is perhaps the most significant
contributing factor in ensuring the quality of our products. Therefore,
in an effort to attract as many competent employees as possible, with
the needed skills, a competitive compensation package, which would include
the opportunity to earn awards competitive to those of examiners would
assist in enticing candidates to apply for the positions.
USPTO
Recommended Course of Action:
Implement
an awards package of up to 10 percent for SPEs and managers. The 2003
awards package is being aligned with the goals outlined and monitored
in the USPTO Revised Strategic Plan and scorecard.
In
recognizing the need to attract the best possible employees to become
SPEs and managers, a compensation package that includes an enhanced award
package
of up to 10 percent would encourage a larger pool of applicants to apply
for these positions. Additionally, a higher award would encourage behaviors
necessary for excellence in existing SPEs and managers.
The
awards would be based on the performance of those skills necessary for
each position for example, mentoring, training, motivating and leading. Specific
measures tailored to encourage specific behaviors would be rewarded.
Details:
· Requires notification to all managers
and Technology Centers.
· Requires monitoring and measuring
of the elements identified for rewarding.
Return
on Investment:
Estimated
investment:
· Cost of awards.
· Increases the pool of candidates
for management positions.
· Encourages behaviors needed to be
an excellent supervisor.
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