Production goals

[tango]

I know that, in calculating monthly productivity, we are expected to produce a favorable decision in 4 hours and an unfavorable in 8. What about a partially favorable decision? I've heard different numbers thrown around by different people in my office. Thanks.

[admin]

last time I heard partials were treated as unfavorables.  You need to keep your own records so you can track atypical cases that take extra work, such as CDR's, overpayments, partials, income and resource cases, especially if they are considered "favorable".  The management tracking system often mischaracterizes them as just a "favorable".  You also need to track "downtime" such as meetings, non-decision work, record-keeping, training [including CLE] and make management aware of that monthly.  You should also remind them of these totals prior to your evaluations.

[EEB]

Does anyone outside of Region 6 have production standards/goals for Senior Attorneys (SA) that are as follows:
2 hours for a SA decision
3 hours for a favorable ALJ decision
8 for a denial

[tango]

But if I have to keep track of the fact that the partial favorable was a partial myself, doesn't that mean that management is only giving me 4 hours' credit for it?

[Stringer Bell]

Partials, whether later onset or closed period, are counted as unfavs where I work and anywhere else I have heard of. 

[Stringer Bell]

But if I have to keep track of the fact that the partial favorable was a partial myself, doesn't that mean that management is only giving me 4 hours' credit for it?

I would only worry about what mangement is telling you. You should keep track of all your decision fav, partial, unfav, DAA, hell even dismissals.  CPMS MI makes this easy.

[jrh83]

But if I have to keep track of the fact that the partial favorable was a partial myself, doesn't that mean that management is only giving me 4 hours' credit for it?

You need to track cases yourself, in addition to the report you can run on CPMS MI.

1.  because sometimes CPMS fails to give you credit for writing the case.
2.  because unless you know what you've done, you have no basis to argue with whatever number management provides.
3.  you need to push management to tell you what numbers they are using in evaluating you.  They will likely refuse to share numbers re: other employees but should at least provide your numbers.

If you don't act to protect yourself, it's doubtful anyone else will.