Proponents of the federal government's decision to award bonuses to executives argue that such incentives are essential for attracting and retaining top talent within the public sector. They contend that performance targets are often set with high standards, and achieving them can be challenging. Therefore, even partial achievement of these targets may warrant recognition. Additionally, they suggest that bonuses can serve as motivation for executives to strive for continuous improvement and innovation in public service delivery.
Supporters also point out that the performance management program includes both at-risk pay and bonuses, with the latter awarded for exceptional performance. They believe that the system is designed to reward executives who demonstrate leadership competencies and contribute positively to their organizations, even if all targets are not fully met.
Furthermore, they argue that the overall performance of the public sector should be evaluated holistically, considering factors such as service delivery improvements, cost savings, and public satisfaction, rather than focusing solely on the achievement of specific targets.