Readers' Comments
Total Comments: 26
Page 3 of 3
Page 3 of 3
« Previous | Next »
Edsels, Hula Hoops and Internal Government Promotions
Total Comments: 26
Page 3 of 3
Page 3 of 3
« Previous | Next »
Free Email Newsletter
| Close | Change | YTD | |
| G | $12.7116 | +0.0013 | +3.51% |
| F | $12.1775 | +0.0497 | +2.07% |
| C | $9.4002 | -0.9235 | -43.24% |
| S | $10.4051 | -1.2566 | -47.42% |
| I | $12.2414 | -0.9997 | -50.56% |
| Close | Change | YTD | |
| L 2040 | $11.1768 | -0.8749 | -38.72% |
| L 2030 | $11.4481 | -0.7783 | -34.24% |
| L 2020 | $11.8446 | -0.6618 | -28.86% |
| L 2010 | $13.2444 | -0.3625 | -14.33% |
| L Income | $12.4113 | -0.2200 | -7.86% |
December 2, 2008
Search:
Custom Search
Home | About Us | FAQ's |
Site Map | Terms of Use |
Privacy Policy |
RSS 
© 2008 FedSmith Inc. All Rights Reserved.
Internal Promotions
Air Force
Wed Mar 26, 2008 9:48 PM
Post Reply
High level positions are now being reserved for retiring AF officers vice internal career promotions. The Veterans Employment Opportunity Act has assured permanent positions and dual government pensions for all senior AF officers. I am just glad that I am in the closing years of my career and won't have to put up with the favoritism and lies anymore.
Yes, and No...
Been Around
Thu Mar 27, 2008 7:14 AM
Post Reply
More damaging than any contracting was the "Silver Hammer" era, when the mid-professional ranks were thinned by early outs, buy outs and throw outs. Huge talent and continuity gaps were created, which continue to exist today. Much of the Government's professional craftsmanship was foolishly tossed aside then.
Check the government-wide demographics for the administrative professional (two-grade interval) series - the percentage of college graduates has fallen in nearly every field. HR is a prime example, where only about half the specialists are degreed these days. One wonders why complex things don't work well; why automation fails to deliver. This sort of foolishness is a big reason why management is going outside for journey-level, somewhat-skilled workers - there's none available inside. In the Washington metro area, with its killer full-employment labor market, it's imperative...and still apparently failing.
regarding the last part...
HHS
Thu Mar 27, 2008 8:23 AM
Post Reply
I have been trying to complete an application with Home Land Safety talk about overwhelming...
New Hires at DoD
DoD
Mon Apr 21, 2008 8:01 AM
Post Reply
Like most Federal agencies, we at DoD are top-heavy with folks over 50. Many of us have kept up with all the technology advances; going back to College, taking outside training (on our own nickel mostly, as we NEVER have any $$ for Training.) As a reward, we are having outsiders hired to supervise us. Many times we apply for position after position, some of which we have done or may even presently be performing with excellent Performance Reviews. We never have a reply to any of these applications. I myself cannot retire for at least 7 more years. Yet, all applications for training, promotions, and even more challenging assignments all go to the new blood.
Internal promotions???
DoD
Mon May 5, 2008 9:34 AM
Post Reply
After more than 30 years as a contractor to DoD/DOE, I made the change to Civil Service. Number of reasons, the biggest being the ability to carry health coverage into retirement (no longer an option for many contractors).
Part of the inducements was a promised re-classification from GS-12 to 13. But it never happened.
All of the 13 (and above) slots are going to retired Army and Air Force.
I have a PHD, 30+ years of IT background, and will never see a 13 or other position as long as the agencies are allowed (encouraged?) to hire retired military at the higher level positions.
At this point, I will complete my 5 years of service and go back to being a contractor. I will earn more, and still carry the Government Health Care into retirement.
Not a good incentive to remain in Civil Service.
Writing on the wall
DOD
Tue May 13, 2008 11:03 AM
Post Reply
I have read with interest all of the comments about this new order of business. I've worked with several different agencies and can say that if you want to get away from this nepotism, go to work for an agency that does not attract large numbers of the military workforce. For example, while Commerce, Agriculture and the Smithsonian have retired military working for them, they do not exhibit the blind HARC (loved that acronym!) devotion to current or ex-military members. If you are tired of working for former military member, stay away from DOD, Army, Navy, Marine and AF bases and installations as a civilian. I'll bet when everything starts falling apart because people remaining on the job have never done it, that a bit more respect may be paid to the people who know what is going on, not the ones in charge...