Robbie Kunreuther is the Director of Government Personnel Services (GPS). GPS provides 1 to 3-day seminars to Federal agencies in four subject areas: Dealing with performance and conduct issues; Developing sensible performance appraisal criteria; Fostering cooperative labor-management relations; and Applying mediation skills in the workplace. Over the years, Robbie has trained thousands of Federal supervisors, managers, HR specialists, and union officials. For more information about him and GPS, go to www.trainlngfeds.com.
Robbie Kunreuther's Latest Posts
Fewer than 3% of the EEO cases were litigated are lost by agencies. The EEOC tried to put a spin on this disturbing statistic by noting that more than one-fourth of cases are settled and “Many of these resolutions contained favorable outcomes for the complainant, including monetary and non-monetary benefits.”
Have you ever had a coworker who spent more time/energy avoiding work than actually working? The author says attitudes and conduct of these people can result in consequences for agencies if not addressed and offers some suggestions for dealing with employee behavior issues.
National Guard Technicians are, with a few exceptions in every state, members of an “excepted service”. While that term applies to many categories of Feds, Title 32 is unique to the Guard and reserves. The author offers some details on what this means.
The author offers his suggestions for Katherine Archuleta, the president’s nominee for OPM Director, and invites FedSmith.com users to share their suggestions as well.
Will a person’s behavior change when getting a written reprimand? The goal should be to change the undesirable behavior. The author analyzes the disciplinary process and offers suggestions for those who may be involved in a disciplinary situation.
The voters in Washington state recently legalized marijuana. The author, who is a resident of Washington, discusses the new law and what it might mean for federal employees who live or work there.
The author says that many people don’t consider the possibility of having performance appraisals that actually improve performance. He says that having a system designed to improve performance would be an appraisal system actually worth having instead of being just about the performance rating.