Tag: Human Resources
The author says that while well intentioned, the Chief Human Capital Officers Act of 2002 is inadequate to meet the talent management challenges the government faces today.
An aging population of federal employees means that many are leaving federal service due to retirement. The National Active and Retired Federal Employees Association (NARFE) argues that this means there could be a damaging loss of institutional knowledge these federal workers take with them. However, the author points out that the turnover rate among federal employees is very low compared to the private sector and says that the loss of institutional knowledge from retiring federal workers might not be as bad as NARFE is projecting.
With all the hoopla and controversy about holding Federal employees accountable, a simple straight forward process exists to terminate Federal employees for a number of legitimate reasons within an Agency’s control. The author will provide a brief description of the process and suggest how Agencies that aren’t using it now can take advantage of the option.
The author says that the government keeps millions of job applications as well as volumes of other data regarding the human resources process. However, he says that these data are viewed primarily as “records” rather than data that could answer a lot of questions to help agencies better manage their workforces.
With businesses learning that traditional performance appraisal processes are bad for business, the author says that it is time to admit they are bad for government too. He explains his reasoning for this opinion and provides suggestions for improving the process.
What does it mean to say a position is sensitive and in the “public trust?” The author describes some problems he sees with determining an employee’s suitability for occupying a sensitive position as well as some important case history related to the process.
Thanks to the recent data breaches, the Office of Personnel Management is getting the kind of attention that most Federal agencies never want and has subsequently left many questioning the competency of agency staff and leaders and even wondering whether it should even exist. The author says he believes that OPM still has the potential to be the talent management agency the government needs.