The author says that more prospective federal employees are lying on their job applications in order to get hired. He explains why he believes this is happening.
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.
The author says that unions, like the people they represent, come in a lot of flavors. He describes some of his own experiences which highlight both the good and the bad when it comes to unions and also says that the right leadership in agencies and unions can be a force for real progress.
The House of Representatives recently passed a bill making it much easier to fire employees at the Department of Veterans Affairs. The author says that while well intentioned, the bill is taking the wrong approach, and he outlines the main problems he sees with the legislation.
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.
The recent data breaches have put the Office of Personnel Management into a deep hole. The author looks at some deliberate steps he says OPM must take to begin resolving its current predicament and eventually emerge as a better and more effective agency.
With recent hacking of federal government computers on a massive scale, it is apparent federal agencies are struggling to compete for talent in Cybersecurity and Digital Services. Is government going to be able to compete for this talent pool?
The author says that a lot of headlines about the pay of the federal workforce are intentionally misleading, and in some cases, outright falsehoods.
The author says there are a number of good reasons to reform the General Schedule pay system. He offers some detail on why he believes this to be so.