Performance appraisal season is approaching for federal employees. The author says that past performance ratings do not reliably predict positive changes for the future and offers some supporting evidence as to why.
Almost everyone outside of labor union activists wants to make removing government’s worst employees easier or less complicated. Such was the intent of the last major civil service reform more than 30 years ago. It failed. Here’s why.
Dennis Reischl was known to many in the federal labor and employee relations community. He passed away recently. A friend, colleague, and admirer explains what he contributed to the federal community.
While the Federal Labor Relations Authority is tiny when compared with most Executive Branch employers, it must present its own unique challenges to management. In my 36 years in and outside government, I have encountered many managers who supervise attorneys. They liken their leadership role to herding cats.
The new employee probationary period is “the most elegantly simple program we have in Human Resources.” Unlike many other areas of human resources the author has encountered, it is elegant in design and simple to use.
Disloyalty can be toxic. There is a sizable contingent of Uncle Sam’s workforce that dislike their bosses, their management in general, entire agencies, and even the Federal government itself. It seems to be growing larger and more vocal all the time.
Despite numerous examples of failed implementation, pay-for-performance for the Federal sector continues to build momentum.
The author says it’s time to consider limiting the Douglas Factors to a smaller number.
For three decades, federal HR has been working with the 12 “factors” from an MSPB decision. However, much has changed since then.
On many occasions participants in seminars for federal employees have asked if they should purchase insurance that would cover the costs of defending themselves from lawsuits brought against them. Here are a few considerations when you make your decision.
