Stay informed with the latest federal human resources news, including updates on federal employee unions, labor relations, collective bargaining, workplace policies, and federal HR guidance. This category covers OPM regulations, pay, leave, and benefits administration, labor‑management disputes, union negotiations, workplace rights, and major **HR policy changes.
The author says that the average time to fill metric in human resources is meaningless by itself. He says that adding a quality measure alongside of it is the only way to determine if agencies are making hiring progress or not.
The author says that it is a well established fact that managers have the right to establish standards for requiring employee attendance at work. He notes, however, that failure to enforce attendance requirements can result in further attendance problems and lower morale among employees. He says that supervisors should never be afraid to initiate the appropriate action when warranted and cites some cases as precedent for enforcing consistent attendance in the federal workplace.
The author says that to many employees, the concept of discipline usually conjures up a very negative impression as being punitive. However, he says that if applied effectively, discipline is designed to modify behavior or performance and should always be the first and foremost goal of supervisors and management.
The author says that the government does a poor job of dealing with its poor performing employees, however, he says that making it easier to fire federal employees is not the answer.
Have a concern or frustration about your agency or your job? You may have a chance to share your feedback in the upcoming Merit Principles Survey.
As the summer reaches its peak and the hot weather intensifies, the Office of Personnel Management is reminding agencies that they can allow federal workers to telework to prevent heat-related health problems.
The author says that there are two types of bias: conscious and unconscious. She explains what the latter is and how it can have a negative impact in the workplace.
A bill recently introduced in the House of Representatives would limit the amount of time federal employees have to appeal adverse actions. Ironically however, another House bill introduced at the same time would help strengthen protections for whistleblowers.
A “Comprehensive Policy Agenda for a New Administration in 2017” proposes changes for the federal workforce that would save about $330 billion by 2026. The proposals envision cuts to federal pay and benefits in a number of ways from changes to retirement, the federal leave program, and removing federal workers. Here is a summary.
Companion legislation has been introduced in the Senate to accompany a House bill that would expedite the removal process of VA employees for poor performance or misconduct.
