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Create new formats for job postings on USAJOBS that include separate categories for Telework (y/n) and Flexible Hours (y/n). People who are looking for jobs would like to search for these, and it's not possible now. If employers have to step up and identify these types of jobs up front, telework and flex hours will be more job dependent than empolyee/boss dependent. Besides, putting them out there on USAJOBS will tell the world that the government really does intend to implement alternative work arrangements and to enter the 21st century. A good thing.
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I THINK OPM SHOULD HIRE ADDITIONAL PERSONNEL TO DISPENSE A RETIREE'S PENSION .
IT HAS BEEN FIVE AND A HALF MONTHS AND STILL NO PENSION. OH SURE THEY SEND YOU A SMALL AMOUNT AND EXPECT A PERSON TO LIVE OFF OF IT. THEY SEND ME A WHOPPING $714.00 A MONTH, THAT'S ABOUT $170.00 A WEEK.THAT IS REALLY NICE OF THEM.
I CALL OPM AND RECEIVE THE SAME RUNAROUND THAT I NOW HAVE A CASE WORKER, BULL!!!
I WONDER IF THEY COULD LIVE OFF OF $170.00 A WEEK?? THEY WOULD BE THE FIRST TO SCREAM THAT IT IS NOT FAIR AND HOW DO YOU EXPECT US TO LIVE.
IF THEY CAN'T DO THE JOB, THEY SHOULD BE REPLACED (A LOT OF PEOPLE OUT OF WORK) OR IF THEY ARE UNDERMANNED THEY SHOULD HIRE ADDITIONAL PERSONNEL.
I WILL CONTINUE TO CALL, WRIGHT THE NEWS MEDIA, CONTACT MY CONGRESSMAN, WHAT EVER IT TAKES. SOMEONE AT OPM OWES ME AND I AM SURE MANY OTHERS AN EXPLANATION.
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I would like to retire and work part time closer to home. So, having worked for the government for over 32 years, I thought I'd take a look a options on USAJOBS. There aren't many there. I don't think managers naturally think of hiring people part time, nor do I think organizations make it particularly easy for managers to hire part time employees. Perhaps this is a cultural rather than a policies/procedures issue. I suspect it's a little of both. Thanks for looking into it, OPM.
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I think it's about time that the Federal Government has an open season for Life Insurance. For most people, you only get one shot at selecting your life insurance. You can't get additional insurance unless you go through a medical exam and hope that everything is fine and then OPM will make the decision if you can get it nor not. Why not just have some open season's to let those that want to increase/change, just like the other open season's that we have.
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I just wanted to give some praise to all those involved in the effort to reform federal hiring practices. From Berry's speech yesterday, I think we have a great upgrade in the system that will lead to improved performance, engagement and motivation. Thanks!
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Disruptive Technologies: A Holistic, Pragmatic Approach
New technologies are emerging at a faster pace than Agencies can swallow. The rate of obsolescence outpaces the rate of change.
Despite the new technology flood, Agencies lack a strategy to on-board these disruptions. As a result, they often react, flounder, or simply ignore them.
We can solve these problems in four major areas of practice:
Leadership and Management: How must leaders change with new technologies? How will this transform Agencies from the inside out?
Customer Strategy: How is the public behaving differently online? How can I reach them where they are?
Enterprise Strategy: Internal systems are connecting with external - How will I keep up with the dizzying pace? Employees are adopting collaboration and social tools without my control - How should I manage?
Innovation and Design: Experimenting on the general public is a bad idea, so how can I learn in a safe place? What vendors and providers should I lean on?
Here is a great slideshare webinar to get you started:
http://www.slideshare.net/charleneli/developing-a-social-strategy-webinar
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I am a Fed employee and I had to take unpaid leave last year after having a C-section. There is no paid maternity leave for Fed employees. The Fed also does not offer it's employees short term disability insurance for these types of things. But here's the real shocker: we are not allowed to buy short term disability from other providers. Companies like AFLAC are not allowed to sell short term disability policies to Fed employees. I am considering leaving the Gov't after 5 years of faithful service so that I can work for a company that will allow me paid maternity leave or disability insurance that will cover my mortgage while I can't work. These policies are not the way the Gov't is going to attract good employees or keep the ones they have.
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When there is a change to the law, for example, FERS redeposits - why not have a coming events page announcing it and then keep it updated while you are writing your procedures for the law change. If you do a search on any new law, all you get is dated material.
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Bad choice for OPM to just send this to full time employees. Part-time employees are an important part of our workforce and you are sending them the wrong message by excluding them from this effort.
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When NSPS employees who performed well so that their current pay is above the GS step 10 level go back to the original GS pay scale, a new one should be created. This should be similar to the different pay scales for computer people and nuclear engineers.
NSPS performing employees should not be penalized by 50% of their Jan pay increases.
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I know of a case where a 10 point disable veteran currently working as a contractor for OPM has been rejected to work as a Federal Employee for the same position in the same location and doing the same work that he has been doing for over a year. I notice that many federal HR personnel are being influenced by management to select only those employees they one for the position and not the employees that can better do the job.
ID: You do not meet the experience or education required for this position is the message he got.
When the HR Person was contacted and questioned, she said that it was because the words his resume did not match the words in the USA Jobs requirements, but while he was not selected by the OPM HR, he is currently doing the same very job as a contractor and there are no complaints with his performance.
So if he can do the job as a contractor, what stop him from doing the same quality work as a federal employee, at the end is just a change of title, from Contractor to GS, the results are the same, the work will continue to be done.
In the other hand, some of the personnel that were selected for the position in the certificate don't even have a degree which is required for the position. And the disable veteran that was not selected for weird and strange reasons, has a degree and 20+ years experience in the job.
So as you can see still today in OPM many HR Personnel are being influenced to select only the one they are interested on and not the real qualified personannel.
Bottom line, we need independent agencies not related to the personnel/HR Office to check the selection process and make sure that not only their friends or their friends/friends are selected for the positions.
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Standardize Telework Agreements with a common sense approach.
Government Shutdowns
Workers with the capability of teleworking should be expected work even when the government is shutdown due to weather or other natural disasters. Unless that worker is directly affected by the situation (power outage, for example) the employee should be expected to work.
Example: On a recent flight to DC, I sat next to a government full-time teleworker that worked every day during the recent government shutdown. Several part-time teleworkers in DC, from that persons same agency, refused to work because their agreement did not require it. These same people routinely teleworked one day per week and had been requesting two days per week. Yet, when the opportunity to prove their worth came up, they failed to perform.
Compensation During Shutdowns
Some often present an argument that requiring teleworkers to work during shutdowns, when others do not, is not fair. This would be less of an issue if all that were able were required to telework.
Note: This proposal is related to:
Mandate Telework Participation Wherever Feasible
http://ideascale.com/t/UB3hZI8p
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The near total shutdown of government in DC during the recent snowstorm highlights the need for more teleworking capabilities. There are many policies regarding teleworking, however a large component of supervisors and managers see it as a privilege rather than a necessity.
This time it was a snowstorm, but what about in cases of natural disaster or pandemic? We need the ability to continue governmental functions in the face of adversity.
Proposal: Mandate that all government employees have the capability to telework
That should be the default. Exceptions should require waivers on a case by case basis. Admittedly there are several categories that could be exempted. For example, physical security, maintenance workers and custodial engineers may not have any functions that could be performed virtually.
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There is a large number of retired VA workers. These former VA employees have the knowledge and skills to process claims for the verterans administration.
Can they be hired on as contractors working from home to assist in answering questions or inquiries via telephone or email?
The retired VA community can help a lot, most of us worked for 30 years or more d would love the opportunity to help in some way.
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When evaluating current employees seeking other federal positions, I'd like to see constructive feedback on how competitive our resume and qualifications were compared to other applicants.
Also,provide a summary of what qualities, skill sets, education and experience separated those considered for the position from those not considered.
This feedback would help better prepare applicants for future consideration.
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It would seem to me that agencies would benefit from a stardardized online Entrance on Duty system or(EOD)solution
The benefits of which would not only help "improve time to hire" but provide an important bridge for new entrants to the federal workforce at the get go, and lead to increased "new hire commitment" and "improved retention".
Another benefit would be to ultimately mitigate risk from losing talent during the "time to start" period when candidates are most susceptible to competing offers of employment from the private sector. At best even a 30-40 day cylcle absent a security clearance, can be too long for top level talent to wait in the given economic conditions and unemployment hitting all time highs.
Of critical importance too is the fact that all too often the technology is changed but not the paperwork processing requirements. This leads to cost over runs and contractors charging .33 a form to scan something that could easily be entered online securely from home by a new hire before they hit the ground day one. I know personally my wife keeps all my PII on file, I tend not to have this at the ready, but thats' just me.
The goal with an EOD Online solution ultimately is not only going to help government reduce paperwork requirements for agencies across the board but enable the standardization of forms to streamline the process and bring it online. Data availability and information quality related to employee expectations of salary and benefits are also improved avoiding to costly mistakes.
There are several examples but relatively few success stories out there, as well as number of studies on the topic. It would seem to me that OPM could easily spearhead an Onboarding solution most effectively. The pipeline of talent is out there, the interest to answer the call to public service is high, and as reforms comes online so to should an EOD process for forms so that the face to face and interpersonal side of a new hire orientation be something that is lasting amd memorable. Let agencies worry more about how to make the best first impression we can on new recruits, so that what resonates in our new entrants is that answering the call to service was the right choice. Afterall what attracts most technical talent is the chance to work on some amazing projects and technilogical innovations, and then come day one only to find out that for the first three days the new engineer or IT professional has to fill out paper forms.
I don't think this should be an inherently governmental function as there are solutions out there but in that agencies should aspire to have the first impression solidfy and validate a new hires excitement to enter public service- it should not be a negative, tiresome process, that takes up both parties time on the first days of being on the job. After all, isn't making it through the hiring process hard enough and EOD should not be the gauntlet of forms that has become, at least then we could spend more time working on the security clearance processes.
Just a thought...
Respectfully,
John Bersentes
Director Business Development
TMP Government
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294 lawyers (Law (JD or other law degree))....really?!?! I was disappointed in seeing so few MPA finalists.
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why doesn't opm institute a program simlar to what some cale tv companies have? If the wait is over 5 minutes let the person who phoned leave a number that they can be reached at. at least the person can get something done while they are waiting for someone to answer there questions. My time is just as important to me as the time of the employees. Your e-mail response times are a joke. Answers should be received within at least 72 hrs. 6 weeks is to damn long a time to wait for an answer. some one needs to wakw up.
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I am concern about the integrity and accountability of the SCEP/STEP programs. These programs have become so loosely managed. What use to be great opportunity for young people, has become a free fall for parents/agencies to get their adult age children jobs. The organization I worked for has over 160 SCEP/STEP students with an average age of 23. This limits the opportunity for others to be able to get an experience such as the SCEP/STEP.
The current policy and procedures for the SCEP/STEP programs are open ended. Times have changed and these rules need to be relooked. One alternative -- SCEP program should mimic the FCIP program. With the exception to fill the hard fill positions such as acquisition, engineering’s, doctors, lawyers. Individuals must compete for the positions, they must have a certain GPA, it should be a two year program, and meaning for individual in undergraduate studies cannot compete until their third year. If they maintain an acceptable GPA and performance then convert to a permanent position. STEP program should be seasonal hire program, with individuals competing and reinstate that students cannot work in the same organizations with their relatives (especially mothers and fathers). When students graduate from high school, vocational program, college program, they must be removed from the rolls. I hope you take this idea into consideration, as the DoD is your biggest corrupt in mismanagement of the program.
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As a retired Federal employee it seems selfish to object to the 40% increase in my Mail Handlers monthly premium. With so many Americans without health insurance or denied or overcharged for their premiums I am grateful that we have OPM to represent us. However, I would like to learn more about the negotiating process that goes on between OPM and the FEHB insurance providers. A 40% increase is abrubt and I think unprecedented in a very down economy. What could insurance companies have asked for to be allowed a 40%
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I would like to participate in working with other veterans of my age or younger in getting them properly acclimated again to to civilian life. This could be in the capacity of an employed position or volunteering in the Boston Massachusetts area. Many times those who carry the weight of the U.S. on their shoulders are forgotten after returning home unless they have personal connections. To many are left to deal with post traumatic stress syndrome with nothing more then copious amounts of drugs to pacify them and others turn to alcoholism to try and forget the pain.
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Amend Title 5 to allow VA to provide 10 point Veterans Preference letters to servicemembers that are separating and will be known to have compensable service-connected disabilities. Currently, servicemembers may only receive a 5 point preference when applying for a Federal job before leaving service.
VA allows for servicemembers to file disability claims up to 6 month before leaving service. For those that are also applying for Federal jobs, VA can make a determination that their claimed disabilities will be service-connected and compensable, thus allowing for the 10 point preference. VA already uses this process known as a memo rating to waive the funding fee for VA home loans and to establish eligibility to Vocational Rehabilitation benefits.
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Why don't employees apply for new positions and instead choose to remain unchallenged? This can happen for many reasons. Ultimately I think the fix is a culture change. This would involve a commitment to not only results orientation but a continuous learning environment. In order to foster continuous learning, it must be embedded within the business strategy of a firm. An option would be pay for performance. A way to make this happen might be to make the steps within GS levels more drastic and make the main component of completion of a step and a therefore a GS level lie in performance and work instead of seniority.
Another step would be to incorporate continuous learning within your competencies. As with every initiative, there must be buy-in of a learning organization from top execs, the director, secretary etc. The message that the federal government provides a service to its customers, the most important customers in the world, the American people, must be communicated and believed within the government. Communicate praise for good work. Empower front line staff to deliver results, to work on interesting and meaningful daily work. All energy and potential can be doused when work is not engaging. Allow teams to work together to foster an involved and inviting environment. Too often public sector work is done individually which leads to a lack of initiative and no incentive to share ideas, knowledge. It kills collaboration and causes employees to become unengaged. Ultimately, this might mean tweaking job design but is very well worth the effort.
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For goodness sake, come into the 21st century and redesign the gov't job app form to be USER FRIENDLY.
AT A MINIMUM, DO THESE THINGS:
1. Acknowledge people's busy lives & allow SAVE feature so applicants can work on it when all info is available and they have snippets of time.
2. Allow enough space for text entry in all fields. Section C Item 9, Section E, Section F, Section G are currently useless. Current set-up forces applicant to attach multiple pages of additional content, with cross references to the form sections. Supervisors HATE THAT and don't have time for it.
3. Make reasonable demand on applicants' skills in using fillable pdf forms and relax the unforgiving formatting. Archaic date format of mm-yyyy is a good example. Eliminate instant pop-up window with instructional message AFTER the typist has entered data; it adds no value.
Left as is, OF 612 is good way to get non-fed Joe Citizen to GIVE UP. I'm a 30 year fed and I'm used to bad processes. This form is one of the worst I've seen in a very very long time.
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