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Author: Ginger Groeber
Publisher:
ISBN: 9781977403780
Category : Business & Economics
Languages : en
Pages : 0
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Book Description
The U.S. government employs around 2 million civilian personnel. The authority to hire and manage civilians is covered by a patchwork of human capital programs and rules that, over time, has failed to keep pace with the dynamics of a twenty-first century workforce. Federal human resources (HR) managers have complained that federal hiring procedures were rigid and complex. In an attempt to address such problems, the government has created an intricate system of demonstration projects, alternative personnel systems (APSs), and direct-hire authorities that have targeted select agencies and job types. While adding flexibility, these reforms have often resulted in multiple HR systems and greater complexity in managing federal personnel. One goal of the 2018 President's Management Agenda is to enable simple and strategic hiring practices, and the Department of Defense was tasked with examining best practices of federal demonstration projects and APSs. Toward this end, the authors identified best practices for recruiting, hiring, and compensation in 41 federal demonstration projects and APSs that began between January 2008 and May 2019. Informed by a literature review and discussions with civilian human resource professionals, the authors categorized best practices into three effectiveness groups: best, promising, and innovative. This review of program practices also revealed shortfalls in the evaluation process and implementation of these programs. The findings can inform the government's direction as it addresses the need for a talented and high-performing workforce supported by contemporary and effective human resource systems and practices.
Author: Ginger Groeber
Publisher:
ISBN: 9781977403780
Category : Business & Economics
Languages : en
Pages : 0
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Book Description
The U.S. government employs around 2 million civilian personnel. The authority to hire and manage civilians is covered by a patchwork of human capital programs and rules that, over time, has failed to keep pace with the dynamics of a twenty-first century workforce. Federal human resources (HR) managers have complained that federal hiring procedures were rigid and complex. In an attempt to address such problems, the government has created an intricate system of demonstration projects, alternative personnel systems (APSs), and direct-hire authorities that have targeted select agencies and job types. While adding flexibility, these reforms have often resulted in multiple HR systems and greater complexity in managing federal personnel. One goal of the 2018 President's Management Agenda is to enable simple and strategic hiring practices, and the Department of Defense was tasked with examining best practices of federal demonstration projects and APSs. Toward this end, the authors identified best practices for recruiting, hiring, and compensation in 41 federal demonstration projects and APSs that began between January 2008 and May 2019. Informed by a literature review and discussions with civilian human resource professionals, the authors categorized best practices into three effectiveness groups: best, promising, and innovative. This review of program practices also revealed shortfalls in the evaluation process and implementation of these programs. The findings can inform the government's direction as it addresses the need for a talented and high-performing workforce supported by contemporary and effective human resource systems and practices.
Author: William Eaton Foster
Publisher:
ISBN:
Category : Civil service reform
Languages : en
Pages : 80
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Book Description
Author: United States Government Accountability Office
Publisher: Createspace Independent Publishing Platform
ISBN: 9781982009519
Category :
Languages : en
Pages : 38
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Book Description
Federal Workforce: Recent Trends in Federal Civilian Employment and Compensation
Author:
Publisher:
ISBN:
Category :
Languages : en
Pages :
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Book Description
Author: Ligaya J. Fernandez
Publisher: DIANE Publishing
ISBN: 1437902936
Category : Business & Economics
Languages : en
Pages : 67
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Book Description
Each year, the Gov¿t. hires tens of thousands of new employees. Traditionally, the vast majority of these new employees were appointed at grades GS-11 and below. However, the number of new hires at grades GS-12 and above has been increasing, especially since FY 2000. New programs often require the influx of new expertise at higher levels. As the senior or journeyman-level analysts, supervisors and managers, these new upper level employees have critical roles in the effective and efficient operation of the Gov¿t. This group of new employees was studied to determine whether the Gov¿t. is hiring the best applicants for these jobs in accord with the merit system principles and to find ways to improve the hiring of these personnel.
Author:
Publisher:
ISBN:
Category : Civil service
Languages : en
Pages : 12
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Book Description
Author: U.s. Government Accountability Office
Publisher: Createspace Independent Publishing Platform
ISBN: 9781973962373
Category :
Languages : en
Pages : 38
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Book Description
" Skilled federal workers are critical to the successful operation of government. At the same time, personnel costs for current and former federal civilian employees represented about 26 percent of total discretionary spending in 2012; these personnel costs are outlays from budget authority authorized by appropriations acts. Given the need to control agencies' personnel costs while also maintaining agencies' high performance, a thorough understanding of employment and compensation trends is a critical component of strategic workforce planning. GAO was asked to provide data on federal employment and compensation trends. This report examines (1) employment trends of federal civilian personnel from 2004 to 2012 and some factors that affect these trends, and (2) the extent to which federal civilian employee compensation has changed (as a percentage of total discretionary spending) and some reasons for this change. For this report, GAO analyzed government-wide executive branch civilian personnel data from 2004 to 2012. GAO also interviewed Office of Personnel Management (OPM), Office of Management and Budget (OMB), and other selected agency officials. GAO also reviewed relevant literature, such as studies on attrition. GAO is not making any recommendations in this report."
Author: United States. Congress. Senate. Committee on Post Office and Civil Service
Publisher:
ISBN:
Category : Civil service
Languages : en
Pages : 132
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Book Description
Author: Terrence K. Kelly
Publisher: Rand Corporation
ISBN: 083304446X
Category : Political Science
Languages : en
Pages : 131
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Book Description
Uses the Office of Personnel Management's Human Capital Assessment and Accountability Framework, which advocates strategic alignment, workforce planning and development, and leadership and knowledge management, to assess the U.S. civilian personnel and staffing requirements for stability and reconstruction operations.
Author:
Publisher:
ISBN:
Category : Civil service
Languages : en
Pages : 8
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Book Description
In response to a congressional request, GAO provided information on the effects of the pay disparity between the federal government and the private sector by examining: (1) attrition rates and recruiting difficulties in the federal scientific and engineering community; (2) attrition rates in other occupations; and (3) federal recruitment problems in general. GAO found that: (1) Congress introduced eight bills to establish special pay and personnel systems for certain agencies or groups of federal employees to alleviate inadequate pay and hiring and retention difficulties; (2) factors such as the state of the labor market, the particular occupation, and the age, sex, and education of employees affect attrition so that the occupation with the largest pay gap may not have the highest attrition rate; (3) chemists and engineers have large pay gaps but low quit rates, as compared to clerk-typists and secretaries, who have small pay gaps but high quit rates; (4) federal white-collar workers have a lower quit rate than those in the private sector because of the fact that they tend to be older and have more years of service and the lack of portability of civil service retirement benefits; (5) although the Department of Defense's overall attrition rate remained the same between 1977 and 1984, the rate for engineers doubled during the same period; (6) 7 of 10 civilian agencies surveyed in 1985 stated that they had significant problems in recruiting scientists and engineers, and the military services expressed concern about the quality and quantity of people they were able to obtain; and (7) civilian agencies attribute recruiting problems to the slow federal hiring process and to federal employment's poor image.
