Browse Ideas with tag 'performance':

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  Consolidation within the Navy

  Consolidate the Naval Facilities Engineering Command (NAVFAC) and Naval Supply Command (NAVSUP) into the Naval Installations Command (NIC). In 2003 all Class 1 (land) and 2 (infrastructure) real property was assigned to NIC. The consolidation of real property under one command is a good one. But in the end this consolidation created another command that was not provided the capabilities to perform its mission. In order ...more »

  Consolidate the Naval Facilities Engineering Command (NAVFAC) and Naval Supply Command (NAVSUP) into the Naval Installations Command (NIC).

  In 2003 all Class 1 (land) and 2 (infrastructure) real property was assigned to NIC. The consolidation of real property under one command is a good one. But in the end this consolidation created another command that was not provided the capabilities to perform its mission. In order for NIC to perform its mission it requires contracting / acquisition capabilities. For NIC to accomplish its contracting / acquisition responsibilities NIC has had to utilize Memorandums of Understanding with NAVFAC and NAVSUP in order to provide the support, in its Host role, to the Tenant commands located at its shore facilities. In addition, to acquisition support NIC has arranged for personnel from NAVFAC and NAVSUP perform basic planning, programming and budgeting services associated with Environmental, Operational (Supply) and Facility Support.

  My opinion this is an inefficient and costly arrangement. The two service providers have no real vested interest in planning, programming, and submitting budgets for NIC. Both NAVFAC and NAVSUP are service providers and have not traditionally been involved in planning and programming for long term requirements. They are both short term planning agencies who, purchase this, construct this, or maintain that based on the funds provided during a given execution year. Their customers provide them with their future requirements based on the contracting / acquisitions they have projected they will be funded for. This short sightedness for long term planning has created a shortfall in funds required to cover the required annual life cycle costs. This arrangement is similar to contracting to a consultant asking them to tell you what your annual requirements are and how much will it cost. Then with that information you turn around and hire the same consultant make sure the services that they identified and provided a cost for are performed.

  NAVFAC and NAVSUP need to be consolidated into NIC. There are duplicative contracting /acquisition functions within both that could be consolidated into one contracting / acquisition department. The organizational structures could be consolidated into one Headquarters and all Regional Commands rolled into NIC’s structure. This would allow for a reduction of high level staff positions, eliminating some and transferring remaining billets to the major installation level at lower grades. All major installation Commands under NIC should be converted from appropriated funded commands to working capital funded commands. NIC provides appropriated funds via its Regional Commands for the basic operating and support services for the property, infrastructure, and mission tenants assigned to the major installations within. Regional Commands should be looking for common support services that could be bundled and provided to its major installations. The major installations are identified as working capital funded and staffed to provide the basic services to its mission tenant commands. Mission Tenant Commands who require support and service above the basic level can obtain those from the major installation (Host) at the same working capital fund rates established for that Region by NIC.

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  Submitted by Community Member 2 years ago

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  Accountability

  Require executive (including the President) and legislative branches of government to provide the American voting public with quarterly reports clearly outlining their priorities and projected actions. A state of the union speach summarizing past actions is a bit disconcerting. "rebuttals" to this effort are useless babble. If we all knew what was planned, we might have a better chance of influencing decision makers ...more »

  Require executive (including the President) and legislative branches of government to provide the American voting public with quarterly reports clearly outlining their priorities and projected actions. A state of the union speach summarizing past actions is a bit disconcerting. "rebuttals" to this effort are useless babble. If we all knew what was planned, we might have a better chance of influencing decision makers to better consider what their constituents really need and/or want. Once it's done, it's already too late.

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  Contractor Overhead Rates

  Over the years I have seen contractor overhead rates range from 8% to over 200%. In that respect, a couple of years ago, DoD came out with an initiative that capped Academic Grants Overhead rates at 40%. With that in mind, I do not understand why this standard cannot be placed across all of the government contracts. This would force government contractors to be more leaner and lower the overall cost to the government. ...more »

  Over the years I have seen contractor overhead rates range from 8% to over 200%. In that respect, a couple of years ago, DoD came out with an initiative that capped Academic Grants Overhead rates at 40%. With that in mind, I do not understand why this standard cannot be placed across all of the government contracts. This would force government contractors to be more leaner and lower the overall cost to the government. Also, this would ease the down time that is created when awaiting a Defense Contracting Audit Agency (DCAA) overhead rate audit at the beginning or end of a contract. This would speed up award times and closeout times. By speeding up closeout times, the government would spend less time tracking outstanding unexpended funds and in some case allow them to reallocate those funds to another project. By freeing up DCAA, they would be able to spend more time analyzing labor rates and perform other auditing functions to ensure no fraud, waste or abuse was happening.

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  Submitted by Community Member 2 years ago

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  Working Supervisors

  Suggest that all supervisors work as front line staff for one week every quarter - total 4 weeks a month. This would provide supervisor with recent experience of front line staff work environment and can relate to staff better. This would also save four weeks worth of salary (save money).

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  Evaluate positions/ employees performance

  Each Civilian position needs to be evaluated by people outside the particular area to see where employees can be moved from one position to another that would need more people. I know several areas that do not have 8 hours worth of work while other positions are struggling to keep their head above water. During a time of a budget crisis we need to have all employees' positions pushed to a level where all employees have ...more »

  Each Civilian position needs to be evaluated by people outside the particular area to see where employees can be moved from one position to another that would need more people. I know several areas that do not have 8 hours worth of work while other positions are struggling to keep their head above water. During a time of a budget crisis we need to have all employees' positions pushed to a level where all employees have a feeling of being super busy.

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  Submitted by Community Member 2 years ago

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  Save National Weather Service COOP Program for Long-Term Savings

  The NWS should restock Off-The-Shelf, modern observation equipment for the coop observation program so that the coop program doesn't deteriorate beyond repair and adversely affect climate data. The NWS Coop program is probably the most efficient use of federal-civil cooperation to meet any ends. To let it deteriorate would mean more costs in the long term, that's for sure. It takes very expensive equipment to replace ...more »

  The NWS should restock Off-The-Shelf, modern observation equipment for the coop observation program so that the coop program doesn't deteriorate beyond repair and adversely affect climate data. The NWS Coop program is probably the most efficient use of federal-civil cooperation to meet any ends. To let it deteriorate would mean more costs in the long term, that's for sure. It takes very expensive equipment to replace the human eye.

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  Reactivate probationary periods for non-performers

  For non-performing employees, have an option to return them to probationary status. Evaluate performance and determine if employee is functioning at the required standard for the job.

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  Implement tenure review

  Have a review of tenure for all government employees every five years. Underperforming employees will have six months to a year to improve performance or they will be terminated. (Yes, I am a government employee of 10 years and I like my job and enjoy my colleagues. But we are all frustrated by the "dead wood" that accumulates, particularly close to retirement, and the lack of incentives for these employees to actually ...more »

  Have a review of tenure for all government employees every five years. Underperforming employees will have six months to a year to improve performance or they will be terminated.

  (Yes, I am a government employee of 10 years and I like my job and enjoy my colleagues. But we are all frustrated by the "dead wood" that accumulates, particularly close to retirement, and the lack of incentives for these employees to actually try and do the jobs they are being paid to do. Let's give them some incentives!!)

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  Consolidate National Weather Service Engineering Services

  Some of the National Weather Service engineering, regarding weather radar in particular, is done at Norman, OKlahoma in coordination with the FAA and the US Air Force. Some engineering is accomplished at a main engineering facility in Silver Spring, MD.. Still other engineering is accomplished at the 6 regional headquarters offices and here and there and everywhere. The National Weather Service Logistics Center is located ...more »

  Some of the National Weather Service engineering, regarding weather radar in particular, is done at Norman, OKlahoma in coordination with the FAA and the US Air Force. Some engineering is accomplished at a main engineering facility in Silver Spring, MD.. Still other engineering is accomplished at the 6 regional headquarters offices and here and there and everywhere. The National Weather Service Logistics Center is located in Kansas City, MO. The National Weather Service, National Repair Center (NRC) is located in Kansas City, MO. The National Weather Service Training Center is located in Kansas City, MO. The Severe Storms Center is located in Kansas City, MO. The Central Region Headquarters is located in Kansas City, MO. When you think of where you could consolidate engineering services, Kansas City, MO comes to mind. It's not rocket science: if you have a highly-fractured engineering service, it's gonna probably be more ineffective and inefficient than it could be. I believe if NWS Engineering Services were to consolidate in KC, MO it would save millions and make our engineering services more, "productive".

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  Submitted by Community Member 2 years ago

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  Let political parties pay for political primary elections.

  Why do the taxpayers have to pay for POLITICAL primaries? We should not have to pay for anything political. I have no problem paying for an election but put everyone on the ballot. If a party wants to narrow the field let them pay for it.

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  Adopt the S1000D standard

  Adopting the S1000D international standard for technical publications would allow the entire government to be able to share information more easily. The information, once put into a common source database, would be able to be used by whomever needed it. And once it is placed there, the need for reentering the data is not needed, threrby decreasing the costs of rewriting and reediting the work. Most major companies ...more »

  Adopting the S1000D international standard for technical publications would allow the entire government to be able to share information more easily. The information, once put into a common source database, would be able to be used by whomever needed it. And once it is placed there, the need for reentering the data is not needed, threrby decreasing the costs of rewriting and reediting the work. Most major companies have begun to adopt the standard.

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  Corporation for National and Community Service

  CNCS should assign a cost per unit to all grantee award impact work plans. Require that the cost per unit of each Performance Impact Plan be assigned to work plans. This idea will reward successful programs and will reduce the number of programs in which Performance Impact has not been reached. Example: If a grantee writes a Performance Impact Plan that 1,000 jobs will be created, but the grantee actually only achieves ...more »

  CNCS should assign a cost per unit to all grantee award impact work plans. Require that the cost per unit of each Performance Impact Plan be assigned to work plans. This idea will reward successful programs and will reduce the number of programs in which Performance Impact has not been reached. Example: If a grantee writes a Performance Impact Plan that 1,000 jobs will be created, but the grantee actually only achieves 500 jobs created at the end of the year then once the cost per unit is applied the grantee will only keep 1/2 the amount of money for that Peformance Impact than they would have if they had achieved all 1,000 jobs.

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  A Trillion Dollar waste - WELFARE,section8 ,low income housing

  http://www.hud.gov/complaints/fraud_waste.cfm -section 8 and low income housing encourages dependency and complacent behavior. Why work when you can get a house for practically free and keep collecting entitlements. ILLLEGAL squatting and unauthrized people live with a legal tenet often and this is a criminal offense since changes in family size and income are required to be reported. the section 8 system and low income ...more »

  http://www.hud.gov/complaints/fraud_waste.cfm -section 8 and low income housing encourages dependency and complacent behavior. Why work when you can get a house for practically free and keep collecting entitlements. ILLLEGAL squatting and unauthrized people live with a legal tenet often and this is a criminal offense since changes in family size and income are required to be reported. the section 8 system and low income housing system is a complete failure which has drained the US economy of trillions of dollars and maintained tenets in social and financial bondage. there is no incentive to leave section 8 or low income housing. why work or attend college when you can get housing for free or low cost. This encouranges drug abuse and out of wedlock births and tenet abuse by housing squatters and unauthorized people living in the units. section 8 and low income housing also reduce local taxpayers home values and create blighted neighborhoods with loud music and cars with dark windows and dirty messy yards often with dirt as a yard.. SECTION 8 and LOW INCOME HOUSING TENETS NEED TIME LIMITS of 1 to 3 years then they must be evicted from the units since they are living on free enititlements and have no incentive to Raise themselves out of the free benefits. WAKE UP AMERICA! WE ARE TRILLIONS IN DEBT and giving away FREE BENEFITS . remember that all secion 8 and low income housing authoritys are TAX FREE and you pay the costs of educating the people and their rents are susidized and food and insurance are subsidized and paid for. its like the midlle and upper class is paying triple to live, we all have to pay for everyone else.. its not fair..http://www.hud.gov/complaints/fraud_waste.cfm

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  Incentivize collaboration with a 7 hour work day

  The main efficiency problem of the federal government is detachment, or the not-my-job mindset. If you really want to see a fast, efficient federal work force, get everyone in the department to start communicating and working together on everything regardless of title or seniority. In every department there is someone slacking off and someone over tasked, and those roles may change over time due to the chunkiness of our ...more »

  The main efficiency problem of the federal government is detachment, or the not-my-job mindset. If you really want to see a fast, efficient federal work force, get everyone in the department to start communicating and working together on everything regardless of title or seniority. In every department there is someone slacking off and someone over tasked, and those roles may change over time due to the chunkiness of our work (that is to say the workload is intermittent and an individual's workload varies from day to day or week to week). This chunkiness is an inherent feature of qualitative work, and overcoming the problem requires providing an incentive to finish all projects, regardless of size and scope, as efficiently and quickly as possible.

  My recommendation to achieve this without massive processes or oversight is to motivate and empower the employees to do it themselves. For example, you could give the option to all branches, departments, groups, etc, to work a 7 hour day instead of an 8 hour day with full pay. Then you make a couple of additional rules:

  1. You must be able to show everyone in your group how your work could be finished in a 7 hour day. Meaning they know what you are doing and could do it themselves if need be.

  2. Nobody leaves unless everyone in the group can leave, including supervisors. This means those that have nothing to do at the moment have to help others in order to leave early and nobody can hold on to task, working on one project too long to keep themselves busy or rake in the over time.

  My point is this, trying to create some universal rule or process is not going to solve our efficiency problems. You have employed 2.15 million people, these people are smart enough to assess their situation and make improvements that work for their specific situation. However we are hindered by coworkers who don’t care, are too busy, or tried it before and gave up. We need some kind of unifying goal that is going to make us work as a team. If you were to implement this change I think you would see a radical improvement in the productivity, efficiency and work culture of the Government/DoD.

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  Submitted by Community Member 2 years ago

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  Take top 25 submissions and top 25 contributors for discussion

  I like most ideas on this website. I think that most ideas have come from somebody who is trying to do a great job at what they do. It has become so difficult to navigate through that, I have decided to take 15 minutes out of my day to dedicate to this at home on my own time. I believe that the top 25 contributors and top 25 idea submitters should be invited to bring their heads together and discuss what is really ...more »

  I like most ideas on this website. I think that most ideas have come from somebody who is trying to do a great job at what they do.

  It has become so difficult to navigate through that, I have decided to take 15 minutes out of my day to dedicate to this at home on my own time.

  I believe that the top 25 contributors and top 25 idea submitters should be invited to bring their heads together and discuss what is really important to their agency and to the federal government as a whole.

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  Add Recurring Function Skills Tests for Reserve Military

  I propose that members of the Reserve military forces (National Guard/Reserves) be subject to recurring job specialty proficiency tests. This could be done either on a set time basis, or as part of the re-enlistment process. On initial entry or re-classification, each military member receives specialized training specific to the career field that they have chosen. Army schools (for example) provide the majority of this ...more »

  I propose that members of the Reserve military forces (National Guard/Reserves) be subject to recurring job specialty proficiency tests. This could be done either on a set time basis, or as part of the re-enlistment process.

  On initial entry or re-classification, each military member receives specialized training specific to the career field that they have chosen. Army schools (for example) provide the majority of this training, but also require “on-the-job” training to round-out the trainee’s knowledge.

  Without leadership and other co-workers staying up to date and proficient in their trade, this “on-the-job” training cannot be accomplished for the incoming employee. I therefore propose that each service member be required to take recurring tests to ensure that skills have been retained.

  Tests for the specific Military Occupational Specialty (“MOS” in the Army) that each employee is assigned should be updated regularly to include recent changes and procedures. This will ensure that long-time soldiers and leaders are keeping up-to-date with current equipment, procedures, etc.

  This will help keep our force (especially the Reserve Component) relevant. If a member cannot show that they can do their job, perhaps it is time for them to leave and clear the way for someone who can.

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  Clear job performance standards

  There are a lot of ideas for getting rid of poor performers, but one of the things that keeps these people in their jobs is that job descriptions and requirements are written so loosely that a worker basically only has to show up for work and do something - anything - to get a passing rating. This allows managers to opt out of managing while taking advantage of those workers who are competent by giving them extra work ...more »

  There are a lot of ideas for getting rid of poor performers, but one of the things that keeps these people in their jobs is that job descriptions and requirements are written so loosely that a worker basically only has to show up for work and do something - anything - to get a passing rating. This allows managers to opt out of managing while taking advantage of those workers who are competent by giving them extra work for little or no compensation. Every performance plan needs to have MEASURABLE criteria that an employee needs to meet before getting a passing or eligible rating. Failure to meet those criteria should result in a PIP, demotion, or firing. I came to the government from the private sector and this is how they operate. Most organizations (like mine) have to have more employees to cover for the non-performers. My recommendation: remove the deadwood, cut back on the number of staff, and give a portion of the salaries of people who have been let go to the remaining competent staff. This would result in savings in employment costs and increased staff morale.

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  Downsize Gov't Workforce by Eliminating Non-Productive Workers

  First, establish standards of performance that are specific, measurable, action-oriented, realistic and time-specific (can be quantified). Then, use these standards for performance evaluations. Finally, put in place disciplinary action procedures, including termination, for workers who can't or won't meet the standards. Some agencies will find they can operate with fewer employees. Morale will improve as employees ...more »

  First, establish standards of performance that are specific, measurable, action-oriented, realistic and time-specific (can be quantified). Then, use these standards for performance evaluations. Finally, put in place disciplinary action procedures, including termination, for workers who can't or won't meet the standards.

  Some agencies will find they can operate with fewer employees. Morale will improve as employees see performance addressed fairly.

  It shouldn't be easy to fire workers. Management still needs to provide supporting documentation. However, workers shouldn't believe that they CANNOT get fired because they work for the government.

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  STOP Nearly 1 in 10 House members paid at least six-figure bonus

  "Nearly 1 in 10 House members paid at least six-figure bonuses to their staffs last year", see the link below. This is a nosebleed that must stop. Take the ability to give these bonuses out of Congressional hands. OMB or some other agency must approve. What this means is that the staffers THEMSELVES are putting in for a bonus. They do all the work. Millions of Americans are out of work, this is shameful waste of tax ...more »

  "Nearly 1 in 10 House members paid at least six-figure bonuses to their staffs last year", see the link below. This is a nosebleed that must stop. Take the ability to give these bonuses out of Congressional hands. OMB or some other agency must approve.

  What this means is that the staffers THEMSELVES are putting in for a bonus. They do all the work.

  Millions of Americans are out of work, this is shameful waste of tax money.

  http://www.legistorm.com/blog/some-members-very-generous-with-staff-bonuses.html

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  Push (REEL) Mowers for Inmates

  A solution to save on fuel costs would be for Institutions to use push mowers instead of gasoline operated mowers. Not only does the government save money for fuel and maintenancer, but inmates are afforded health benefits by pushing the mowers, maintaining their physical fitness. Additionally, the environmental impact is aided in less carbon emisions. The cost of a gas powered mower is around 3 to 4 times what a manual ...more »

  A solution to save on fuel costs would be for Institutions to use push mowers instead of gasoline operated mowers. Not only does the government save money for fuel and maintenancer, but inmates are afforded health benefits by pushing the mowers, maintaining their physical fitness. Additionally, the environmental impact is aided in less carbon emisions. The cost of a gas powered mower is around 3 to 4 times what a manual push mower would cost. Also, the maintenance for a manual push mower is 10% of maintaining a gas powered mower.

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  Reduce Wait Time for Retirement Pay

  With the growing number of FERS employees retiring or becoming eligible to retire, a system for checks and balances needs to be addressed to ensure retirees begin receiving their full entitlements within the first six months of retirement. This would limit the need for retirees to seek new employment and/or outside help.

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  Push Mowers

  A solution to save on fuel costs would be for Institutions to use push mowers instead of gasoline operated mowers. Not only does the government save money for fuel and maintenancer, but inmates are afforded health benefits by pushing the mowers, maintaining their physical fitness. Additionally, the environmental impact is aided in less carbon emisions.

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  Politician Pay for Performance

  Many are clamouring for pay for performance for federal employees. How about the 641 members of the house and senate who make an average of $174,000 per year while being out of Washington for 15 weeks a year. I propose that their pay be reduced to $65,000 per annum until the deficit is under $50,000,000 and the debt is less than $2B. If they are late with a budget, i.e. it is not passed by October 1st, then they don't ...more »

  Many are clamouring for pay for performance for federal employees. How about the 641 members of the house and senate who make an average of $174,000 per year while being out of Washington for 15 weeks a year.

  I propose that their pay be reduced to $65,000 per annum until the deficit is under $50,000,000 and the debt is less than $2B.

  If they are late with a budget, i.e. it is not passed by October 1st, then they don't leave Washington until they've done their job and passed one that reduces the deficit by at lease 30% each year.

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  Mandatory Posting of All Awards

  All will be surprised how much savings (and equity) can be brought when a little light is shined through mandatory, intra-agency, by-name posting/notification on all awards, promotions, bonuses, incentives, etc., etc., financial and otherwise, on at least a quarterly basis.

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  Salaried Senior-Level

  As a counter to forthcoming telework for recognized senior-level employees that cannot work telework for whatever reason, allow a certain number of these recognized senior-level employees to become salaried vice 40-hour work week-based. Everyone knows those that would abuse such a system, and all surely know those good, solid employees that would not abuse but benefit in productivity. Start off with GS-15s on a pilot-basis. ...more »

  As a counter to forthcoming telework for recognized senior-level employees that cannot work telework for whatever reason, allow a certain number of these recognized senior-level employees to become salaried vice 40-hour work week-based. Everyone knows those that would abuse such a system, and all surely know those good, solid employees that would not abuse but benefit in productivity. Start off with GS-15s on a pilot-basis. Just like telework abusers, those who abuse this process would become ineligible. Trust is the basis of telework; trust can be the basis for this change as well.

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