Browse Ideas with tag 'hiring':

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  Recruit Service Men and Women

  We currently pay for education for our service men and women, yet we go to colleges to recuit civilian graduates and then pay off their student loans, offer hiring incentives, give the GS slide positions 5-12 guarenteed...without proof of ability. Stop paying for non service member student loans. They did not serve their country to earn that benfit. Once we hire civilians we also pay for them to continue to attend ...more »

  We currently pay for education for our service men and women, yet we go to colleges to recuit civilian graduates and then pay off their student loans, offer hiring incentives, give the GS slide positions 5-12 guarenteed...without proof of ability. Stop paying for non service member student loans. They did not serve their country to earn that benfit. Once we hire civilians we also pay for them to continue to attend school and earn Masters Degrees and certifications, and then they aren't required to remain in government service. Recuit our Service Men and Women, we have already paid for their tuition, and they are just as qualified if not more qualified for serving our country.

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  Submitted by Community Member 2 years ago

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  Panel/Peer Based Hiring

  OPM should implement a requirement that the hiring process includes a group of peers to review each vacancy and application from the best qualified. As of now it is only the hiring official which shoulders the burden. Many times a peer based review of the applications can provide an unbiased review and selection of the best candidate for the vacancy.

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  Submitted by Community Member 2 years ago

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  Temp to Hire for GS Employees

  The agency I work for (as a contractor) has responded to the trend to bring many contractors back in house by creating positions and encouraging contractors who have filled that role (or similar ones) to apply. The result has been that these positions do tend to be filled by former contractors because they come with a proven track record in doing exactly that job. Why can't we institutionalize this process through use ...more »

  The agency I work for (as a contractor) has responded to the trend to bring many contractors back in house by creating positions and encouraging contractors who have filled that role (or similar ones) to apply. The result has been that these positions do tend to be filled by former contractors because they come with a proven track record in doing exactly that job. Why can't we institutionalize this process through use of the temp-to-hire model used extensively in the private sector? When a GS position needs to be filled, contract with a third party to fill the job opening with the understanding that after a period of time, that individual will be hired directly by the government. The third party can screen to the government's requirements and take the workload off the government. Having a person do the job on a temporary basis gives you the best information on that person's ability to do the job and fit within the department or team. You won't get that information from KSAs, interviews, and references. If they aren't working out, you can find someone new. Plus, the effort of finding candidates for tough-to-fill positions is outsourced to a third party that has incentives to find the right people for the job. You could even have an agreement with several companies so that there's competition among them to find the best candidate for the job. In the end, only those that prove themselves capable make it on government payroll, so you don't go through all the trouble an expense of hiring someone with performance issues. This could also provide a mechanism for employees to be shifted between government departments based on staffing needs. If there are cutbacks in one area, the employee could try a job elsewhere on a provisional basis and then formalize the transfer if the fit is right.

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  Submitted by Community Member 2 years ago

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  One Day Off and rotation starting from the TOP DOWN.

  One Day Off or Furlough for one day starting from the top down to military and civilians. This idea would save the Government and the U.S.A. Nation funds on a yearly basis. The idea is spreading the furlough to all Government and Military but NOT at the SAME TIME. For God sake what is this government Idea on FURLOUGH EVERY ONE AT THE SAME TIME. I am putting this on bullets for simplicity, so the idea can be escalated ...more »

  One Day Off or Furlough for one day starting from the top down to military and civilians.

  This idea would save the Government and the U.S.A. Nation funds on a yearly basis. The idea is spreading the furlough to all Government and Military but NOT at the SAME TIME. For God sake what is this government Idea on FURLOUGH EVERY ONE AT THE SAME TIME. I am putting this on bullets for simplicity, so the idea can be escalated accordingly and steps can be added or removed.

  1- Spread the furlough to Government employees and military to only one DAY (a day off without pay) but distributing the load to different employees at different time frame (not all at the same time.)

  2- Starting from the President down to the Vice-President, Congressman, Senate everybody would received a day off without pay.

  3- On the other hand, the same for all Military branches, starting from the top down, one day off without pay for generals, commanders, officers, and enlisted. Everyone will take it but not at the same time.

  4- PAY Roll has to be set up to accommodate for this day off ensuring the day is not pay accordingly to the proposal. And not like few years ago when EVERYONE was off and EVERYONE still received payment for the days off. A nice free vacation with payment included.

  5- We all need to remember, even if the president does not receive pay for one day, he is still the president with decision to make on HIS DAY OFF. And same thing with every military commander, pretty much they all giving a day off without pay but their executive officer or next in the change of command will be incharged.

  6- There is always a backup plan when 25 or 50% of an outfit organization is off duty, the other 50% takes over and performs the function of the office. As the norm when a supervisor is off the next level supervisor takes charge until current supervisor comes back.

  7- Do this for one year, equally shared to all branches of the government and military. Analyze the cost saving and if it works and does not hurt anyone, make it a proposal and mandate to future years.

  8- This also can be implemented to States Government hierarchy.

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  Submitted by Community Member 2 years ago

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  Part-time/Job-share Positions

  Why does the government offer so few part-time positions? I've worked for the government for 17+ years (including military service) and have seen quite a few employees that are in positions that would be adequately fulfilled with a part-time employee. I also am aware of quite a few employees who don't feel that they are busy enough to fill a 40-hr work week, and would rather work part-time. Part-time positions would ...more »

  Why does the government offer so few part-time positions? I've worked for the government for 17+ years (including military service) and have seen quite a few employees that are in positions that would be adequately fulfilled with a part-time employee. I also am aware of quite a few employees who don't feel that they are busy enough to fill a 40-hr work week, and would rather work part-time. Part-time positions would cut down on commuter subsidies, as well. If the question is health care and benefits, job-sharing should be more prevelant; (in my case, we have healthcare through my spouse's work; but if I were doing a job-share, the "sharing" employee could have the healthcare benefits that I don't need- and the government is only paying one full-time employee.)

  Although it might create more positions (bad if you want a smaller govt), it would increase the talent pool across the government, and would also save $$!

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  Submitted by Community Member 2 years ago

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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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  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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  Submitted by Community Member 2 years ago

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  Reduce Dual-Status Admin Job Employee Turnover Rate

  Many Military Technician (Federal Civil Service) “lower graded” jobs experience a high turnover rate. This high turnover increases training costs and reduces the organization’s productivity and continuity of operation. The main cause of turnover is due to the incumbent being hired to a greater paying position within the organization. I suggest removing the “Dual-Status” designation for these positions (mainly WG-05 through ...more »

  Many Military Technician (Federal Civil Service) “lower graded” jobs experience a high turnover rate. This high turnover increases training costs and reduces the organization’s productivity and continuity of operation.

  The main cause of turnover is due to the incumbent being hired to a greater paying position within the organization.

  I suggest removing the “Dual-Status” designation for these positions (mainly WG-05 through WG-07, GS-05 ), such as supply clerks, production controllers (in the equipment maintenance arena) to allow for dedicated civilians to apply for these positions. With a minimal amount of training, these positions can be filled by “off-the-street” civilians (with proper background checks, etc) who would not constantly be looking at higher graded positions within the system (since the other positions are all “Dual-Status” ).

  This will also provide for essential continuity when “Dual-Status” employees from the organization are deployed, away on military training, etc.

  Related Post:

  http://governmentreform.ideascale.com/a/dtd/120084-13060

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  Give an Annual Tax Credit for each Hour of Sick Leave Donated

  Place a monetary value on each hour of sick leave donated (whether direct designation or to a pool), and let the employee or new retiree take a tax credit for that tax year the sick leave was actually donated. Create and annually issue an IRS form similar to 1098-T for tuition credit…1098- SLD whatever.

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  Merging EQuip and VetPro

  VetPro and EQuip are similiar systems in which the background of a potential employee is checked for authentication. When an employee comes on station, he or she has to fill out EQuip and any medical practitioner would need to complete VetPro. The systems require basically the same demographic information and they both require the employee to do their full history. By making these two systems work together, a potential ...more »

  VetPro and EQuip are similiar systems in which the background of a potential employee is checked for authentication. When an employee comes on station, he or she has to fill out EQuip and any medical practitioner would need to complete VetPro. The systems require basically the same demographic information and they both require the employee to do their full history. By making these two systems work together, a potential employee would save time by only submiting into these tedious systems once.

  Two alternatives can come from cooperation. The first option is being able to convert the information from one system to the next so the provider does not have submit the same information twice. The other option is to eliminate the need for EQuip submission on any provider that submits in VetPro. Then have the background screen initiated directly from VetPro. All other employees would need to submit into the EQuip system.

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  Submitted by Community Member 2 years ago

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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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  Submitted by Community Member 2 years ago

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  Up the Ceiling and the Floor on Retirement Incentives

  $25k tops is not enough of a retirement incentive to retire as a USG senior employee. For the first half of the incentive, consider paying a certain amount of tax-free cash at upwards of $50k with $25k the floor for all eligible, and issue U.S. Government Savings Bonds at a matching dollar rate for the other half of the incentive package. Would create immediate head-space across all USG levels. Rules would include ...more »

  $25k tops is not enough of a retirement incentive to retire as a USG senior employee. For the first half of the incentive, consider paying a certain amount of tax-free cash at upwards of $50k with $25k the floor for all eligible, and issue U.S. Government Savings Bonds at a matching dollar rate for the other half of the incentive package. Would create immediate head-space across all USG levels. Rules would include that retirement must occur within 1st quarter of any new FY to allow maximum recovery of salary/benefits for remainder of the FY. The agency has already received the money for a full FY…a win-win.

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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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  Submitted by Community Member 2 years ago

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  Hire American Workers First

  Why is it that we have so many foreign nationals (H1B) employeed by the government as contractors. Our tax dollars are being used to bring in foreign nationals, absurd.

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  Submitted by Community Member 2 years ago

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  Stop Throwing Away Term Employees

  Please work with OPM, employee organizations, and Congress to find a way to extend the appointments of term employees and/or convert them to permanent status. Term employees come into federal service with great talent and heartfelt passion for our mission. We invest a lot in them: We provide training—not only required, formal training but also extensive informal, hands-on training and intense mentoring, often for many ...more »

  Please work with OPM, employee organizations, and Congress to find a way to extend the appointments of term employees and/or convert them to permanent status. Term employees come into federal service with great talent and heartfelt passion for our mission. We invest a lot in them: We provide training—not only required, formal training but also extensive informal, hands-on training and intense mentoring, often for many months. While working for us, they gain experience, make contacts that help the agency accomplish its mission, and efficiently, and develop skill in communicating with agency employees and others regarding our work. But we have no way to keep terms when their 4-year appointments expire. At the end of this time, even if we continue to need their work, even if we have funds to support them, even if their skill and dedication continue to grow, we have to let them go. What a terrible waste! I have seen this problem repeatedly in my 20-plus years with the Forest Service. The last time it happened to my team, I tracked the cost: $15,000 to replace a “terminated term”—and this does not include the time spent obtaining guidance from my supervisor and local administrative experts nor the time invested by the agency’s HR staff. Nor did I examine the hidden costs of the months-long hiatus in our work that occurred during the hiring/training process. Why should we use agency resources to replace an obviously competent, high-achieving individual with someone whose abilities are little known and who will require months to train—especially when soft money is flowing to the project partly because that high-achieving term employee did such a good job? Ability to extend term appointments and/or convert them to permanent status will save money, make us more efficient, relieve strain on an overloaded HR staff, retain a huge amount of talent, and improve agency morale.

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  Submitted by Community Member 2 years ago

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  Renew Workforce

  Make retirement mandatory for executive employees. Consider making it mandatory for a federal employee to retire once they reach their maximum retirement age PLUS 2 years. This would create a greater incentive to save knowing they would not be allowed to remain on staff years past their eligibility. It would allow ample time to wrap up work/process retirement actions. It would give agencies time to prepare to fill ...more »

  Make retirement mandatory for executive employees. Consider making it mandatory for a federal employee to retire once they reach their maximum retirement age PLUS 2 years. This would create a greater incentive to save knowing they would not be allowed to remain on staff years past their eligibility. It would allow ample time to wrap up work/process retirement actions. It would give agencies time to prepare to fill a vacancy. The federal workforce would 'regenerate' it's staff starting with new employees (lower salaries) using the latest innovations/technologies (grads just out of school).

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  Convert Term Employees to Permanent based on Performance

  There should be a way for term people to convert to permanent people based on performance. If a person is fully successful in their position, and the agency wants to hire a permanent person for that position there should be a way to convert the term person. It is extremely inefficient for the government to spend time and resources processing a new job advertisement, holding interviews, processing a new candidate for the ...more »

  There should be a way for term people to convert to permanent people based on performance. If a person is fully successful in their position, and the agency wants to hire a permanent person for that position there should be a way to convert the term person. It is extremely inefficient for the government to spend time and resources processing a new job advertisement, holding interviews, processing a new candidate for the position and then training a person if they already have a fully trained and successful person in the position. If the term person is selected as the candidate after the current process, then the government wasted time and money in the advertisement and interview stages. If the term person is fully successful for the position but did not qualify to interview solely because a veteran applied, then government wasted all of the resources and time it used to train the term employee to be an asset to the organization.

  If term employees are doing a great job, why should the government let them go when they want a permanent person for the same position? If the term person is not fully successful in their position, then I can understand holding additional interviews. However, the way the current system is set up allows people who have proven themselves to be an asset be let go of.

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  Submitted by Community Member 2 years ago

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  Reform Fed Hiring Practices

  The Fed needs to reform hiring practices for gov employees. They need to hire the most qualified candidates and remove preferences for vet/ethnicity/sex. If they continue to hire people for any other reason than those people being the most qualified, they will get what they seek. Preference for certain groups should come in the form of recruitment and application support, not additional points that may knock more qualified ...more »

  The Fed needs to reform hiring practices for gov employees. They need to hire the most qualified candidates and remove preferences for vet/ethnicity/sex. If they continue to hire people for any other reason than those people being the most qualified, they will get what they seek.

  Preference for certain groups should come in the form of recruitment and application support, not additional points that may knock more qualified candidates out of the running for a position.

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  Ban Racial Discrimination, Including Affirmative Action Please

  I don't understand why in this day and age I have to put my race on the application package for federal positions. But, when I put in an application with NOAA, my agency, they ask for my race. Supervisors throughout the government are rated in part on EEO (ie; affirmative action goals). There is open incentive for people with discretionary hiring powers to pick candidates who are "other than white male." Any time you ...more »

  I don't understand why in this day and age I have to put my race on the application package for federal positions. But, when I put in an application with NOAA, my agency, they ask for my race. Supervisors throughout the government are rated in part on EEO (ie; affirmative action goals). There is open incentive for people with discretionary hiring powers to pick candidates who are "other than white male." Any time you introduce incentive based on anything other than qualifications, it is bound to decrease effectivity because you might not necessarily get the best people. It might only have a small impact, this type of discrimination, but if we are interested in effectivity and efficiency we have to look at hiring practices along with everything else. Get rid of all racial discrimination and affirmative action. Affirmative action tactics and strategy up until this point have either worked, or not worked. In either case, is time to end it.

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  Submitted by Community Member 2 years ago

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  Adopt new tax system

  Repeal the current tax code(s) and replace with the fair tax. It will "instantly" enrichen everyone including the US Government - we need drastic action to deal with this global economic meltdown. Fair tax will fix it all - almost overnight. All one really has to do is ask one's self- how is the current system working for you? Answer = we're bankrupt. Does 1 trillion dollars really exist? http://www.fairtax.org/site/PageServer?pagename=about_main ...more »

  Repeal the current tax code(s) and replace with the fair tax. It will "instantly" enrichen everyone including the US Government - we need drastic action to deal with this global economic meltdown. Fair tax will fix it all - almost overnight.

  All one really has to do is ask one's self- how is the current system working for you?

  Answer = we're bankrupt.

  Does 1 trillion dollars really exist?

  http://www.fairtax.org/site/PageServer?pagename=about_main

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  Federal Employee Development Plans

  Each Federal position should have an Employee Development Plan attached to it. This plan would consist of education, experiential training, and other tasks and goals designed to help the employee become more proficient at their current job, and also prepare them for promotion to higher-level positions. This would make government more efficent in three ways: agencies would have a viable, powerful tool for succession ...more »

  Each Federal position should have an Employee Development Plan attached to it. This plan would consist of education, experiential training, and other tasks and goals designed to help the employee become more proficient at their current job, and also prepare them for promotion to higher-level positions.

  This would make government more efficent in three ways: agencies would have a viable, powerful tool for succession planning; employees would be encouraged and rewarded for high acheivement; and burnt-out or unsuccessful employees could be replaced with higher-performing ones.

  Succession planning in many agencies is limited at best, and training dollars are often the first to be cut from a program's budget. However, there are shortages of talent for many necessary Federal positions. If each employee has training and development written into their position, agencies could be better prepared for the future, and more likely to make an investment in their staff. Agencies would be actively developing their future leadership, and employees would see clear opportunities for an ambitious career path in the Federal government.

  Opportunities for education, promotion, and personal development would attract many high-performing and ambitious workers. A continuous focus on high acheivement, rather that taking the safe route and doing "good enough", would encourage staff to bring new ideas forward and seek out ways to make their agencies perform better.

  Requiring employees to stay active in their own development, and having Progress Reviews every 3-5 years, would allow managers to make performance-based decisions to reward high achievers, and release workers who are stagnant or unsatisfactory. Concrete, objective standards would give employees clear goals to work towards.

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  Submitted by Community Member 2 years ago

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  Make job functions more fluid and encourage cooperation

  Some people are super busy while others have down time - make it easier for people to help others out when they have down time so more can get done faster. For example, have a "grab bag" of tasks that anyone could pick up if they have a bit of free time - this could be managed at the agency, office, or division/branch level and could be sorted by the basic skills required to complete the task.

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  Exempt Certain Agencies from Veterans Preference in Hiring

  While it may not be feasible to eliminate veterans' preference in hiring, certain agencies which compete with the private sector, or which operate in a particularly fast-paced environment (such as DOJ, SEC), should be exempt from the requirement to apply veterans preference in hiring. The obstacle that these agencies, who are often opposing private sector law firms, cannot hire the best-qualified candidates for half ...more »

  While it may not be feasible to eliminate veterans' preference in hiring, certain agencies which compete with the private sector, or which operate in a particularly fast-paced environment (such as DOJ, SEC), should be exempt from the requirement to apply veterans preference in hiring. The obstacle that these agencies, who are often opposing private sector law firms, cannot hire the best-qualified candidates for half of their positions (such as paralegals, program analysts, administrative support staff, etc.) creates unnecessary inefficiencies in the work of the agencies and creates unnecessary management hurdles in then having to discipline or counsel the unqualified, problem employees merely because of their veteran status. Service in the armed forces is essential, but does not translate to certain types of work and work cultures. For agencies who are scrutinized publicly and by Congress with prosecuting and protecting Americans' rights, there should be an exemption from veterans preference, so that the best qualified employees can support these critical missions.

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  Submitted by Community Member 2 years ago

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  Ideas to Make Other Parts of Government More Efficient and Effective »

  Streamline Federal Hiring Process

  It can take 6-9 months to get approval to publish notice of a job opening, and 3-6 months to get through the certification, interview, and acceptance/intake process. We lose a lot of good people this way! The faster we can post/hire/intake, the better crop of applicants we will get.

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  Submitted by Community Member 2 years ago

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