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  Consistency in Computer programs

  Consistency in Computer programs It has been noted by most Federal Employees that there a way too many different computer systems to all do the same thing. Personnel, Time Sheets, Payroll, Supplies, Finance Accounting are just some examples. This doesn’t even include the processing systems that just don’t work in a manner that is conducive to efficiency of process. 1 Time sheet and payroll system that can accommodate ...more »

  Consistency in Computer programs

  It has been noted by most Federal Employees that there a way too many different computer systems to all do the same thing. Personnel, Time Sheets, Payroll, Supplies, Finance Accounting are just some examples.

  This doesn’t even include the processing systems that just don’t work in a manner that is conducive to efficiency of process.

  1 Time sheet and payroll system that can accommodate all federal agencies should suffice.

  NCR is an example. They managed accounts for all banks and the federal Reserve, so why can’t they have programmers create a program to manage Federal payroll and timekeeping that will accommodate support and production type missions for the entire government. Don’t give us that bit about monopolies. Look around this country at the business climate and tell me there are not monopolies.

  Supplies and Inventory – Every branch of the government is or should be required to buy through the same source – GSA. They are or should be required to buy JWOD and NBNSH – that includes Executive and Legislative Branches. Have ONE supply system that manages ALL supplies for ALL Branches of the Military in particular.

  Finance and Accounting – everyone has to report to the treasury so come up with ONE system.

  EVERY military branch has some form of maintenance, supply, inventory, and purchasing. Create one program that incorporates all of the processes to accommodate these aspects for every organization on every base. Don’t say it can’t be done because it can!!! It’s a matter of thinking through the logistics because all of those aspects fall under logistics. You should be able to manage and track finances and property cradle to grave in any organization.

  The second biggest problem is this - This office wants their program, that office wants their program, this military branch does it differently from that military branch. As far as the military is concerned Department of Defense should have some shining stars that can research and come up with a programming company to create a design and then FORCE, yes, I said FORCE every branch to use it and bring about consistency throughout the department. Too much money and time is wasted as a result of non-uniformity.

  The first biggest problem is waste caused by favorite or pet projects. .

  And stop buying computer programs in accordance with friends, constituency, lobbyists, or favorites of particular services using them now. Have an objective study – oh how about a green belt project for this? Find the company that can make the best program to accommodate ALL aspects of the process that is needed to fulfill requirements and have it custom made. It would cost a lot less money than the money being wasted with bad programs, bad interfaces, patches and whatever else to make it work . Keep Congress, Senate, Lobbyists, constituents, friends, good ole boys, relatives and every other form of favoritism out of it. THE FACTS…JUST THE FACTS. Find the BEST company with the BEST talent and product.

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  Submitted by Community Member 2 years ago

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  Reform begins like Charity - at Home.

  The entire government, from civil servants to elected officials needs to be overhauled. However, change must begin somewhere, and that "where" is within how human resources and personnel management are handled. Because Congress is supposed to be serving the American public, just as the rest of us civil employees, they should be subject to the same rules, laws, and regulations with which the Office of Personnel Management ...more »

  The entire government, from civil servants to elected officials needs to be overhauled. However, change must begin somewhere, and that "where" is within how human resources and personnel management are handled.

  Because Congress is supposed to be serving the American public, just as the rest of us civil employees, they should be subject to the same rules, laws, and regulations with which the Office of Personnel Management governs us, especially where it pertains to pay, allowances, background security verifications, and benefits.

  As a Defense Finance and Accounting Service employee for nearly eighteen years, my coworkers and I know that if we do not perform our jobs effectively, not only are the war fighters and their families adversely affected, but so are we. Unfortunately, we have been negatively impacted by negligible to nonexistent cost of living pay increases while Congress enjoys their self-implemented pay increases and paid vacations at the expense of the American taxpayers.

  Congress has been allowed to function, cooperate (or not), and be productive (or not) at their own discretion, while having their pay and benefits virtually uninterrupted and steadily increasing. The American people all suffer because of their procrastination and dereliction of duties. Yet no reforms have taken place there as they should. Congress not only needs to be more transparent, but more accountable for their actions and failures to act.

  Instead, the brunt of improving efficiency in government has fallen on the common employees who are “in the trenches” of conducting this great nation’s business. We are victims of spending cut-backs which affect the amount of cash and time-off awards and other quality incentives that are given to well-deserving employees – awards, which have been proven to be essential morale boosters and motivators.

  Position and Time studies were performed under the guise of attempting to ensure that the salaries for particular position classifications are indistinguishable from identical positions across DFAS. However, we still have an imbalance between duties and pay grade. As a result of some of these reassessments, some of our positions have been down-graded though the type of work we do has increased in technical difficulty and volume and may remain at a higher grade at a different work site.

  We have been subject to hiring freezes/ pauses though over 50% of the workforce is retirement eligible; so more work is being completed by fewer people. Congress elected to employ a program to ensure that our agency is not without leadership – the now defunct Leaders in Motion Program. However, that initiative was doomed to failure because what government needs is more people who actually do the work, not more supervisors and managers.

  Basically, in order to reform our nation’s competency, one, a fresher workforce needs to be employed to replace retirees as they depart instead of the following year or not at all. This will take some stress and strain off the remaining workforce, which will result in decreased Sick Leave usage and increased presence. Two, position classifications and rankings need to be completed and made uniform throughout government according to their series. This will also ensure that candidates have the proper skill sets for the same type of job no matter the location. Three, current employees need to feel valued, and the best way to do that is to say “well done” with a token that reflects that. Last, but not least, promote employees within agencies rather than hire from off the street. Veteran employees have more direct knowledge and have already formed working relationships with their coworkers and customers. This would reduce the amount spent on training fledglings that are unfamiliar with the internal workings of the government.

  These improvements will put country on the right track to success for all its citizens.

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  Submitted by Community Member 2 years ago

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  Combat US jobs going overseas

  The Federal Government needs to focus on keeping jobs here in the US. We need to lower the corporate taxes for companies with the bulk of its employees made up of US citizens and raise corporate taxes on companies located abroad that employ non-US citizens. The corporate tax rate should be calculated to motivate companies away from sending jobs overseas, but still allow all companies to benefit from doing business in ...more »

  The Federal Government needs to focus on keeping jobs here in the US. We need to lower the corporate taxes for companies with the bulk of its employees made up of US citizens and raise corporate taxes on companies located abroad that employ non-US citizens. The corporate tax rate should be calculated to motivate companies away from sending jobs overseas, but still allow all companies to benefit from doing business in the US.

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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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  Consolidate Shared Info Simplify Structure/Delivery

  One source, easy retrieval and usage. Information shared agency-wide or even inter-agency can be shared and delivered to end users or applications in a standard structure agreed upon by a consortium. Instances of information can be stored or cached at multiple nodes and refreshed regularly. An example: NASA can host science publications and author information as searchable XML in a structure web developers agency-wide ...more »

  One source, easy retrieval and usage.

  Information shared agency-wide or even inter-agency can be shared and delivered to end users or applications in a standard structure agreed upon by a consortium. Instances of information can be stored or cached at multiple nodes and refreshed regularly.

  An example: NASA can host science publications and author information as searchable XML in a structure web developers agency-wide agree upon. This information can be displayed by any website or application with access to the XML feed.

  Currently, this kind of information is entered by any number of authors to any number of websites or applications. The result of this is a vast, disjointed collection and likely inconsistent information that takes much effort to normalize, alter or ingest into other systems.

  Centralizing and standardizing by consortium would allow the development community to spend more time on development, maintain control over delivery vehicle, and have easy to use consistent data at their disposal. Developers can focus on new personal innovations instead.

  Successful example of consortium-derived standards: RSS Feeds, HTML, CSS, Wordpress, et. al.

  Possible areas that could be improved: medical records, personnel listing / records, publications, research highlights, training materials, education / outreach resources, inventory, procurement, logistics, intelligence, etc.

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  Submitted by Community Member 2 years ago

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  Align office footprint to staffing levels

  Since 9/11 many non-DOD and non-DHS offices have seen reductions in staff levels but have remained in the same office spaces with numerous empty desks and cubicles. Adjust and align office space to reflect the new staffing levels.

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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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  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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  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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  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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  Mandate Labor-Management Partnerships

  Right now these partnerships are allowed, but our agency has blocked one since the beginning of this administration. We had a great working one until Bush 2 banned them. Mandate these partnerships so that employee and management issues can be discussed up front, to avoid problems down the line, and to foster a working relationship between employees and management.

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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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  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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  Remove Annual Paid Military Leave for prior Mil Techs now AGR

  Army National Guard Military Technicians (Mil Techs) are members of the National Guard who work full-time in a Federal civil service capacity. Techs do not receive full active duty military pay and benefits. Mil Tech pay is based on the Wage-Grade (WG) and General Schedule (GS) federal pay scales. AGR (Active-Guard-Reserve) employees are military service members that belong to the reserve component, but work ...more »

  Army National Guard Military Technicians (Mil Techs) are members of the National Guard who work full-time in a Federal civil service capacity. Techs do not receive full active duty military pay and benefits. Mil Tech pay is based on the Wage-Grade (WG) and General Schedule (GS) federal pay scales.

  AGR (Active-Guard-Reserve) employees are military service members that belong to the reserve component, but work full time. They receive full active duty military pay and benefits.

  For Mil Techs, membership in the National Guard is a term of continuing employment. As this membership requirement exists, Mil Techs are provided 3 weeks paid vacation from work (120 hours military leave), in addition to regular leave, in order to meet their military obligations, which typically include a span of 2-3 weeks of continuous duty each year.

  In the instance of a Mil Tech voluntarily taking a AGR job, their Tech position (though vacant) is “held” for them for a period of time (5 years I believe.) During this (5 year) period, they still accrue and are paid for the 120 hours of military leave from the Tech pay system each year.

  I suggest removing this entitlement for employees who voluntarily take other full-time (AGR) positions. This equates to an average between $7500 - $20,000 per instance over the 5 year span. This money can be better used to help fund a “temporary” employee to fill the position that the employee voluntarily vacated (which otherwise remains unfilled until the 5 year period is complete.)

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  No raises for Fed Contractors when Fed Empl don't get raises

  As a Federal Employee I am sympathetic to the rest of the country’s economic situation and have taken the 2 year cut on our Cost of Living increase with a grain of salt, knowing ultimately we’re helping out in a small way. But I feel it is a slap in the face when the contractors in my office are granted raises because their contracts state they are entitled to receive it. Why aren’t there clauses in Federal Labor ...more »

  As a Federal Employee I am sympathetic to the rest of the country’s economic situation and have taken the 2 year cut on our Cost of Living increase with a grain of salt, knowing ultimately we’re helping out in a small way. But I feel it is a slap in the face when the contractors in my office are granted raises because their contracts state they are entitled to receive it.

  Why aren’t there clauses in Federal Labor Contracts that state, “When Federal Employees do not receive a Cost of Living increase an increase in pay rate will not be given to Federal Contractors”? If we all work together and in the same boat, shouldn’t we all have to bail water? This clause should be mandatory on all Federal Contracts and not be up to the COR or Agency to dictate.

  The amount of money saved would be at least in the millions and possibly comparable to the savings of not granting Cost of Living increases to Federal Employees.

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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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  Give Clocktime to Shiftworkers for Medical and Dental

  Shiftworkers have special needs. Constantly changing work periods, need for extra sleep and proper nutrution, these people who do our most important work need special consideration. Most people wait a month to get a doctor's appt. How can it be that a shiftworker can plan in advance? Isn't that why they forego dentist and doctor appointments? Shift workers should have minimally six (6) paid days each year to take care ...more »

  Shiftworkers have special needs. Constantly changing work periods, need for extra sleep and proper nutrution, these people who do our most important work need special consideration. Most people wait a month to get a doctor's appt. How can it be that a shiftworker can plan in advance? Isn't that why they forego dentist and doctor appointments?

  Shift workers should have minimally six (6) paid days each year to take care of dental and medical, and possibly avail themselves of health- related classes, like sleep hygiene and nutrition. They should have free blood pressure screening and health checkups at

  government expense. This will ensure that each of them, as well as their managers have their health in mind.

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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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  Automatic Donation of Leftover Sick Leave upon Retirement

  With few exceptions, each CSRS retiree has unused sick leave that cannot be applied to his/her retirement…left on the table. Unless the retiree designates what to do through a direct donation at time of retirement, make it mandatory that all sick leave not applied to the CSRS retiree or his designee will be pooled in an Agency account for equitable/as-needed distribution.

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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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  U.S. Air Force Civilian Human Resources Management

  After working with four Defense agencies, I can say without a doubt, the Air Force is a sad example of HR management and this is possibly the most PC yet understated way to describe their ability to administer an HR program from its personnel rules and business processes to the inadequate tools. Unfortunately, I cannot place a finger on any aspect of the Air Force program that works well and that includes the multitude ...more »

  After working with four Defense agencies, I can say without a doubt, the Air Force is a sad example of HR management and this is possibly the most PC yet understated way to describe their ability to administer an HR program from its personnel rules and business processes to the inadequate tools.

  Unfortunately, I cannot place a finger on any aspect of the Air Force program that works well and that includes the multitude of unqualified personnel at command, AFMA and AFPC. The program at base level has been demoted to such a low level (squadron) that managers/commanders between that HR office and the Wing Commander create work to give the appearance of importance and hinder HR's ability to be the honest-broker and cutoff access to the Wing Commander. The mastermind behind this plan needs to be fired!

  The problem is that the military is in charge of HR and that in itself is idiotic. Military personnel do not possess or have the opportunity to obtain the breadth of experience needed to manage a civilian HR program and within the AF, this shows!

  Recommend that Civ HR in the AF be administered by senior civilians!

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  1 comment for Idea: U.S. Air Force Civilian Human Resources Management

  Submitted by Community Member 2 years ago

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

  Make Supreme Court Justices Attend State of the Union Address

  Our taxes go to the pay of Supreme Court Justices. Our children need to see them in attendance at any State of the Union Address. Each justice must be present. This is Our Government made visible--to the entire nation and to the the world. The arrogance of three or four of the nine not in attendance is something that should not be tolerated. One justice said they were like bumps on a log. Well, that is one person's made-up ...more »

  Our taxes go to the pay of Supreme Court Justices.

  Our children need to see them in attendance at any State of the Union Address. Each justice must be present. This is Our Government made visible--to the entire nation and to the the world.

  The arrogance of three or four of the nine not in attendance is something that should not be tolerated. One justice said they were like bumps on a log. Well, that is one person's made-up perception--change your perception. Remember that someone is in a foxhole, that person would wish to be a bump on a log. If SOTU addresses bore you, you shouldn't have taken the job. Arrogance of the first rank, you were given the job because we thought you could be bi-partisan. Obviously they are not going to police themselves on this issue. The American people must demand it.

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  2 comments for Idea: Make Supreme Court Justices Attend State of the Union Address

  Submitted by Community Member 2 years ago

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

  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.

  2 comments for Idea: Reduce Wait Time for Retirement Pay

  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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  1 comment for Idea: Up the Ceiling and the Floor on Retirement Incentives

  Submitted by Community Member 2 years ago

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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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  1 comment for Idea: Salaried Senior-Level

  Submitted by Community Member 2 years ago

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