1st, a different mindset needs to be encouraged for a competitiveness spirit. Although government agencies are viewed as public service in nature, a different approach needs to be frostered: Public service with a "Spirit of Excellence" for empowering employees and meeting the needs of our customers from within and outside the government for improving moral and how business is conducted.
2nd, what I am proposing will
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1st, a different mindset needs to be encouraged for a competitiveness spirit. Although government agencies are viewed as public service in nature, a different approach needs to be frostered: Public service with a "Spirit of Excellence" for empowering employees and meeting the needs of our customers from within and outside the government for improving moral and how business is conducted.
2nd, what I am proposing will take a lot of manpower hours; however, you could utilize students needing career credits/hrs for school studies to assist with a government wide audit. Review all agencies/divisions to cross-reference mission, goals, objectives.
3rd, the audit could show an overlap of divisions working towards the same goal. Merge these divisions or have them work closely together to streamline processes. [Some agencies are too top heavy! Responsibility and accountability issues exist throughout the government.]
4th, look at a way to cross-train employees for multitasking efficiency. Not to overwork the employee, but to broaden the employee's outlook as to best work with one another to accomplish the same goal for a more unified government.
[Why cross-train? A. Continue flow of business operations with no gap or lapse in carrying out a desired task/objective/goal. B. Enables agencies to meet the contractual completion target date with little to no excessive (overage) cost. C. Cuts down on the use of outsourcing. Many fees for contract employees exceed the salary of federal employees who would be capable and available to perform the expected task needed. D. There is a very noticeable problem and need for cross-training federal employees when a person retires from an office was considered to be the only knowledgeable person within his/her division for filling a position for continuity.]
5th, look at the processes to see if steps could be shortened or redefined for greater maximizing of time [time management] and efforts.
Last: A. Much money is spent on program/project management, but it does not seem to be utilized as it was intended or prescribed. [Review the current operation of a particular thing/task, evaluate time and cost from start to finish, determine processes to streamline/shorten/lenghten for less waste of time, manpower and cost to implement change for a desired outcome. That change should not add an hardship or increase in any area of operations.]
B. Understanding the need to outline a person's duties within a job description shows structure and organization; however, it also seems to be used by individuals to say what they are not willing to do or won't do outside of that job description. There should be a sense of protection for each employee in the way of guidelines and not violating one's human rights [employment law, labor relations, unions], but each and every job description needs to be reviewed and rewritten in accordance with the mission, goals and objectives of an individual office or agency. Thus keeping in mind the department's overall operational budget, number of employees based on responsibilities and duties for meeting the mission, resources, etc. Most times, not all is taken into consideration in the order of processes from start to finish which creates an exorbitant budget issue that many people (upper management, leadership) scrample to fix or address after the fact.
C. Those in management or areas of leadership roles should possess a knowledge of how or what it takes for each of their employees to successfully carry-out his/her task. Should a problem develops, the employee should be able to count on his/her management for guidance. Meaning managers should be hired based on what they know and not who they know in filling a position.
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