Member since 2 years ago
12 ideas posted
0 comments 12 votes
17 votes
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.
15 votes
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.
8 votes
$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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9 votes
I normally consider the U.S. Senate to be the adults in the room. Average age is 60.4 (109th ? Congress) and just a few months ago, 1 Senator was in his 90s; and 5 re in their 80s, 19 are in their 70s, 36 are in their 60s, 29 are in their 50s, and 10 are in their 40s. Today there is a significantly larger and more diverse U.S. population and there are too many technological issues to be dealt with. And there seems ...more »
I normally consider the U.S. Senate to be the adults in the room. Average age is 60.4 (109th ? Congress) and just a few months ago, 1 Senator was in his 90s; and 5 re in their 80s, 19 are in their 70s, 36 are in their 60s, 29 are in their 50s, and 10 are in their 40s. Today there is a significantly larger and more diverse U.S. population and there are too many technological issues to be dealt with. And there seems to be too much power by unelected staff members, so don’t increase staff numbers, just split existing staff numbers with new senators. Would cause the majority to change and all that (2/3rds would be 100 vice 67, etc., etc.), but nothing else needs to change but the quantity. All other terms and conditions of the Constitution, etc., etc., would be modified with the new number after a constitutional amendment.
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11 votes
It is time to quit burying our trash. Generate electricity similar to tire-derived fuel. Stack scrubbers are sophisticated and efficient enough today in pollutant recovery for that to not be an issue.
14 votes
$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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19 votes
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.
16 votes
Place all USG agencies on a five-year budgeting cycle similar to DOD. Strategic vision would be the new mantra across the USG.
7 votes
Make all FY appropriations (O&M) non-year with same rules as for R&D/RDT&E, and Procurement in that residual funds may only be used for prior year starts/activities/over-runs, etc., unless exchanged on a dollar-for-dollar basis for new, current year appropriations of similar type. No different than re-coloring appropriations in bundles that goes on today.
9 votes
No local POV or USG resources will be utilized to travel between sites unless all available video linking capabilities are also fully utilized.
24 votes
Pay retirement incentives to already eligible (or within 1 year) similar to most Fortune-500 companies, i.e., $2k for each year of service or 75% of annual salary, etc., plus $25k tax-free kicker whatever. 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 ...more »
Pay retirement incentives to already eligible (or within 1 year) similar to most Fortune-500 companies, i.e., $2k for each year of service or 75% of annual salary, etc., plus $25k tax-free kicker whatever. 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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9 votes
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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