The report, issued by the Partnership for Public Service and Grant Thorton, says there are a number of longstanding issues that are hurting the federal...
wfedstaff | June 3, 2015 12:49 pm
By Dorothy Ramienski
Internet Editor
Federal News Radio
The arcane federal hiring system is one of a host of problems facing the federal government and is preventing federal managers from hiring and retaining a talented workforce.
That was one of the findings in a new report, Closing the Gap: Seven Obstacles to a First-Class Federal Workforce, which examines hiring issues and offers some solutions for building and maintaining a high-quality federal workforce.
The report, issued by the Partnership for Public Service and Grant Thorton, says there are a number of longstanding, systemic and often dysfunctional practices and policies that are preventing the federal government from attracting the best and the brightest in federal service.
Federal Chief Human Capital Officers (CHCOs) face seven major obstacles seven major obstacles to building a first-class federal workforce:
When it comes to the hiring system, the report says that an overwhelming number of CHCOs surveyed say that they support President Obama’s efforts to reform the federal hiring system, but are worried that their staffs don’t have the skills or competencies needed to succeed in the future:
The CHCOs believe that far too many of the 25,000 HR professionals in the federal workforce do not have the necessary skills to help their agencies transition to a new state of improved human resource operations and workforce management. In fact, they believe the situation may get worse with new demands and expectations driven by the administration’s hiring reforms and other initiatives.
As one CHCO warned, “They want us to hire all these people, but HR itself does not have the skill set.”
The report makes several recommendations about fixing this and other issues facing federal HR employees:
The report was compiled from interviews with 68 CHCOs and HR leaders in the federal government.
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