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A recent GAO report concluded that employees believe agencies are doing reasonably well on four of OPM’s Five Phases of Performance Management, with improvement needed on rewarding.
Chief human capital officers told the Government Accountability Office they're seeking best practices, guidance and research on leading performance management concepts from the Office of Personnel Management.
In today's Federal Newscast, the Department of the Interior inspector general has referred one of their investigations into Secretary Ryan Zinke's actions to the Department of Justice for it to take over.
The evidence is clear that federal workers care very deeply about the work they do. But 57 percent cannot say their agencies reward creativity and innovation.
The 2018 Federal Employee Viewpoint Survey is chock-full of data on the federal workforce. Here are four takeaways to consider from this year's survey.
Employee engagement is up 1 percent from the previous year across the federal workforce, according to the results of the 2018 Federal Employee Viewpoint Survey from the Office of Personnel Management.
The results from the Veterans Affairs Department's first, self-reported all-employee survey are in, and they show engagement and morale in its workforce went up significantly in 2018.
An experienced government hand takes over Veterans Affairs and its raft of troubles.
In lieu of the Federal Employee Viewpoint Survey, the Veterans Affairs Department opted to create its own agencywide survey to more accurately measure employee engagement.
The survey is being administered as a census and includes a pair of pilot programs designed to improve the survey in future years.
Gwen Defilippi, the deputy assistant administrator for human resource management at the FAA, said every supervisor’s performance plan includes employee engagement, personal and agency goals.
NASA Chief Human Capital Officer Bob Gibbs said employee engagement starts with a plan, but really needs to happen organically across the agency.
Performance management is a serious focus for all agencies during the next two years.
In locations with fewer federal workers and/or fewer high grade jobs, promotion opportunities for employees in lower grade jobs are more limited than that of employees at the same grade in the D.C. region.