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Former DHS CHCO Jeff Neal describes how The National Academy of Public Administration and The Partnership for Public Service help improve the performance of the federal government.
Jeff Neal, former chief human capital officer at the Homeland Security Department, says there are a great many types of jobs where supply does not equal demand.
Few people will argue that the civil service needs no reform. The job classification and pay systems are outdated, the hiring process is terrible and employee accountability is an issue that troubles both outsiders and government workers.
Some proponents of an apolitical civil service argued that what President Trump argued for in his State of the Union address would turn federal workers into at-will employees.
Jan. 16 marked the 135th birthday of the Civil Service Commission – the precursor to the Office of Personnel Management.
The answer to the question in the headline is that we should all care, because it is certainly no way to run a business, or a government.
With all of the proposals in recent years to cut the workforce, make it easier to fire people, change federal pay and more, it was safe to assume we would see a lot of action on civil service issues.
How would a 2019 pay freeze compare to the three-year freeze during the Obama administration? Jeff Neal said it may not go over so well.
There is no question that federal pay rules are in need of updating. But in the interim, freezing pay is not the best way to proceed.
Jeff Neal, former CHCO at the Homeland Security Department, says there are many reasons for the lack of employee and hiring manager confidence in promotion programs.
Critics say burrowing is not based on merit, and is a way for an administration to leave its sympathizers in place for years after it is gone.
For some folks, the idea of a ban on burrowing makes a lot of sense. The problem is that solving one problem creates another.
Whenever you hear someone making an argument about pay and benefits, begin with an understanding of what is being compared.
Involuntary moves can negatively affect employee morale, cause increased Senior Executive Service turnover and may hamper SES hiring.