I think the goverment could save considerable money by modifiying their hiring process. They could negotiate a salary and make a job offer up front and upon acceptance of the job offer they could proceed instead of completing many costly efforts before knowing if the potential employee will even accept their offer. Some of those costly efforts are: going through the costly and time-consuming clearance process until an ...more »
The cycle time for hiring civilian employees into DoD is excessively time consuming. The costs for executing this process are therefore unnecessarily large, while also inhibiting our ability to quickly respond to requirements for the execution of its mission. The civilian hiring process should be re-examined from start to finish, utilizing a Lean Six Sigma approach to identify specific process improvements that will ...more »
When hiring/filling vacant positions and a current agency employee is selected, allow that employee to stay at their current duty station or any other federal/department office or service center with sufficient connectivity (and VTC equipment if appropriate). This would not only save money from TOS and TDY travel, but this would provide continued opportunities for citizens living and contributing to the communitiies and ...more »
Hire more temporary workers to meet this need. It will create jobs while expediting the delivery of needed government services to the most vulnerable members of our population. Additionally, job-sharing, or 10-hour work days can also help fill the positions needed to get this done.
In the long run, it will save the government money.
"Paths to Success" in federal service. Providing service connected disabled veterans with the skills needed to transform government through service once again. Identify current and future Human Capital needs within VA and other federal agencies and align Vocational Rehabilitation training options for service connected disabled veterans with those current and future needs by creating specific training "Paths to Success" ...more »
The present system provides veterans hiring preferences comprise of a few categories, most noteably, non-disabled and disabled status (5% and 10% respectfully). Presently there are veterans who are drawing generous retirement benefits to allow retirement after 20 years. Many veterans apply for federal positions with plans to draw a second retirement pension from the taxpayers. Some veterans proudly report their finanical ...more »
Federal agencies should be able to participate in an annual job fair, where they are able to choose among pre-certified recent graduates of undergraduate and graduate programs. This idea addresses several problems: 1) The broken Federal hiring process. This will reduce the amount of time it takes to bring new hires on for entry-level jobs in the government (currently months and months), saving costs from postings and ...more »
Reform the federal hiring process by requiring potential applicants to apply to job classifications and grades rather than individual job postings. Each application would be valid for one year or until the applicant withdraws the application, whichever occurs first. Applications could then be rated on their strengths and weaknesses by experts in the relevant field. Agencies could then request a list of candidates that ...more »
I suggest that DHS accept security clearances from other Federal Agencies. This would reduce the manhours necessary to process and track. I have been waiting for 8 months on a new hire to clear security
In the military people who want to transfer from one area to another can do what is called a "mutual" transfer. They locate someone in a billet who wants to swap jobs. The federal government spends a lot of time and money to hire new employees. However, if the government maintained a "pool" of persons seeking reassignments at no cost to the government, it would enable the government to save money on hiring costs and ...more »
Too many managers are in their positions because they are technically competent rather than having good "people-skills". I suggest pre-manager questionnaires as part of the hiring process to evaluate a person's "people-skills" to effectively and compassionately manage employees. Questionnaires should be designed to weed out personalities who have tendencies to be inflexible, judgemental, uncaring, non-supportive, deceitful, ...more »
Encourage agencies to hire employees within a certain radius of the physical work location. This could reduce the need for employee transit benefits, allow employees to shorten their overall day (work hours + commute hours), and it would help the traffic congestion, Metro over-crowding, and the environment.