Department of Homeland Security

Identify and Eliminate Psychopathic Managers

I suggest you require psychological evaluations for all SES level positions to ensure that these individuals are honest, empathetic, and with conscience. In my experience and in reading through a lot of the suggestions on this site, it is obvious that the government is not just dealing with a lack of leadership in its managers but it's also dealing with an epidemic of psychopathy and other destructive personality disorders ...more »

Submitted by

Voting

20 votes
Active

Executive Office of the President

Tie Training to Performance Metrics, Not Feedback

According to a study of the highly successful - and efficent - Boys & Girls Clubs of America, experts concluded that "by tying the curricula of training more closely to key performance metrics and then measuring its impact on them, organizations can generate greater value from training programs and find useful insights to improve programs constantly." By reforming training throughout the United States government -- consolidating ...more »

Submitted by

Voting

4 votes
Active

Office of Personnel Management

Centralize, Rethink Training of Federal Employees; Create Consolidated, Cutting-Edge Public Servant Training Institute

Centralize all mandatory training for the United States government at a state-of-the-art “government science” institute in D.C., with several satellites across the country, that not only covers agency-specific training, but also endeavors to instill government employees, including leaders from all corners, with cutting-edge tools for and methods of doing their jobs, whatever they may be, and finding fresh solutions to ...more »

Submitted by

Voting

3 votes
Active

Office of Personnel Management

Centralize, Rethink Training of Federal Employees; Create Consolidated, Ctting-Edge Public Servant Training Institute

Centralize all mandatory training for the United States government at a state-of-the-art “government science” institute in D.C., with several satellites across the country, that not only covers agency-specific training, but also endeavors to instill government employees, including leaders from all corners, with cutting-edge tools for and methods of doing their jobs, whatever they may be, and finding fresh solutions to ...more »

Submitted by

Voting

1 vote
Active

Department of Commerce

Teamwork versus Individual Awards

I would like to see a teamwork culture in the federal government. The individual awards pits employee against employee. It seems to create an every person for themselves atmosphere. Some strengths aren’t valued by all managers. I have worked for managers that highly valued my strengths and other managers that could only focus on my weaknesses. I recommend awards are group and team oriented. We should develop process’s ...more »

Submitted by

Voting

-2 votes
Active

Environmental Protection Agency

Reform the Senior Executive Service (SES): Awards

All member of the Senior Executive Service (SES) will receive awards solely based on their contributions to other organizations within their agency or to agency level contributions. SES members will receive base pay for managing their particular organization well; however, they will not receive additional compensation for simply doing their jobs. To receive an award, SES must demonstrate a strong commitment to the success ...more »

Submitted by

Voting

8 votes
Active

Environmental Protection Agency

Reform the Senior Executive Service: Mandatory Rotations

All member of the Senior Executive Service (SES) will rotate to new assignment (to a different organization within their agency, or optionally to another agency) no less than every 3 years. The SES program was set up to promote and ensure a corps of qualified senior leaders within each agency, not as a career path for subject mater experts. SES members who linger in one job too long become narrowly focused advocates for ...more »

Submitted by

Voting

3 votes
Active

Department of State

Better Investments in Our Future Leaders

I believe the Summer Intern and Stay in School programs at the Department of State (and similar programs at other agencies) are wonderful opportunities for us to make very sound investments in the future leaders of our country. I've seen some office make great use of these programs and allow the students to gain every advantage possible from the opportunity. However, more often than not, I've seen the opposite. The ...more »

Submitted by

Voting

4 votes
Active

Department of Energy

Leading the energy debate by example

Government should lead by example, especially in the area of energy saving and cost cutting. The Obama administration has been exceptionally transparent in their efforts to "trim the fat" off the annual budget. Its time to take it a step further. Incorporate clean energy into all government buildings. Lets have this government powered by wind and solar energy, starting with the Whitehouse, Captiol, and Supreme Court. ...more »

Submitted by

Voting

8 votes
Active

Department of Defense

Term Limits for Key DoD Civilian Leadership Positions

Establish term limits for senior civilian leaders in critical positions. A few years ago at a PEO/SYSCOM conference at Ft Belvoir, a USMC General as part of a panel made this point when asked how to reform Defense Acquisitions. There are some career bureaucrats with stale ideas that are locked into a critical leadership position within OSD or the military branches. Some have been in the same position for 10 years and ...more »

Submitted by

Voting

4 votes
Active

District of Columbia

10 Years in D.C. Max!

Make it mandatory across the Federal Government no one can be assigned to D.C. / "Headquarters" for more than 10 years. One would hope as a new employee your first assignments would be in the field. Here you would learn your craft, the in's and out's of your job and the organization in preparation for advancement to positions of greater responsability. Once you have experience, and are assigned to D.C., this is where ...more »

Submitted by

Voting

1 vote
Active

Office of Personnel Management

Lead by Example for Voluntary LWOP

During instances when a federal office implements voluntary LWOP to meet pay commitments, strongly suggest (in policy) that management lead by example with at least 1 day per month for the duration of the voluntary LWOP campaign. This demonstration of good faith preserves morale, and should close the budget gap more quickly.

Submitted by

Voting

5 votes
Active