Campaign: Legislative Branch

Moratorium on New Large IT Expenditures to Improve Current Architecture

Introduce a spending moratorium on new, large IT programs for a year. Require agencies during this time to conduct a 100% audit review of existing IT programs during this timeframe with the aim of confirming efficiency, performance, progress, and spending. Validate funds programmed or requested in current and previous two fiscal years were actually applied for the intended purpose. Programs that have been renamed or ...more »

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Campaign: Legislative Branch

Performance Incentives

Many agencies have performance award programs. However, performance incentives like bonuses, when used, are often given to so many employees they quickly lose their financial significant and power as positive incentives. Worse, because moderate and even poor performers get awards of similar or even equal value to higher performers, the award system may actually discourage high performers and make them feel unappreciated. ...more »

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Campaign: Executive Office of the President

Adopt the Process Enrichment(SM) philosophy and methodology to improve the quality of government organizations and the products

Adopt the Process Enrichment(SM) philosophy and methodology to improve the quality of government organizations and the products and services they produce. Process Enrichment(SM) provides an excellent and useful contemporary definition of performance quality excellence, based on Themes of Performance, that enables strategic management, quality management and risk management to work together to achieve strategic results ...more »

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Campaign: Social Security Administration

Incentives for Out Performing Quotas or Monthly Goals

I believe that employee morale and as a result, productivity, would be greatly improved if management spent as much time offering congrats and thank-you incentives to employees who meet or exceed performance goals, especially those who exceed goals and help the whole office's numbers, rather than spending so much time and attention on how the office need to be more efficient, more productive. Because if you are an employee ...more »

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Campaign: Department of Labor

Promotion on performance not on Time served

There isnt a better way to motivate people for working harder and smarter.

 

For those who dont perform, they will not get an automatic raise and thats is how cost - saving will be accomplished.

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Campaign: Department of Labor

Promotion on performance not on Time served

There isnt a better way to motivate people for working harder and smarter.

 

For those who dont perform, they will not get an automatic raise and thats is how cost - saving will be accomplished.

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Campaign: Legislative Branch

Transparency

Information about federal employee salaries, bonuses, travel expenses, purchases, and performance plans should be publicly available in real time on agency web sites, not grudgingly divulged only when it is impossible to avoid complying with FOIA requests demanding such information. This would expose waste and inefficiency and allow it to be eliminated. It would also make it easier to eliminate discrimination and allow ...more »

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Campaign: Department of Energy

Remove Poor DOE Managers!

Poor managers kill morale, show favoritism to their buddies, slow down performance & production of the employees that get it done, and don't recognize the right employees. Are there mandatory SUP or MAN training courses that are required to become a DOE Manager/Supervisor? Is there a competency requirement? How about a DOE Manager Certification Prorgam with Level I, II III & IV? Let the employees rate their performance ...more »

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Campaign: Department of Homeland Security

Making COTR More Effective To Prevent Cost Overruns Through Creating A Professional Job Series And Require More Training

Billions of dollars are being spent on cost overruns on government contract due to careless monitoring of contractor performance by Contracting Officer’s Technical Representatives (COTR). I propose that COTRs should have its own professional job series and be required to undergo more extensive training as suppose to their current 40 hours of VERY basic, rudimentary training. A COTR’s primary responsibility, as delegated ...more »

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Campaign: 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 »

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Campaign: 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 »

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Campaign: Executive Office of the President

Realistic Safety Goals and Targets

Federal departments and agencies should coordinate with the Department of Labor's Occupational Safety and Health Administration and Office of Workers' Compensation Programs to establish realistic performance goals and targets and hold managers from the top down accountable to meet or exceed those targets. Agencies need to do more to protect federal employees from workplace injuries and illnesses. Although the federal ...more »

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