4: Federal Workforce

Strengthening the Federal Workforce

Other Information:

This set of memoranda will discuss the emerging models and lessons learned from innovations at all levels of government both here and abroad. Memo Overview: As many in the field of public administration have observed over the past decade, the federal workforce faces a number of critical challenges that must be addressed in order to fulfill the increasingly complex demands placed upon federal agencies. For example, there is a looming retirement bubble, which will require the replacement of a significant portion of the federal workforce. In addition, the technical skills required in today’s workplace continue to necessitate advanced employee training efforts. Accordingly, during the next four years, improving federal human resource systems will be critical. In order to provide the level of service expected from the Federal Government, we must address significant HR issues. These issues include: compensation reform, strengthening and streamlining federal recruitment and selection, enhancing training and development, and strengthening employee/labor relations. In an effort to provide assistance to the next Presidential administration and Congress, we have prepared a set of policy memos that each summarize a key challenge for federal human resources managers and provide practical recommendations on how the President and Congress can better position the federal workforce to meet the dynamic and growing demands placed upon it. * Federal pay comparability policy should more efficiently resolve disparities between the federal government and the private sector through tailored pay adjustments within the General Schedule pay system and expanded within-grade pay ranges. * To replace 60 percent of the federal workforce expected to retire during the next Administration, the federal recruitment process should continue reform efforts to strengthen transparency and accessibility by talented job applicants. * Federal training and development efforts should be reinvigorated in order serve as a natural complement to compensation policies aimed at rewarding individual effort and achievement. * Federal labor/management partnerships should be reinforced to ensure fair treatment for employees whose pay and benefits are under increasing pressure from outside economic forces. * The role of the US Office of Personnel Management should be enhanced to better position the agency to lead federal human resource management efforts in the future.

Stakeholder(s):

• Steve Condrey: Chair -- Stephen E. Condrey is President of Condrey and Associates, Inc., President-Elect of the American Society for Public Administration, Chairman of the Federal Salary Council, and Editor-in-Chief of the Review of Public Personnel Administration. His publications have appeared in Public Administration Review, Journal of Public Administration Research and Theory, American Review of Public Administration, and elsewhere. He is the Editor of the Handbook of Human Resource Management in Government (3rd edition). His research interests include public human resource management and public management. He holds a PhD from the University of Georgia.


• Rex L. Facer II: Co-author


• Jared J. Llorens: Co-author

Objective(s):

4.1: Pay Comparability

4.1.1: Pay Scale Increases

4.1.2: Pay Progression

4.2: Recruitment & Selection

4.2.1: Strategic Perspective

4.2.2: Processes, Procedures & Policies

4.2.3: Selection Quality

4.2.4: Applicant Pool

4.2.5: Training

4.3: Training & Development

4.3.1: Emphasis

4.3.2: Funding

4.3.3: Training, Development & Progression

4.4: Employee/Labor Relations

4.4.1: HRM Reform

4.4.2: Coordination

4.4.3: Image

4.5: Office of Personnel Management

4.5.1: Title 5-Exempt Personnel Systems

4.5.2: Title 5 Personnel Requirements

4.5.3: OPM Role

4.5.4: Technological Innovation

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