At the edge of this ominous “Fiscal Cliff” lies a very real concern for many federal employers: will we have to reduce our workforce even more? And by what means? Aside from attrition (which reeks organizational havoc over a long period of time), there are two ways a Federal employer can reduce its workforce: TheRead… Read more »
If you’re a govie, you’ll appreciate the recent Wall Street Journal article that challenges this implication. Results from the Census Bureau’s real world Survey of Income and Salary Program Participation (SIPP) showed that most federal workers who are looking to cash in on their skills by leaving federal employment will end up disappointed. Here’s whatRead… Read more »
The first four pitfalls have been covered. Now it’s time to share the last two, and most likely pitfalls of all … Pitfall No. 5: Running Out of Steam; and Pitfall lNo. 6: Planning for the Wrong Skill Sets Regarding Pitfall No. 5: It should not escape the astute reader that sharing these last twoRead… Read more »
Aside from the Job Qualification Standards established by the Office of Personnel Management (you know … the one’s you see in vacancy announcements for Federal jobs): Have you ever wondered if you possess the skills needed to succeed in a Federal employment? Have you ever wondered what government employers seek in order to find theRead… Read more »
We’ve talked about the first three Pitfalls. Now it’s time to share a tough one… Pitfall No. 4: Translating Plans into Business Lingo. Workforce Planning is characterized by two components, the human side and the business side. We’ve talked a bit about the human side but it’s the business side that launches the Plan! MarkRead… Read more »
We’ve talked about the first two pitfalls to Workforce Planning: Expecting HR to Own Workforce Planning; and Missing the Big Picture. Today, let’s talke about Pitfall No.3: Biting off more than your organization can chew. When properly characterized, Workforce Planning should be viewed as a living, breathing organism. What does that mean? It means thatRead… Read more »
We’ve talked about the mistake some organizations make by Expecting HR to own Workforce Planning. Today, let’s talk about Pitfall No.2: Missing the BIG Picture (which also implies that an organization must agree as to what the “big picture” is). The goal of Workforce Planning is to have a ready, future workforce of capable people,Read… Read more »
In my previous blog, I layed out the proverbial “six” pitfalls. Today we’ll go into Pitfall No.1: Expecting HR to own Workforce Planning. Workforce planning is a strategic business effort so let’s put what that means into context. When a company is developing its business plan, where is HR in the process? When an organizationRead… Read more »
Do you want to engage a worldclass workforce that delivers consistent successes to your organization both now and for the future? If your answer is “Not now” or “We’re not ready to move forward with this”, you’re probably one of the pivital pitfalls in your organization! Ah, but if your answer is “Yes”, first realizeRead… Read more »
H.R. 4363 proposes to allow Federal employees to “phase into retirement” by continuing their public service, working up to 20 hours per week while receiving a partial annuity. Phased retirees would come from the Feds’ pool of retirement-eligibles who have worked full-time for at least 3-years immediately prior to entering into phased retirement status. ForRead… Read more »