Posts Tagged Office of Personnel Management
Today is a snow day for government employees in DC. Oh, wait, never mind. You still have to get to the office but you are allowed a two-hour delayed arrival time due to inclement weather in the DC area. Some federal government employees may choose to brave the weather and make their way through the snow to get to work, while others will take advantage of the opportunity to take an unscheduled telework day.
Those that choose the latter will reap the benefits of several values that come along with teleworking, according to a study, that also includes a ROI Toolkit, conducted by the Mobile Work Exchange in conjunction with the Office of Personnel Management (OPM). The findings review the advantages that not only individual government employees enjoy by teleworking but the value that the agency benefits from by authorizing more employees to work in a mobile work environment.
Commuting costs – By teleworking at least one day per week; employees can save time and money on their commute. This benefit is primarily for the employee, however, the agency can still use this value to increase a current employee’s commitment or attract new talent to the agency.
Transit subsidies – This value helps agencies save money by reducing the amount of transit subsidies processed by employees who are able to decrease their commuting miles or work from a mobile location.
Environmental impact – Executive Order 13514, signed by President Obama in October 2009, requires agencies to meet a standard reduction of greenhouse gas emissions by 2020. This teleworking value can support agencies’ efforts in meeting that goal and help the environment. Employees are also able to use less transportation, thus reducing their carbon footprint.
Continuity of operations (COOP) – A disruption in business operations can cost millions in lost productivity. We’ve seen evidence of this in unexpected office closures due to harsh weather in the past, as well as during the government shutdown late last year. Agencies can avoid this by ensuring that their staff is able to do their jobs from home or other remote locations.
Productivity – Many teleworkers report an increase in productivity and an increase in actual amount of time spent working when they telework due to less distractions and the elimination of the time required to commute to and from the office.
Recruitment/retention – As employees try to find the right work/life balance, many are praising the ability to telework as a means to achieving that perfect balance. This flexibility helps agencies retain their top talent and avoid the high cost of recruiting, onboarding, and training new employees.
Real estate – Desk sharing and hotel spaces are two ways agencies can reduce the amount of office space required by its employees. Federal workers can collaborate with one another and coordinate their schedules so each can utilize the same office space on varying days of the week, eliminating the need for more desk space.
Utilities – In turn, when agencies eliminate the need for so much office space, utilities such as gas, electric, and water are reduced and the agency is able to save on those costs. During Telework Week 2012, USDA asked eligible employees to telework one day per week. Following that week, the agency calculated the cost savings on utilities to be equivalent to what 50 homes would use over the course of one week. Imagine if more agencies adopted this policy more often!
Telework Week 2014 just around the corner! Last year, over 136,000 government employees participated in Telework Week saving $12.3 million in commuting costs, reclaiming 665,936 hours back into their day, eliminating 7,892 tons of pollutants from the air, and saving 12.1 million driving miles. Now isn’t that better than a two-hour delayed start time? Pledge to telework the week of March 3-7 and reap the benefits for both you and your agency.
Share how teleworking has saved your agency money.
Government agencies are being confronted with a multitude of challenges that are forcing leadership to make some drastic changes. Decreased budgets, increasing workloads, and high turn-over are just a few hurdles that agency leaders have to overcome as they struggle to improve the general consensus of working for the federal government. Earlier this year, fifty-five Chief Human Capital Officers (CHCOs) were interviewed on the state of the federal workforce and the challenges they encounter in the federal government.
These interviews were conducted by the Partnership for Public Service and Grant Thornton, LLP and their findings were recently published in the report, Bracing for Change. What they uncovered after talking with these CHCOs were six challenges that are evident in the federal government: declining budgets, higher employee turnover, inadequate succession planning, lack of key competencies, gaps in agency leadership skills, and job satisfaction and communication issues.
Budget-cuts are not a new topic in the federal government. Agency employees have had to endure pay freezes, increased workloads, and limited resources. These conditions can lead to a decline in productivity, motivation, and engagement. According to the report, 72% of CHCOs are anticipating workforce reductions as a result of plunging budgets. These circumstances, along with the influx of government employees at or near retirement, are leading to high turnover. When these individuals leave, they’ll take vast amounts of experience and expertise along with them. Will the next generation of leaders have what it takes to step up and fill that gap? Inadequate succession planning, another challenge facing agencies, is causing CHCOs to wonder if future leaders possess the skills required for the roles they’re about to step into. Surprisingly, only twenty-seven percent of the CHCOs interviewed said their agency’s succession planning was sufficiently gearing-up employees to take on a leadership role.
When asked about the overall competency of agency’s HR staff, only forty-two percent viewed them as a trusted advisor. This number was down from forty-six percent in 2010. But it’s not only the HR staff that is getting a raised eyebrow. Only eighteen percent feel that agency leaders possess the skills needed to be successful and lead their staff. It’s no surprise then that federal employees are wavering in their commitment and satisfaction with their jobs and agencies are having a tough time attracting new talent.
The good news is that not all hope is lost. Based on these interviews and the feedback provided from the participating CHCOs, there are several recommendations on how to overcome these challenges and set-backs.
Reform the civil service system – The phrase, never let a crisis go to waste, has some bearings in this situation. Now is the time for government officials to turn things around to rethink pay and compensation reform, further improve the federal hiring system, update veterans preference laws and merit systems protections.
Stay the course on initiatives that are achieving results – Now is not the time to shy away from certain initiatives because they consume scarce resources. Investing in training to improve staff skill-set, devising ways to grow great leaders within the agency, and using metrics to guide decision-making will aid agencies in meeting their missions.
Improve succession planning – With the impending number of employees leaving the organization due to retirement and other reasons, many agencies must ensure knowledge transfer and skill-set for the next generation of government leaders.
Increase standardization of HR IT and use of shared services – Limited resources are forcing agencies to abandon their own unique systems. Many are relying on the Office of Personnel Management (OPM) and the Office of Management and Budget (OMB) to guide and support them on this issue.
Use available data and metrics – Utilizing available data to communicate with employees and increase transparency can lead to more engaged, committed, and passionate employees.
Implementing these recommendations based on the challenges most agencies are facing, can be a difficult task. How do you communicate change to your staff? How can employees open up to their managers and discuss the struggles they’re having within the workforce? You can learn how by signing up for an upcoming webinar featuring Eryn Kalish, professional mediator and relationship expert. Eryn will address these sensitive issues, reveal an important skill that can make a huge impact, and explain how to create a positive work environment that will lead to passionate employees that want to perform at their best. Sign-up to learn more!