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Partnership for Public Service

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Partnership for Public Service

The Partnership for Public Service is a nonpartisan, nonprofit that works to revitalize our federal government by inspiring a new generation to serve and by transforming the way government works.

Website: http://www.ourpublicservice.org
Location: Washington, D.C.
Members: 165
Latest Activity: Aug 27

Sign up to lend your voice to the Public Service Recognition Week Thunderclap

Public Service Recognition Week starts this Sunday, May 4, and we need your help! We’ve just launched the first-ever effort to thank public servants virtually via Thunderclap, and we encourage you to take a moment right now to sign up via your Facebook or Twitter accounts. It’s easy to do. Just click Thunderclap. Please also consider sharing this message with your networks.

Additionally, there are a number of exciting events scheduled throughout the week including a Public Service 5K Run/Walk on Sunday, May 4, with proceeds benefitting the Federal Employee Education and Assistance Fun (FEEA). To celebrate PSRW, the Washington Nationals are offering discounted tickets to government employees for their Tuesday, May 6 game against the Dodgers and will pay tribute to public servants in attendance.

We also hope you will join us on Thursday, May 8 for the fourth annual Public Service Town Hall at the Partnership for Public Service. Secretaries Penny Pritzker, Thomas Perez and Jeh Johnson and OPM Director Archuleta will discuss the value of government service and the dedicated men and women who deliver that value on behalf of the American people every day. This year's Town Hall is moderated by ABC News political commentator Cokie Roberts. If you are outside the DC area, there’s an option to watch this event via live stream.

Watch too for the 2014 Samuel J. Heyman Service to America Medal finalists, set to be announced on Monday, May 5 here.

Our nation’s government workers are behind the scenes working day in and day out to ensure the health, safety and welfare of countless Americans and others around the world, and they deserve our thanks. For more information about the week’s events, go to http://publicservicerecognitionweek.org/index.shtml.

Tom Fox: The Federal Coach

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Comment by David B. Grinberg on January 15, 2013 at 2:40pm

EEOC WANTS YOU...

To comment on federal sector enforcement priorities. Email fcp@eeoc.gov. Deadline 01/24/13. See news release. This is your chance to provide valuable input as new policies are considered. Thanks.

David

Comment by David B. Grinberg on June 20, 2012 at 12:49pm

Check out EEOC's 15th Annual EXCEL 2012.  EEOC's premier Federal Sector annual training event. Excel at EEO and diversity management by learning from the experts at EEOC.  A small investment for career advancement, boosting leadership potential, and creating a model Federal workplace.

http://www.govloop.com/profiles/blogs/excel-2012-workshops-announce...

DON'Y DELAY, REGISTER TODAY!

http://eeotraining.eeoc.gov/viewpage.aspx?ID=df38df67-1b6b-4297-bf4...

 

Comment by Erin Duggins on February 3, 2011 at 3:30pm

Hay Group recently announced its sixth annual Best Companies for Leadership findings.  Check out my blog post that highlights what government leaders can learn from the global top 20 Best Companies for Leadership.

 

http://www.govloop.com/profiles/blogs/what-federal-government

Comment by Erin Duggins on November 10, 2010 at 2:27pm
Join Hay Group’s webinar – How the ‘Most Admired for HR’ foster and leverage engagement - http://bit.ly/civpvp
Comment by Mary Souther on November 8, 2010 at 7:29am
A member of this group, Doris Tirone, was featured as a GovLoop Member-of-the-Week. Check out her interview http://www.govloop.com/profiles/blogs/member-of-the-week-doris
Comment by Ed Powell on September 16, 2010 at 9:39am
Hiring Reform’s Weakest Link? Bad Position Descriptions!

I remember a time when hiring was hard, but not broken. It was also a time when the position classification system still had some integrity and the Position Description (PD) was a respected artifact in the human capital process. (Supervisors and employees agonized to such a high degree over PD accuracy that we had a recognized process called “pen and ink changes.”)

PDs are supposed to document the official assignment of work by supervisors and serve as a quasi-financial document to authorize the payment of government funds. Today, PDs are not classified they are “justified.” PD content and listed “major duties” are driven more by what is needed to support a grade and less by what work is actually done.

How could this be? Aren’t PDs the cornerstones that hold the human capital process together? The PD, and associated job analysis, is the foundation for job announcements and crediting plans. It is the foundation document for Performance Appraisal and discipline for poor performance. The PD is the ruler for determining the appropriateness of training, as you can take courses to improve your performance of assigned duties but NOT to prepare for another job.

Is it any wonder that way too many of the wrong people apply for particular jobs when the description in the announcement has practically nothing to do with genuine job requirements?
Comment by Sarah Erdman on September 13, 2010 at 5:57pm
The Partnership is hosting the following Best Places to Work Inter-Agency workshops:
- Law Enforcement/Public Safety agencies: Friday, Sept. 17
- International Affairs/National Security agencies: Tuesday, Sept. 21
- Citizen Services agencies: Wednesday, Sept. 22
- Science/Environment/Agriculture agencies: Thursday, Sept. 23
- Medical/Public Health/Veterans Affairs agencies: Friday, Sept. 24

For more info, visit our Best Places to Work site or email Erika Kaneko at ekaneko@ourpublicservice.org
Comment by Ed Powell on September 3, 2010 at 10:20am
I read with great interest the PPS' recent study “The Weakest Link - How Strengthening Assessment Leads to Better Federal Hiring."

As always, I have more than a few comments but I'll hold back and keep it short.

In the hiring arena, OPM is essentially “partnering” with industry to provide the end-to-end solution that they seek. However, this partnership has been largely absent of the true collaboration that could benefit all parties in this relationship, including job seekers, HR and the agencies. Other than the contracted research that led to the publication of HRLOB specifications and occasional RFIs, OPM has never assembled its commercial partners (Oracle, IBM, Accenture, CarahSoft, Allied, Monster, Avue, Taleo, NeoGov, etc.) and asked for their insight, opinion and judgments as to how hiring could be streamlined or reformed or even how OPM could squeeze the greatest benefits from its existing partner architectures. Also, through inattention or inaction, OPM has not provided the enabling guidance and directions that its vendor partners and agencies could use as a springboard to independent innovations and achievements. (This is a polite way of saying the OPM has acted afraid of some partners and, as a result, has very timid in “managing” these programs.)

For example: One of the original outcomes sought in issuing the Recruitment One Stop RFP in 2003 was improvement in applicant notification. However, only one vendor in the entire partner community was providing the method and level of those notifications sought by OPM in USAJOBS as of the Fall of 2009 because, up until them, OPM had never made it a requirement! (There are dozens of similar examples.)

Your report states that "OPM’s centralized assessment services will provide agencies with tools and resources that will enable them to implement standardized, effective and valid assessments to evaluate applicants’ job qualifications for many federal vacancies."

Has OPM published those interface spec's for their "partners" to use in providing this valuable capability to federal agencies? You can guess the answer. The only thing the agencies hear is that OPM is integrating the assessments with their OWN, COMPETING applicant tracking system, USAStaffing.

This has been a recurring problem on a number of OPM initiatives over the years, partner vs. competitor. As a retired fed who worked in HR for 30 years, 20 years running HR and Payroll for Treasury via a partner, I can’t tell you how frustrated I am by OPM’s continuing mismanagement. I know who the true “Weakest Link” is in the hiring process and it’s not assessments!
Comment by Scott Span on May 13, 2010 at 1:14pm
Thought this a relevant post of interest to this group:

Top 5 Things Gen Y Needs to Know That No One is Telling Them!


http://www.govloop.com/profiles/blogs/5-things-gen-y-needs-to-know
Comment by Andrew Krzmarzick on April 27, 2010 at 11:27am
Hey Folks - We have our first two "Gov Mascots" posted:

- Franklin the Fair Housing Fox
- Energy Ant

Look for more in the coming days, vote for your favorite (more on that soon) and meet them in person at PSRW!
 
 
 

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