An initiative to consolidate the federal government’s more than 100 disparate HR systems is long overdue, but technology alone isn’t enough. This is a once-in-a-generation opportunity, says one Featured Contributor, to create a human-centered, AI-enabled federal HR system designed for current workforce challenges, not for administrative problems that troubled government in the past.
Artificial intelligence (AI) can alleviate the frustrating parts of your job and augment your current abilities. But there are areas that should remain AI-free.
In 2026, public-sector workforce challenges are structural, not temporary, requiring agencies to move beyond traditional staffing models toward intentional workforce architecture. Rather than focusing solely on headcount and hiring pipelines, leading organizations are designing capability systems that align roles, skills, workflows, and technology directly to mission outcomes.
Government leaders face a growing gap between mission urgency and the speed at which talent can be mobilized. Enter the concept of talent velocity.
An employee with performance issues also could be disabled. Even if they haven’t asked for accommodation, you may be legally required to provide one.
Learn to write and implement a PIP that really helps your poor-performing employee get back on track and keep their job.
How to put together a good faith Performance Improvement Plan that helps your emplyee improve — and keep their job.
What should you do if you’re given a performance improvement plan? Here are steps that may help you preserve your rights and even keep your job.
Sometimes, performance improvement plans are used, pro-forma, to pave the way to a firing. Here are some tips to tell if that’s what’s happening to you.
The workforce challenge is often seen as a hiring and retention crisis. That obscures a more basic issue: the chronic underutilization of existing talent.