Welcome to GovLoop’s latest edition of our exciting federal employment opportunities for the week of November 22, 2019 on USAJobs.
Here are five strategies that you can use to achieve the best possible outcome the next time you experience conflict in your workplace.
If you are someone who has been guilty of the unconscious bias associated with misunderstanding other generations (outside of your own, of course), allow me to translate a few misconceptions in this millennial translation article.
Most employers require that their full-time staff take at least a 30-minute break in an 8-hour workday; yet, in my 13 years in federal service, it’s more common for me to see my colleagues work straight through their midday break—I’m guilty of doing it myself.
Our attention to workplace behavior, whether it’s about generational differences or other social woes, require our best thinking and our best behavior.
Agencies are employing various strategies to address the workforce gap, including rethinking the security clearance process and personalizing hiring.
As the season approaches for year-past reflections on progress and growth, the annual federal Chief Human Capital Officers (CHCO) Council public meeting forecasted a year ahead with room to grow in fostering a merit-based, nationally representative workforce.
The right benefits administration technology and meaningful data can transform annual enrollment from a once-a-year event into a year-round personalized journey that engages employees, ultimately lowering an agency’s spend.
The more agencies incorporate employees’ needs into their training and development, the better prepared they will be to embrace new ways of doing business.
In their rush to realize IT modernization’s promises of more security, better service delivery and greater innovation, agencies find three main challenges — and a solution — to find the right foundation.