Forum Replies Created
January 8, 2014 at 6:35 pm #180759
Trusting, Honesty, Competency, Forward-looking, Curious, Courageous, Persistent
September 13, 2013 at 5:06 pm #179912
September 12, 2013 at 12:57 pm #179922
Yes, Terry, you are correct. Good point. With no money (as in zero), and with no authority to grant (any) time off, we are scrapping the bottom of the barrel looking for ideas.
September 10, 2013 at 1:47 pm #179926
This is great stuff y’all. Keep the ideas coming. You are all being very helpful. Thanks, Dave
September 10, 2013 at 1:46 pm #179928
That’s an interesting take. I hadn’t considered that one. Thanks.
September 10, 2013 at 1:45 pm #179930
Great ideas Andy. Although, technically supervisors have the authority to grant 59 minutes of Admin Leave, here, that authority has been removed from first and second line supervisors. 🙁
September 10, 2013 at 10:57 am #179936
Great idea David. This is the first step in getting that done.
As we all know, the Devil is in the details so what I would like now is to find some ideas and some descriptions about how they worked. Then the employees would have a better idea of what was available. If I use population voting, the employees get to chose which would be the most popular. The trick, of course, is to only offer, for voting, those ideas which would be both feasible and ‘affordable’.
As a side note, the leading contender right now is to permit extra telework days as an award reward.
September 9, 2013 at 6:39 pm #179946
September 9, 2013 at 6:24 pm #179952
Good stuff. We’ve been told no TOA (Time Off Awards) and nothing that costs any money (so no afternoon’s of and no Dave & Busters).
Do you happen to have any details on how these programs work/worked?
May 7, 2013 at 5:49 pm #178530
1. Yes. There are many connections and social networking opportunities. You might want to connect to me at http://www.linkedin.com/in/BellDave
2. N/A. I am a LinkedIn member.
3. There is no reason why Federal employees should not be on LinkedIn. I find LinkedIn to be quite useful and with the advent of Groups, it is a good tool.
January 28, 2013 at 3:47 pm #174090
The most obvious answers on how to help address the abysmal scores are to (1) introduce a new cadre of leaders and (2) rotate the existing executive managers. Knowing the scores were already low and they headed lower, I am reminded of an old adage, “A fish rots from the head.”
Coming from an Agency that is the 2.2 percentile of all federal agencies and agency sub-components, in employee/skills match, I know we have to try something different. There is no place to go but up.
December 5, 2012 at 1:43 pm #173992
1. Couldn’t you get a real job?
2. You are a fat cat bureaucrat.
3. Why are working for the Government? You could have done so much better.
4. I pay my taxes, so why don’t you?
5. You get too many days off (or vacation days).
October 26, 2012 at 2:46 pm #171545
I have used dual announcements twice and our HR department handled them differently. Once I got two certificates (open and merit) and once I only got one certificate. I prefer two certs as you get a greater diversity of applicants. Ask your HR how they will handle it. If you will get two certs, I would say go with the dual announcement. If, however, you will only get one cert, I advise you to go with two announcements, which is more work but a greater scope of applicants. Good luck in your decision, Dave
October 24, 2012 at 11:41 am #84223
Nice. Nope not a food critic – but I do have a lot of customers and they are all hungry. 🙂
Good topic & interesting reading. Thanks!
October 23, 2012 at 1:45 pm #84239
Collaborate, Coordinate, Innovate, Inspire, Lead, Negotiate, Obviate