In the President’s Management Agenda, one of the three top priorities is building a workforce for the 21st Century. As we begin our journey, it’s not long before we come to a fork in the road. On one side, we see a path that will lead us to exceed the expectations of the public by […]
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The Federal hiring process causes frustration on many levels. Hiring managers would rather utilize non-competitive tools, such as the direct hiring authority provision than sift through an enormous pile of largely unqualified candidates. Qualified candidates who want to serve the public may never be considered. Teams that are tied to directives and deadlines are unable […]
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This week, Management Concepts had the honor of co-sponsoring Today’s Talent Management Approaches for the Workforce of the Future, hosted by the National Academy of Public Administration (NAPA) where a panel of Federal workforce experts shared their experiences and insights on ways to recruit, engage, and retain talented people for public service. After the initial introductions, Debbie Eshelman, Managing Director of Management Concepts, facilitated the panel discussion. Highlights include:
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It might seem that every Federal agency is searching for potential IT candidates. Not only does the President’s Management Agenda call for modernizing IT and optimizing data utilization, but also raising standards for the government workforce. This combination creates a tall order for HR professionals who support Federal agencies. While each agency remains laser-focused on its mission, it must also find the time and financial resources to upskill, reskill, and recruit people who will be facilitating their IT modernization transformation.
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In this five-part series, we talked about how you can help identify and assess leadership gaps within your organization and through introspection. We also covered how Federal Agencies can best avoid mission-critical leadership gaps through effective succession planning. In each discussion, we highlighted the importance of setting specific goals and emphasized that maintaining flexibility is crucial to achieving those goals. Now, in this final installment, we will discuss ways gap-closing success can be measured and potentially improved.
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One of the three key drivers of transformation named in the 2019 President’s Management Agenda (PMA) is realigning human capital to serve America’s priorities for the 21st century. While there is a significant focus on filling technology gaps, several authorities have defined ideal qualities for leaders in the Federal Government.
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