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Dec 8, 2019

In March, GAO published a report on talent management (key takeaways/recommendations are listed below). I sat down with Robert Goldenkoff and Shelby Kain at GAO to discuss their findings. Spoiler alert: this report basically calls the gov a Dorothy - the power was within us all along just like in the WIzard of Oz. We ALREADY have the flexibilities and resources to be SO much better. But we don't use them. Ugh.

Link to the report:

https://www.gao.gov/products/GAO-19-181

Here are the recommendation (no surprises here):

Align human capital strategy with current and future mission requirements. With shifting attitudes toward work, technological advances, and increased reliance on nonfederal partners, agencies need to identify the knowledge and skills necessary to respond to current and future demands. Key practices include identifying and assessing existing skills, competencies, and skills gaps. Acquire and assign talent. To ensure agencies have the talent capacity to address evolving mission requirements and negative perceptions of federal work (e.g., that it is too bureaucratic), agencies can cultivate a diverse talent pipeline, highlight their respective missions, recruit early in the school year, support rotations, and assign talent where needed. Incentivize and compensate employees. While federal agencies may struggle to offer competitive pay in certain labor markets, they can leverage existing incentives that appeal to workers’ desire to set a schedule and to work in locations that provide work-life balance. Engage employees. Engaged employees are more productive and less likely to leave, according to the Office of Personnel Management (OPM). Agencies can better ensure their workforces are engaged by managing employee performance, involving employees in decisions, and developing employees.