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Tax Payer & Civil Servant

User Profile Image Tax Payer & Civil Servant
Member since : May-27-2009 (Verified)
4 Ideas, 42 Comments, 273 Votes

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Ideas Posted

Agency' provide an Automatic (1% without matching) and Matching Contributions can add up to five percent of basic pay.

I am not aware of any other private company that provides 1% into an equivalent 401(k) plan. Yes, this is used as a recruiting tool with regards to benefits. However, given our economic climate I would think the 1% automatic contribution could be, at a minimum, suspended for several years until such time as we reach financial stability. I'm not an economist so I could not define financial stability.

This recommendation is coming from a federal employee who is enjoying the benefits of FERS and the 1% automatic contribution.
The General Services Administration (GSA) has a Personal Property Donation program that is not used by most states or the State Association for Surplus Property (SASP). Most states have realized dramatic cuts in their budgets which translates into no dollars to purchase bulldozers for the state parks, furniture for offices, utility vehicles or firearms for law enforcement. GSA has hundreds of items available for donation to states but it has fallen on deaf ears at most state agencies including their procurement departments who are looking for ways to save money. If we want to support ‘green’ or ‘reuse’ initiatives state agencies should be directed to use GSAXcess®. There are many success stories indicated on the NASASP website that support the positive results from this program.
Suspend all relocation assistance/payments for federal vacancy announcements. The unemployment rate in every metropolitan area is excessively high. This translates to a human capital resource pool that has candidates to meet and probably exceed the requirements of the job. If someone in DC wants to relocate to San Diego during their last years of government service because they intend to retire there, let the move be on their own dime. It should not be at the expense of the tax payer.
The federal travel systems are broken and have opened the door to waste, fraud, and abuse.

1) Pair city contracts are very costly compared to discount internet sites.

Examples as of 5/27/2009

Cities (round trip) Pair City Contract Cost Discount Internet

Salt Lake City, Utah to
Bismark, North Dakota $1,431.25 v. $488.00

San Antonio, TX to
New Orleans, LA $379.50 v. $154.00

San Antonio, TX to
Denver, CO $537.50 v. $138.00

Agencies have a policy to allow use of the discount fares if it “Benefits the Government” however the process of obtaining approvals is so cumbersome that the approval cannot be obtained in a timely manner to recognize the savings and make the reservation. And while the pair city contracts have cancellation / change benefits (no cost), the cost of including a change/cancellation fee is still less expensive than the pair city costs.

Depts/Agencies/Bureaus should allow common sense to prevail when making travel arrangements. If the employee can save money by booking a flight through a discount site they should not be required to get approval first. Just require evidence of savings should be sufficient to support reason for using discount airfare, hotel, or car rentals.

2) Employee’ are not required to provide receipts for anything over $75.00 so claims can be made for taxi’s when free or less costly shuttle was actually used, claims for checked bags when bags were carried on, claims for entire per diem when dollar menu was used, claims for mileage to and from airport when mileage is exaggerated, travelers do not fill up rental car and pay the rental agency gas fee (which is much higher) for a full tank of gas when they return the vehicle, claims made for porters and only had one bag. These are just a few of the ‘doors’ that have been left open because the federal government doesn't want to have all of the paper work. The travel reimbursement for these ‘additional costs’ directly to the federal employee is tax free. Recommend the federal government require receipts for all travel reimbursements claimed and use the internet to confirm trip mileage claimed when using the federal employee uses their POV. Federal government employees who are using tax dollars should be held to a higher standard when reporting travel reimbursement.
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Comments Posted

With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
With everything going digitial what would be acceptable since paper documents will eventually be a outdated as hieroglyphics and clay tablets?
It would be helpful to have examples of your claims; I'm in the federal government and I haven't seen much use of direct hire authority. And in the scientific community they hire scientists. Also, with the exception of political appointees and those coming in from the public at ES or GS 14/15 positions (generally director/management level - which requires someone who has the ability to lead those with experience)I not aware of alot of hiring with the federal government at the six figure level that you indicate?
In my most recent experience of hiring for my federal organization, it wasn't the actual hiring process that delayed bringing the applicant on-board it was the required HSPD1, the federal back-ground check. Why does it take 60-120 days when the private sector can do this within a few days and obtain more detailed information that an OPM investigator can obtain?
I found your referenced Rule of Three on OPM' website:

The "Rule of Three" and Veteran Passovers

Selection must be made from the highest three eligibles on the certificate who are available for the job--the "rule of three." However, an agency may not pass over a preference eligible to select a lower ranking nonpreference eligible or nonpreference eligible with the same or lower score.

Example: If the top person on a certificate is a 10-point disabled veteran (CP or CPS) and the second and third persons are 5-point preference eligibles, the appointing authority may choose any of the three.

Example: If the top person on a certificate is a 10-point disabled veteran (CP or CPS), the second person is not a preference eligible, and the third person is a 5-point preference eligible, the appointing authority may choose either of the preference eligibles. The appointing authority may not pass over the 10-point disabled veteran to select the nonpreference eligible unless an objection has been sustained.
If you look at most wars they are in the name of religion. And since the US was fundamentally founded on freedom of religion (also including no religion) then you are mocking the very essence of our liberties, the freedom of choice. If we choose not to participate in the war we still have a choice and ability to lead our country.
I was hired over a veteran based on the fact that I had job related experience and we were the only two applicants listed on the 'certification'. Not sure where you received your information regarding the Rule of Three?
As an former applicant and as a hiring manager for the federal government I have never had a job posted as a formality. In fact, there have been several surprise applicants whom I've hired over the inhouse applicant. I also personally call those I've interviewed with my decision - I don't leave it up to HR. With a large percentage of our federal workforce eligible for retirement we welcome the infusion of interns and equivalent expericene who come from outside federal or DOD service. I have been in and out of the federal government four times and the process that takes the longest is the security clearance.
I have worked in the public and private sector and Human Resources. I can say without hesitation that the public servants, as you reference in your subject line; do not have a monopoly of being poor 'servants' of the general public.

If someone is not able to handle difficult people, where they work will not change the outcome/results. They will handle in the same manner in which they've been taught through their environment, culture, and/or training.
Carrie and Phil:

I have been at 4 different agencies and have held 7 different position series (within 12 years). It's easy to do if you promote your 'soft-skills' in your resume and KSA' rather than focusing on your technical abilities.
The Paper Reduction Act calls for this but it can't be implemented as long as the federal government agency's themselves REQUIRE the actual document. Still have old school federal employees who demand the paper in their hand to make it 'official'. They need to retire or adapt.
Early in my federal career I had implemented a process whereby my staff could provide performance feedback directly to my supervisor during the rating period. It was anonymous. AFGE stepped in and stated that since it wasn't 'negotiated' the employees were not allowed to rate me so it was discontinued. AFGE even disclosed that when they interviewed the bargaining unit employees none of them took issue with participating in the 360 and they had never felt it was being used against them.

I actually received very valuable and contructive feedback from my staff using this tool.

I think everyone, not just managers, should have 360 reviews at rating periods. It's easy to weed out those that are showing favortism and/or those that have an 'issue' with the person. Maybe consider throwing out the high and low ratings and then average.