It’s Time to Make Government a Great Place to Work
It’s incumbent on employees and managers to communicate why the organization and new work practices are important.
It’s incumbent on employees and managers to communicate why the organization and new work practices are important.
Today public agencies are reporting shortages in education, law enforcement, public health, nursing homes, libraries – the list is long.
The past two decades have seen a revolution in the role of HR and the practices governing talent management but it’s been ignored by government.
Government is different in another significant way – it’s common in agencies to find two distinct approaches to performance management.
Building tomorrow’s workforce will require a pay system that is seen as fair to highly qualified men and women.
Simply adding women and/or minorities can be seen as a token unless they believe they are treated equitably and gain acceptance.
The bottom line is that employers still pay women and people of color less than white men for the same work.
High-performing organizations celebrate achievements throughout the year. It builds collaboration and esprit de corps, contributing to better performance.
In government, a largely unrecognized aspect of the problem is that “performance” has been addressed by two distinct groups of practitioners with minimal overlap.
Many public employers continue to rely on pay programs adopted decades ago, a time when women and minorities were rarely involved or considered in the decisions.