Even though the handbook says that supervisor can reward their deserving staff members....there is often 3-4 levels of approval to give minimal cash awards or time off. Some of the approvals required are in additional to the spaces for approval on the form. Require that everyone uses Hihrts for awards with no other additional paperwork or approvals required. This process is demotivating to the supervisors as well as the staff because the more people you have involve it increases the chances of getting lost or denied. This is all about motivating and encouraging employees and getting the feedback need to recharge the batteries!
In the Department that I work in all but 2 of the GS-13s and management received a year end bonus (ranging from 500.00 to 2,400.00) and time-off awards for 2009. The assistants received a time-off award even though we assisted the analyst with the special project and work in the department. For Professional Week the assistants get "donuts". How nice.
Management prefers insults to appreciation. Look at the years of training dollars wasted on Community Builders, most of which have left the agency. Look at the care lavished on Presidential Fellows. Management's attitude is you're lucky to have a job, and by way we're going to shower our pets with stuff you can only dream about, and promote them far faster than you ever will be. And no matter how hard you work, you will only get an Outstanding once every 5 years, if that.
HUD is tied for last…..
Annual rankings of federal workplaces
Wednesday, September 1, 2010 It's something every worker can relate to: Your office isn't meeting its goals, customers aren't happy, there's turmoil at the top - and morale is plummeting.
It happens in the federal government, too, where agencies facing intense public scrutiny, shifting priorities and unstable leadership can see nose dives in worker satisfaction. Both the Securities and Exchange Commission, a critical player in this battered economy, and the Office of Management and Budget, the agency responsible for implementing President Obama's government reforms - hit the skids in the fifth "Best Places to Work" rankings, a closely watched report of federal employees.
The rankings account for the perceptions of more than 263,000 workers at 290 federal organizations. It is compiled by the Partnership for Public Service, a nonpartisan think tank devoted to promoting public sector careers, and American University's School of Public Affairs.
***The primary factor in job satisfaction, however, remains effective leadership from senior agency bosses***, the survey concluded. Over the years, senior leadership has scored low in the survey, and the Obama administration is no exception.
***The Department of Housing and Urban Development*** and National Archives and Records Administration ****tied for last among large agencies***.
The survey gave several examples of how an agency's leadership can affect results. The Federal Labor Relations Authority, stagnant during George W. Bush's administration, saw its scores more than double thanks to strong reviews for agency leadership. It earned the biggest year-to-year jump among small agencies.
Scores on the survey's 100-point scale ranged from an 81.8 for NRC to a 57.1 for HUD and the National Archives. The survey is emerging as an important management tool for agencies looking to spot trouble areas, said Partnership President Max Stier.
"Particularly in an environment like the government, where you don't have profit and loss statements and stock prices, this information becomes even more important," Stier said.
The partnership (which maintains a content-sharing arrangement with The Washington Post) compiled the rankings using data from the Office of Personnel Management's Federal Employee Viewpoint Survey. Agencies not part of OPM's survey asked workers to complete similar questionnaires.
To review the full rankings please visit www.BestPlacestoWork.org.