SAVE Award 2011 Ideas

Veteran's Preference causes agencies to pass on better candidates and hire veterans. While this may be a good thing for veterans and for armed services recruitment, it costs agencies (and taxpayers) dearly.

Weaken Veteran's Preference by making it easier for agencies to pass on veterans instead of jumping through a score of bureaucratic hoops, re-posting jobs all together, or simply hiring the veteran instead of their... more »

Due to continuing resolustiions, many agencies are faced with quarter IV hiring and the daunting task of securing entrance on board dates for new employees prior to the close of the fiscal year. WIth the slow economy, we are seeing a lot more applicants for jobs than in the past, especially entry level positions. For example, we had 1200 applicants for 1 program assistant and the job was only posted for three days.... more »

Currently, the Forest Service uses two main methods of hiring employees: USAJOBS and AVUE Services. USAJOBS is the more comprehensive website. AVUE has less flexibility, does not allow searches for "virtual" jobs, and frequently does not even allow listing where a particular job is located, making job searches and the application process unnecessarily complicated and frustrating. At the same time, we have the goal... more »

Many contractos spend years on the same job and often the same contract or it's re-incarnation. Many ar Sub-contractors. The actual workers make the equivalent of government workers salaries but their cost to the government is far higher due to the contracting company profit margine and overhead. i.e. a contractor may be billed at $120/hr while actually earning $50/hr + benefits. Given their longevity on the job it... more »

It is amazing how many agencies (and even duty stations) utilize different systems for hiring individuals. I've submitted for jobs several jobs and have been required to submit several different profiles on several different systems. It is just wasteful to be so redundant when the systems all ask the same information.

There should be clear and up-to-date guidance, templates and examples for how to structure hiring documents. Currently, managers who are trying to fill a vacancy are forced to deal with inconsistent and unclear guidance from human resources staff, wasting countless hours.

There are significant numbers of recent law school graduates who are unemployed and facing a significant debt load. These are bright men and women who have a strong aptitude for the contracting and acquisition field. With minimal additional training, these enterprising people will be able to jump into the contracting and acquisition roles and significantly reduce the cost of mismanaged acquisitions and relieve the crisis-level... more »

Throw out the current system for hiring which isn’t working and adopt a radical new approach modeled around the COMPETES Act. Do away with bureaucratic vacancy announcements filled with confusing and meaningless questions and replace it with a very simple contest that requires only two things – a resume and the answer to the following questions, “What makes you the best fit for this position?”

10 Billiion savings possible. After reviewing several hundred suggestion submitted through the SAVE program it is very evident that "All Agencies" need more IT specialist developers to help them achieve automation instead of using manual processes. With IT technology changing faster than IT people can even keep up with it management continues to acomplish work manually. This is unacceptable in the future. We need... more »

The president announced that the hiring time for federal employees needed to be reduced - so Air Force Personnel Center now maintains metrics stating that they have no RPA's for hiring open more than 50 days... Unfortunately, they are skewing the metrics to meet the Presidential mandate but not actually accomplishing the hiring within the 80-90 day limit set by the President.
What is actually happening is that a supervisor... more »

When Federal employees transfer to other agencies within the Federal government, why can't their HSPD12 badge be updated to reflect their new agency the day they report to their new job by the security office in their new agency instead of having to send Federal employees to get another set of fingerprints/pictures and other badge/security related information---can't agencies share this type of information and make the... more »

When the government fills job vacancies, everyone who applies, regardless of their geographic proximity to the duty station is given equal consideration. If extra points were given to those who would not require a PCS relocation (and the expenses that are associated with it) then millions could be saved each and every year by allowing those who already live close by to fill vacancies. This would also be a great way for... more »

Change the hiring process by eliminating registers.

 

Allow applicants to create on-line profiles that allow identification of skill sets and work experience that applies to multiple jobs. Enable applicants to enter or update their profile at any time.

 

Establish qualified candidates for jobs by searching on profiles.

Do not disqualify applicants from within a faciltiy, by posting job requirements that are more stringent than actually needed for the job.

 

Hiring for within saves training time, and decreases hiring time.

There should be one system that governs the entire hiring process, similar to Jobvite (an innovative recruitment software company in San Francisco, California). You submit your application, then the system tells you whether you made the subsequent steps. You can also schedule your interviews this way, fill out the necessary forms in this system and even accept offers on it. You can receive e-mail or text notifications... more »