Analysis

NEW: Most Innovative Agencies

In this uncertain environment, many federal employees are facing the same challenge: do more with less and do it better. The Partnership and Deloitte’s new Best Places to Work in the Federal Government® analysis found that the vast majority of federal workers want to be innovative and are looking for ways to perform their jobs better. However, many employees said that they often lack their leaders’ support to do so, and even fewer said that creativity and innovation are rewarded in the workplace. There are exceptions, and the new analysis includes rankings of the most innovative agencies along with the biggest movers.
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Perspectives from the Senior Executive Service

With broad strategic oversight and high-level responsibilities, the Senior Executive Service (SES)—the federal government’s elite cadre of leaders—provide key insights into an agency’s workplace culture and the unique pressures of federal leadership. How do these senior executives view their jobs and workplaces? Do their opinions differ from other federal employees?

According to the Partnership and Deloitte’s latest Best Places to Work in the Federal Government® analysis, members of the SES are more satisfied with their jobs than their employees. The government-wide score based on data from 2012 for senior federal executives was 82.6 out of 100, compared to a score of 64 for all other employees, an 18.6-point gap. To help diminish this satisfaction gap between agency executives and employees, the analysis includes actions that agency leaders can take.
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Federal Leadership on the Decline

It is a challenging time for federal agencies, and effective leadership is a necessity for guiding employees through the uncertainty. Federal employee attitudes toward their leadership are a major influence on job satisfaction and commitment and also have a significant impact on performance.

How satisfied are federal employees with their agency leadership? In the Partnership and Deloitte’s Best Places to Work in the Federal Government® analysis, federal leaders can find out their employees’ opinions of senior leadership and see whether their attitudes have changed from 2011 to 2012. The analysis also includes steps for improving employee job satisfaction and performance and the workplace environment.
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Upcoming Events

From Hiring to Retiring: Engaging Managers in the Employee Lifecycle

Identifying and implementing strategies to engage managers throughout the employee lifecycle is critical to meeting agencies' human capital needs. Please join the Partnership for Public Service for an interactive workshop, featuring executives from the Department of Labor, Department of the Treasury and National Science Foundation, on Wednesday, May 22 to find out where and when collaboration between managers and human resources professionals will have the most impact, ranging from recruitment and hiring to retention and more.

Wednesday, May 22
Registration is complimentary, but space is limited, so please RSVP today to reserve your spot.

Using Social Media to Build Your Brand and Keep Your Workforce Strong

Developing your agency's virtual presence is critical to building and managing your brand, recruiting the right people, and recognizing and tracking your existing employees. In today's fiscal environment, effectively using social technologies can be a budget-friendly way to maintain your agency's presence as an employer of choice. Please join us for an interactive workshop to find out how your organization can select and implement social media to attract and hire talent. You will also learn which tools can be used most effectively in the federal space and tips for employing them at your agency through case studies and practical examples from government and private sector leaders.

Wednesday, June 12
Registration is complimentary, but space is limited, so please RSVP today to reserve your spot.