Written By
Authors: Dr. Michael Rogers, Michael Vajda, Sharon Ginley
With the Presidential election of Donald J. Trump, there is a compelling need for Federal agencies to begin preparing for the inevitable impact of new initiatives and priorities on their workforce. President Elect Trump’s Agenda 47 includes plans to:
Implementing the proposed changes to how federal human capital is managed, agencies are structured, and services are delivered will undoubtedly involve a wide range of complex actions, labor negotiations and compliance with employee rights. The success of these efforts is dependent on detailed technical knowledge of governing laws and regulations and reliable personnel data. Many of these initiatives will land on Federal HR to implement changes quickly and orderly; thus, HR Servicing Offices are encouraged to begin now to assess their readiness. The data integrity of all personnel records is central to determining the impact of various workforce planning strategies to accomplish reorganizations and downsizing; eliminating, consolidating, or reclassifying positions; initiating directed reassignments and transfers of functions; requesting approval to offer early retirements and/or separation incentive payments; and conducting Reductions in Force (RIF), where needed.
Where restructuring requirements exist, Federal government organizations have several options prior to implementing a RIF. These options include initiating hiring freezes, separating temporary employees and/or re-employed annuitants, voluntary reduction of grade or hours, Voluntary Early Retirement (VERA), and Voluntary Separation Incentive Payments (VSIP). However, efforts to prepare for these “Other than RIF” options align with preparation needs for possible future RIF procedures.
Scoping or implementing these efforts requires accurate personnel data. Federal government HR Offices must begin now to compare all position and personnel data elements with position descriptions, ensuring accuracy in targeting restructuring efforts, reconciling record discrepancies that may impact personal decision making or compliance in HR-based procedures. For Federal government HR Offices considering VERA/VSIP, there is a need to review Retirement Service Computation Dates within personnel systems, to determine their accuracy as well as capability for rapid and scalable computations. This work is dependent upon up-to-date and complete personnel records that may need to be requested from prior employing organizations or the National Records Center, thus extending timeframes. The primary mechanism for conducting RIF procedures includes the establishment and management of competitive areas, levels, and retention eligibility. This work is dependent on personnel records and systems whereby preparatory data review efforts are critical for all restructuring efforts and to conduct RIF procedures in a timely and compliant manner.
RIF procedures are often seen as the option of last resort when presented with the need to restructure. RIF requirements, found in Title 5, Code of Federal Regulations, Part 351, lay out a very prescriptive formula, which can have far-reaching impacts on the agency, with unintended consequences and appeals, if not carefully planned and executed. Again, data integrity in the personnel records is essential to ensure compliance with RIF rules and accurate decisions. As an additional RIF-avoidance effort, agencies that anticipate wide-spread rightsizing and relocations, can also create a nationwide database to match displaced workers with vacancies for which they qualify and indicating enhanced utilization of ITAP and CTAP procedures.
Another initiative with wide-ranging impact is the proposed authority to re-classify positions in the “Schedule F” within 5 U.S.C. § 7511(b)(2). The original Executive Order, “Executive Order on Creating Schedule F In The Excepted Service,” documents the initial classification criteria of positions from Competitive to Excepted Service “Schedule F.” When reviewing position descriptions to confirm position and personnel data elements, Federal government HR Offices must be able to determine which positions include the requisite responsibilities outlined in the Executive Order to flag positions for “Schedule F” re-classification consideration. This will enable more rapid compliance, should the “Schedule F” directive be re-issued or codified into law.
Prepare Your Federal Workforce for the Future—Start Today!
Navigating the impact of a new administration on federal HR requires strategic planning, accurate personnel data, and proactive workforce management. GKG’s experts can help your agency assess readiness, ensure compliance, and implement workforce restructuring strategies effectively. Need tailored support? Contact GKG today at solutions@goldenkeygroup.com to discuss how we can assist your agency in preparing for upcoming workforce challenges.
