Publications

To gain insight into how the government and its employees are responding to this need for change, the Partnership’s latest Best Places to Work in the Federal Government® analysis examines the views of federal workers toward innovation in the workplace. It also pinpoints from the employee perspective which agencies are innovating and which are struggling.

What do federal employees themselves think about their pay and how does pay affect their job satisfaction? The Partnership for Public Service and Deloitte set out to understand these questions as part of its Best Places to Work in the Federal Government® analysis, which is based on data from the Office of Personnel Management’s (OPM) 2011 Federal Employee Viewpoint Survey.

John Palguta, Vice President of Policy, discussed the critical need for developing a highly-competent HR workforce and outlined the current challenges the HR workforce is facing as it operates in a budget-constrained environment.

According to this Best Places to Work in the Federal Government® analysis, produced by the Partnership for Public Service and Deloitte, leadership in the federal government gets a mixed review. On the one hand, leadership is one of the lowest workplace categories of 10 examined, with a score of only 54.9 out of 100. On the other hand, scores have been improving steadily since the rankings first launched in 2003 and there is compelling evidence that a concerted effort can make a real difference to employees.

This guide is a workbook for both the Executive Resources staff and the hiring managers, designed for both groups to collaborate on each phase of the process. The guide is divided into four sections, each devoted to a major phase of the process. Because each phase builds upon the preceding one, it is important to spend time implementing each phase well.

On March 22, 2012, Partnership President and CEO, Max Stier, testified before the House Committee on Homeland Security Subcommittee on Management, Investigations and Oversight on employee morale at the Department of Homeland Security.

The Partnership for Public Service, in collaboration with McKinsey & Company examined all forms of mobility—intraagency to multisector—and identified the extent to which they are currently used and the barriers to their use. This report also sets forth a series of solutions for increasing SES mobility and building a leadership corps better equipped to drive results in government.

Based on data from the Office of Personal Management’s 2011 Federal Employee Viewpoint Survey, this analysis provides important perspective on how federal employees perceive the current state of diversity and inclusion within their agencies.

Partnership President and CEO, Max Stier, testified before the House Oversight and Government Reform Committee on federal government reform and reorganization.

The Partnership for Public Service analyzed the results of the 2011 National Association of Colleges and Employers (NACE) Student Survey of 35,401 students from 599 colleges and universities from all 50 states and the District of Columbia. The results are both alarming and replete with challenges for federal hiring managers and human resources professionals who are changed with attracting a new generation of skilled employees to our government.