Government Jobs – Valuable, Skilled and Educated Work Force

Strategy Plan One

August 7, 2012

government jobsGovernment Jobs

Whether you are an employee in the private or public sector, or self-employed, we all take in the angst from the client groups we serve.

 

 

However, with extremely high expectations of government services, taxpayers and clients of government programs vent a bit more, show more frustration and sometimes treat government workers differently.

Government employees work on all levels, assisting entrepreneurs to assisting citizens in every government program under the sun.  They are there, employed to serve the public.  However, the perception and behavior towards public servants is quite shocking, and sometimes to the point of being disrespectful.  This occurs despite the fact that on the other end of that kiosk or government counter is a very valuable, highly educated individual who can really help you if you tap into these resources and programs.

When you hear public servants, much negativity exudes from the critics. Common comments include, “they are lazy”, “overpaid”, “cushy jobs”, “useless”, and “uneducated”, “biased”, “never helpful”, and on and on.  Yes, very harsh terms for dedicated employees who serve the public on a daily basis.

Government Employees

Obviously these comments are furthest from the truth.  The deepest job cuts in this recent economic climate, have occurred with public servants in the US and Canadian governments.  This comes after much human resources investment and years of corrective public employment processes, in some cases hiring the best and brightest work force.  Government institutions have implemented “employment appointments based on merit“… meaning the candidate must pass the highest scrutiny of meeting the job criteria.  It’s not easy getting into the public service.

The modern public service is a very educated and experienced work force, due to job criteria and the abundance of applicants for government jobs.  This highly competitive employment process results in the highest qualified, ranked candidates out of the bunch of applicants.  It is sometimes common, especially in these economic circumstances, to find that government employees are heavily over qualified.

government jobsGovernment Jobs – Pay and Benefits

Depending on jurisdiction, pay isn’t always the greatest in the public service, especially when the majority of positions are classified as administrative or in program delivery.  Specialized areas may pay better.  Some government sectors provide ample benefits which improve the compensation package, but not to the extent of what compensation a similar position may receive in the private sector.   While some senior executive level public service jobs may include a small annual bonus, the majority of the public service does not receive bonuses or incremental pay based on performance.

The human resource strategy in recent years in the public service has been to find cuts, implement efficiencies through automation and offer the public online features.  Gone are the days where getting a government position was a guaranteed long-term career move.  Job security in the public service seems to have gone the way of the dinosaurs.  Public servants are constantly on edge, not knowing if in the next fiscal year their jobs will be cut.  It’s also a scary scenario when certain States or other jurisdictions announce that they are not sure they can pay for the next payroll.

Government Jobs – Highest Scrutiny

The work of the public service and their employees are held to the highest scrutiny, evolved around implementing the highest ethical standards and upholding good values.  With government programming and staffing costs funded by the taxpayer, the public service is carefully watched, carefully analyzed.  This sometimes leads to stressful environments, however, once acquainted with the roles and responsibilities of a government job, one comes to realize this as the norm.

In the modern public service, government jobs are attractive to candidates.  The public service often calls for qualified candidates to take on challenging, interesting work in this global environment.  The jobs can be rewarding, and can lay the groundwork for building better personal and professional capacities … applicable across the board in the private sector and in self-employment.  If considering advancement in the public service, many government sectors see the value in the development and retention of valued internal employees.  It is definitely worthwhile to tap into these public service employment development programs.

Remember that when you apply for government grants and programs, these public servants work hard to provide the services and products that you are requesting.  Give them the time they need to complete their work in a stressed work environment.  Give them the respect that all should expect.  Be receptive to their ideas, feedback and recommendations to strengthen your applications and your dealings with government.  Remember that these public servants have families, strive for a stress free environment and need to survive like the rest of us.

For more information on government jobs check out:

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© 2012 Strategy Plan One

Hiring – Strategies and Tips for Strong Staffing Processes

Strategy Plan One

July 22, 2012

hiring - staffing processesHiring Processes

As an entrepreneur, business owner, or manager in the public or private sector, the way you conduct hiring or staffing processes can have measurable effects on your staff and organization.  Opportunities presented to internal staff in fair and transparent processes can be uplifting to staff, generate interest in the organization, and result in the recruitment of needed professionals.  Poor staffing processes can be demoralizing for employees, and can have negative, long-term impacts on the development of human resources in your business.

Hiring – Human Resources Plan

Similar to business and marketing plan development, human resource management in your business would include the development of an annual human resources, staffing plan.  Management, supported by information from operational units in the organization, should be able to identify human resources needs for the upcoming annual business cycle.  Salary and wage budgets are an important component to the plan, along with the costs for employee development.  The costs for hiring and staffing processes should be taken into consideration, especially if travel or external human resources consultants are needed for the staffing processes.  Once plans and budgets have been developed, the business will be better prepared to proceed on staffing processes.

Here are some tips to improving your staffing process, staff morale, and results in your organization:

  • Be fair, open and transparent to all staff on any potential opportunity or position
  • Look internally first at your valued staff before seeking external sources
  • Consider employee development to fulfill positions rather than external acquisitions
  • Gauge employee interest in development, retention and promotion through your annual employee appraisal procedures
  • Ensure employees have an opportunity to develop a learning and development plan, and that you as the employer can support employee developmental initiatives

Hiring Through Job Postings,  Job Advertisements

A clear and concise employment posting must be developed, to make sure all applicants understand who can apply, how to apply and what must be completed in the process.  Here are some details that could be included in a job posting:

  • Job title, classification, details
  • Job roles, responsibilities and duties
  • Application requirement details (resume, cover letter, test, interview, reference checks)
  • Application deadline
  • Who the job will be open to (ie: internal, external, certain levels, professions)
  • Where the job will be located
  • Duration of position
  • Essential job criteria (applicant must meet these criteria)
  • Asset job criteria (applicant scores bonus points for these “great to have” additional skills, traits)
  • Other competencies (ie: leadership competencies)
  • Conditions of employment (ie: travel, OT where necessary)
  • Language requirements 
  • Employment equity considerations, and
  • Contact for questions, concerns, and who to send the application to

hiring - interviewStaffing Process – Time Frames

Be cognizant that adequate time frame will be required for staffing processes.  Management of time will be essential to develop the time frames around the process, the assessment tools and development of the job criteria.  You must allow time frames for the applicants to apply, be tested, be interviewed and for the reference checks.   If through your human resource planning you have determined potential start dates for employees, then you will have an idea on the time frame to initiate the hiring process.  Don’t procrastinate on staffing processes or you may find yourself hiring and starting the successful candidate later than was actually needed.

Hiring – Short Term Solutions or Alternatives

If staffing processes can’t meet your immediate needs, you may have to consider acquiring the help or expertise externally through short-term contracting.  Contracting gives you the ability to acquire human resources in a potential shorter time frame, with more controls with terms and conditions within a contract.  Ensure that your explore contracting a short-term solution.

Partnering companies in your field may be able to complete a human resources exchange with you. Partnerships are beneficial as the parties can come to an agreement over the sharing of resources, so short-term staffing may be accomplished through your partnership arrangements.

Developing and maintaining high standards in your hiring practices will result in the best retention, development and recruitment of human resources.  Make the “Best Employers to Work For” list, internally and from an external perspective.

More on Hiring, Human Resources, and Employee Development

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Business information, resources and tips for the entrepreneur

© 2012 Strategy Plan One

Talent Management – How to Build a Solid Human Resource Base

Strategy Plan One

March 15, 2012 

 

human resource practicesTalent Management – Human Resource Practices

In current human resource practices, Talent Management involves modern methods to recruit, retain and develop valued staff for your organization.

In a competitive global economy it has become increasingly more important to place emphasis on people as the greatest resource.

Human Resource Practices – Identification and Organizational Scan

One of the first steps to building strong human resources is to have unit managers and executives review the organization’s human resources needs and to scan the existing human resource environment.  As part of the core business planning duties, human resource needs should be identified as the elemental base.   The human resources plan would be developed from the operation plan and would identify the budgetary resources required to fuel staffing costs.

 

As part of the planning stage, executives and human resource specialists scan internal staff to determine if employees are fulfilling the needs, and to identify employees that strive in the environment and have the potential to develop within the organization.  Developing individuals within your organization helps build morale, lowers the human resource costs of acquiring on the outside, and helps retain corporate, business and operational knowledge.

 

Human Resource Practices – Recruitment

Internal talent identification and scans may reveal some deficiencies and the planning process may identify new needs (i.e.: expansion needs).  There will always be a solid base of employees that are not retiring or leaving the organization anytime soon.  Recruitment will become a necessity when your internal resources can’t meet your operational needs.  However, through strong talent management or internal staff, turn-over rates and external recruitment would be kept to a minimum.

 

human resource practicesHuman Resource Practices – Retention

As one of your most important human resources strategy, you should place employee retention as one of your top priorities.  Existing veteran employees in operations and management help your business run smoothly and help make your business successful.  As an entrepreneur you need to ensure you identify the people you need to retain.  Those are the valuable employees that carry the operational efficiencies, best practices, and knowledge of the organization.  Those employees are the ones that train and mentor new staff, and in an open environment, easily share and promote best practices.

 

Human Resource Practices – Development and Capacity Building

Now that you have identified and focused on retaining valued staff, your employee development human resources strategy needs to kick in.  With differing operational and management levels in your organization, it will make logical sense to develop and promote your retained staff.

 

Capacity Building in your organization is key to building up operational, management and financial management skill sets of individuals.  Through your environmental, human resources scans you have identified individuals who could be developed and would bring additional benefits to your organization in promoted positions.  Developing key existing staff is cost effective for the organization and builds morale with your employees, as they consider this to be a key factor in job satisfaction and an important reason to stay with the organization.

 

Identification of valued staff, and retaining and developing those key players will help your organization be successful.  Remember that successful professionals in your organization as the most significant, most important resource.  Also remember that you, in your early career days, were most likely given the chance to gain and develop skills that came into play as a successful entrepreneur.

Strategy Plan One

http://strategyplanone.com

Business information, resources and tips for the entrepreneur

© 2012 Strategy Plan One