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Federal Employees News Digest : July 1, 2013
July 1, 2013 Vol. 62, No. 48 3 Visit us on the Internet at www.FederalDaily.com the Office of Management and Budget in coming weeks," Kelley said. "The current cap [continues to rise] according to a for- mula pegged to the compensation of pri- vate-sector chief executive officers and other senior executives." "This formula was established in 1995 and initially was set at $250,000," Kelley continued. She noted that because it tracks the highest end of private-sector pay, the existing, purported 'cap' has skyrocketed 300 percent since then. Nevertheless, Kelley says she and other union leaders see big possibilities in the current climate. "Progress is being made," Kelley told FEND. "Along with the Manchin amendment, [the government-wide] bipar- tisan measure has been introduced in the Senate [and there is] a similar measure in the House. For the moment, the legislative focus is on lessening the burden on taxpayers by lowering the reimbursement cap." There have been some mixed victories and disappointments leading up to the promising vote last week. Kelley highlighted last year's Department of Defense authoriza- tion bill, which "did not lower [the] cap, but it did expand it to cover virtually all DOD contractors, with a few exceptions." Kelley also noted that the Obama admin- istration has explicitly asked Congress to address this issue. "Other steps, like tying increases in the cap to inflation, are among possible changes being considered in Congress as the appro- priations process moves forward," Kelley told FEND. "NTEU continues to work to keep inherently governmental work in the hands of federal employees and to ensure that federal work is being done by accountable government workers." Distorted perception delays cap "It's unfortunate, but most people think of only federal employees doing government work," NFFE's Erwin told FEND. "They don't realize that there are more contractors than federal workers." "I think legislative proposals to find sav- ings reflect that bias," Erwin continued. "Lawmakers keep asking federal employees to do more for deficit reduction when the most obvious way to rein in cost is to limit excessive contractor pay." "It's a new era---[and] that has been a tough pill to swallow for federal employees," Erwin told FEND. Erwin noted the irony of there being any difficulty at all in capping contractor pay at the highest end of the pay spectrum. "We aren't talking about middle-class, rank-and-file contractors, but the highest- paid contractors that make more than the vice president of the United States," Erwin said. "Federal employees have been forced to tighten their belts time and time again. It's time for the highest-paid contractors to do the same." "Before we allow budget constraints to put more federal workers on furloughs or out of work altogether, we have to get excessive contractor pay under control," Erwin said. Most feds believe work efforts will not be rewarded Most federal workers do not feel they will be rewarded or promoted for doing good work, according to a new study from a group that advocates for public service. According to a new Best Places to Work in the Federal Government analysis from the Partnership for Public Service and Deloitte, federal workers ranked performance-based rewards and advancement last out of the 10 workplace categories included in Best Place rankings---scoring it 43.4 on a scale of 100. The study is a "snapshot" analysis drawn from the larger 2012 Best Places study, which is based on the results of the Office of Personnel Management's government-wide 2012 Federal Employee Viewpoint Survey. The authors of the PPS analysis said that the score means that only four of 10 employ- ees government-wide believe they will be rewarded or advanced for doing good work. The performance and rewards rankings in the study were based on six questions to assess employees' perception of things like performance appraisals, rewards and rec- ognition. Although 67.5 percent of employees government-wide believed that their per- formance appraisal was a fair reflection of their performance, a mere 31.5 percent believed that promotions in their work unit were based on merit, and only 36.3 per- cent believed creativity and innovation were rewarded. Fifteen of 19 large agencies experienced a drop in satisfaction with performance-based rewards and advancement from 2011 to 2012. Large agencies with the highest rankings in 2012 were the National Aeronautics and Space Administration (59.8), Intelligence Community (52.7) and the Department of Commerce (52.7). The lowest-ranked large agencies were the Department of Veterans Affairs (39.1) and Department of Homeland continued from page 1 Don’t miss our discussion of weekly news topics. Discuss these stories and more with your fellow federal workers at www.FederalSoup.com. continued on page 4 Rank Agency 2012 Score Point Change (2011- 2012) 1 NASA 59.8 0.4 2 Intelligence Community 52.7 N/A 2 Commerce Department (tied) 52.7 0.0 4 State Department 51.5 -0.7 5 Treasury Department 48.9 -2.3 6 Environmental Protection Agency 48.3 -1.0 7 Health and Human Services Department 45.9 -0.7 7 Navy Department (tied) 45.9 -1.3 8 Justice Department 44.9 -3.0 10 Interior Department 44.8 -0.9 Large agency performance-based rewards and advancement rankings
June 24, 2013
July 8, 2013