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  1. Provide Hepatitis A Vaccinations

    Many of our offices have homeless encampments that as employees have to cross in order to enter the building. Hepatitis A is increasing in many of these areas on a weekly basis. Hepatitis A is mainly transmitted through uncleanliness/feces. We have had to walk around it, step around it, watch every step we take. It has gotten to the point where we are using elbows, feet, and other extremities just to push a cross-walk button or an elevator button (public building). There is a federal nurse within our building. For those of us that commute by bus and train, we…

    18 votes
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      1 comment  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
    • Provide an opportunity for local personnel to attend HUD locally sponsored training

      Consider providing local personnel the opportunity to attend “no cost” training hosted and/or sponsored by program areas outside of the employee’s functional area. Oftentimes when local training sessions are held, the employee at the local site has no idea that the training is taking place. Since almost all of what we do is interrelated with other program areas to some degree, it would serve HUD well to announce the sessions and provide employees with the opportunity to attend those sessions. This would provide the employee with better knowledge and understanding of other program areas and may be useful during communication…

      16 votes
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        0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
      • Independent review of hiring Selections or transfers

        Without going into huge detail on a internal forum. I think there needs to be independent look at the hiring/transferring of employees.

        As, I sit here and write this I remember more and more why I'm interviewing at other agencies.

        When an employee can easily look at linkedin, facebook and others site and draw a direct connection to the selection or transfer of an employee to a position there is something wrong. It brings distrust in the selection process and the agency heads that hire or transfer these individuals in.

        In my department alone, within the last year the Senior…

        5 votes
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          1 comment  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
        • 194 votes
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            1 comment  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
          • Modify the SF-50 document to contain only the last four digits of an employee's SSN

            The current SF-50 contains employee's full SSN and DOB; two pieces of information easily used to steal a persons identity. It would be helpful to see the agency modify the form to reflect only the last four digits of the SSN. I believe this will decrease chances of identity theft in the unfortunate event of a data breach.

            102 votes
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              0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
              Under review.  ·  jay responded

              That makes a ton of sense. We’ll look into this!

            • Disclose HR privacy and confidentiallity policy to HUD employees

              From recent direct experience it has become apparent that employees dealing with the new remote HR system have no expectation of privacy or confidentiality in these interactions, yet this is not disclosed anywhere that I could find. My recent hypothetical question by email to the HR staff seeking information not available on HUD@work was responded to very quickly by email. However, what was not disclosed was that my inquiry was immediately reported to my supervisor, a fact I did not learn until more than a month later. In the interim, management actions were taken, within days following the original question,…

              219 votes
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                7 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
              • Expedite the Payment of Performance Awards

                The fiscal year ended on September 30, yet as of 133 days later, performance awards have still not been paid.

                The HUD UP^ sent in October 2015 referred employees to the following Performance Management Desk Guide:

                http://hudatwork.hud.gov/HUD/chco/doc/pmdeskguide_30764.pdf

                That document indicates that "Performance Award Payout" will be in the month of December. This is a reasonable timeline, but it is not being followed for some unknown reason.

                On February 4, HUD UP^ stated "the schedule for payout amounts is available on HUD@work." and linked to http://hudatwork.hud.gov/HUD/chco/doc/eppespaytbl.pdf/

                Contrary to the email's statement, that link provides no schedule or dates regarding payment of…

                83 votes
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                  2 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                • short and long-term disability plans

                  Hello, picking up on an idea from a while ago - now that government offers paid parental leave it seems that OPM should allow agencies to offer short and long-term disability plans. Has HUD advocated for such plans? If so, what is the status. How can employees advocate for such plans? The plans on the open market are quite prohibitive in terms of "reimbursement" and lock out periods. Our employer should offer such plans and if HUD is still unable then management needs to ensure employees that they are doing what they can to make this needed benefit a reality.

                  35 votes
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                    2 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                  • Bring back the Emerging Leaders Program, or provide training funds for other leadership programs

                    When the Emerging Leaders Program (ELP) was last offered, an overwhelming number of people applied for the program. Please offer the program again in FY16. The HUD workforce continues to need additional leaders due to retirements and other changes to the organization. If it is not feasible to offer the ELP during this fiscal year, please consider offering training funds to employees interested in applying for leadership programs offered by outside organizations.

                    106 votes
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                      0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                    • Position Descriptions Only Available to Management?

                      I am being told from our local HR specialist that my Position Description is only available to management in HIHRTS.
                      Why are they only available to management?! All employees should have access to the Position Description that they are filling.

                      16 votes
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                        2 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                      • Update Position Descriptions

                        The Federal Government has been reducing the civilian workforce for some time now, through retirements, attrition etc. For every three civilian employees that leave service, only one job to replace them is being added. The federal workforce is doing a lot more with a lot less these days. It is time to audit the position descriptions to show what the current workforce actually does, and pay them accordingly. Most of the position descriptions I have seen, are very inaccurate and from the 1990s.

                        4 votes
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                          Under review.  ·  0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                        • Fix transit and bicycle reimbursements ASAP

                          The Portland Field Office employees negotiated an arrangement to self-purchase annual transit passes and get reimbursed from HUD. Many employees purchased these passes in July - costing $1,100 - and are STILL waiting for reimbursement from HUD. I'm told the delay is because the reimbursement has to be processed by BFS. Meanwhile the employees are carrying huge credit card balances and accruing interest. We need this to be resolved as the highest priority because of the sheer dollar figure employees are carrying. It is unacceptable. Also, we have employees around the country who are still waiting for their bicycle subsidy…

                          97 votes
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                            3 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                          • Automatic Quality Step Increase (QSI)

                            Grant a Quality Step Increase (QSI) automatically to any individual who receives three consecutive outstanding annual performance appraisals.

                            322 votes
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                              2 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                            • Spot Award

                              I transferred from a federal agency where each employee was given 5 recognition certificates worth 1 point they could give to other (non-family, non-supervisor) employees and two 1 hr time off awards every fiscal year, and supervisors had the capability to increase their limits so they could recognize outstanding performance. Points were redeemable for little items like umbrellas with the organization logo.

                              Un-awarded certificates expired at the end of the FY, but certificates that had been received never expired (but were not transferrable...they did not result in an financial obligation like comp time). These awards were rarely fully expended throughout…

                              43 votes
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                                0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                                Under review.  ·  jay responded

                                This is a really interesting idea. We’ll look into it!

                              • Make Managment accountable for completing employees performance reviews yearly

                                It should be mandatory that all employees are fairly rated yearly. It is not fair that employees have not had a performance reviews (EPPES) in 2 to 3 years.

                                13 votes
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                                  0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                                • Automatic Approval Of 1-2-3 Day Telework Requests

                                  Make all telework requests for 1, 2 or 3 days automatically approved. IF performance and/or responsiveness drops within 2 pay periods then have the supervisor and employee have a facts-based dialogue to figure out what is going on and fine tune schedule. That way we can stop the silly arguments revolve around trust and 'what ifs'. Approve it, work it, fine-tune it. Done.

                                  Stated problems:
                                  (1) Some people are allowed to telework, others are not (same PD and job); (2) More than 50% of our grievances in Region IX relate to non-approval of telework; (3) Most conflicts between supervisors and…

                                  370 votes
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                                    12 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                                  • Provide permenant ongoing credit monitoring to all HUD employees for duration of employment

                                    Yesterday we learned that HUD employee personally identifiable information (PII) was acquired by hackers. Months ago the largest health insurance provider for federal employees has their participant data compromised. A year or two ago an email error led to the release of PII throughout the HUD organization. In each of these instances HUD employees were given credit monitoring services free of charge. Because of the frequency in which these events occur HUD employees are losing (or have lost) faith in their PII being protected. Given these circumstances and to regain confidence that employee credit scores and financials will not be…

                                    234 votes
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                                      0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                                    • Establish a formal workplace bullying grievance process

                                      HUD published an anti-workplace bullying policy and did a great webinar training last summer. Unfortunately, neither ELRD, EEO, or the Union believe that they are responsible for handling workplace bullying grievances unless it falls under one of their existing grievance structures (i.e. the bullying is discriminatory in nature or involves a prohibited personnel practice).

                                      Managers who are workplace bullies systematically cause employees to flee the agency. There continues to be a lack of knowledge of what workplace bullying looks like, and so staff find themselves confused about what is happening to them and where to turn. When they seek support…

                                      224 votes
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                                        9 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                                      • Training with Industry

                                        Each of the military services has a program in which military members can spend a one-year training opportunity with a commercial business. Its called Training with Industry. HUD would benefit greatly by installing a similar program wherein HUD employees could participate in externships with commercial firms that are associated with housing. HUD continues to pay the employee's salary. The employee agrees to stay with HUD for a requisite period of time after completion of the training. Multifamily Housing Project Managers could partner with a mortgage servicer. An attorney could work with one of the real estate law firms. An auditor…

                                        37 votes
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                                          1 comment  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                                        • Fix Web TA.

                                          When I travel for work I come off of my compressed work schedule as required and thus work a normal 8 hour day during that pay period. During my travels I typically accumulate some credit hours which I get preapproval for if needed. When I return from my travels I convert back to my compressed work schedule. 5/4/9. The problem that occurs is that when I want to take a few of those credit hours earned, I am not able to request them the traditional way. This makes no sense. A person that earns credit hours should have the ability…

                                          12 votes
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                                            1 comment  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
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