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  1. Open up great promotional Opportunities to Field Staff

    There are so many interesting promotional opportunities being posted with an HQ location. Many of these positions could in fact be carried out just as successfully remotely in the field offices - stop the centralization and make use of the technology available and at the same time open up positions to the very talented staff you already have in the field.

    869 votes
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      30 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →

      As part of my deep dive sessions to learn more about HUD, I’ll be exploring this issue really closely. At the moment, though, the succession planning efforts within the Offices of Chief Information Officer and Chief Procurement Officer are contemplating more positions in the field, so we’ll let you know more about that, and broader succession planning efforts, as we get here. Thanks for the idea!

    • 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…

      366 votes
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        12 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.

        298 votes
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          2 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
        • Move FHA & HUD staff to the financial regulator pay scale

          As was unanimously recommended by 5 past and current FHA commissioners at the BPC Housing Summit on September 15, switching FHA & HUD to the financial regulatory pay scale would improve morale, improve retention, and put FHA/HUD staff on equal footing with their federal financial peers.

          295 votes
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            1 comment  ·  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 →
            • 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…

              220 votes
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                0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
              • 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 →
                • 181 votes
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                    1 comment  ·  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.

                    103 votes
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                      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 →
                      • Eliminate the Designated Smoking Area at HUD Headquarters

                        I believe the designated smoking area next to the children's playground outside of Headquarters should be removed. Here are some facts on secondhand smoke from the CDC:

                        *Since 1964, 2.5 million nonsmokers have died from exposure to secondhand smoke.

                        *There is no risk-free level of secondhand smoke exposure; even brief exposure can be harmful to health

                        http://www.cdc.gov/tobacco/data_statistics/fact_sheets/secondhand_smoke/general_facts/index.htm

                        Children are also more sensitive to secondhand smoke. So to have smokers congregate near the children's playground and in a high-traffic area where many HUD employees go to get to and from L'Enfant Plaza is an undesirable situation.

                        I do not think we…

                        97 votes
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                          7 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                        • Give Selected Employees that are Relocating the Option to Outstation for a Year

                          It is very costly and stressful to relocate to another city at the employee’s own expense. Since HUD is not paying relocation expenses for most positions, the employee should be given the option to outstation at their current or HUD office for one year due to financial hardship. This will help employees to save money for relocation, and would help in transiting employees’ families to a new location especially if the employee’s child or children are graduating from elementary, middle or high school in a year. This is a benefit to employees by relieving stress in relocation, and this will…

                          96 votes
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                            5 comments  ·  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.

                            95 votes
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                              0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                            • Rotational Assignments Reevaluation

                              HUD has talked about bettering our agency; improving our work knowledge (training, etc.) and helping employees grow. However, although HUD has implemented the Rotational Assignment program there are serious barriers that keep employees from exploring this option. One of the main barriers that are keeping employees from expanding their knowledge of HUD programs and business practices is management (supervisors, etc.). Some management officials are not allowing staff to do rotational assignments thus not allowing them to learn about other areas of HUD. Management is hindering employees from their right to make themselves more marketable within the agency. This only leads…

                              83 votes
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                                0 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…

                                77 votes
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                                  2 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                                • Appoint a Knowledge Officer to help with capturing, creating, applying, and, sharing the knowledge within the organization

                                  A Chief Knowledge Officer would have responsibility for ensuring that HUD maximizes its value and mission through one of its most important assets - knowledge.

                                  With a large number of HUD’s workforce near retirement, eligible for retirement, or currently retiring much of HUD’s institutional knowledge is going out the door with them.

                                  There are an even larger number of employees replacing the retirees, future leaders of HUD, who would benefit from the institutional knowledge captured to carry on and achieve HUD’s vision and mission.

                                  The Chief Knowledge Officer’s job would be to maximize the creation, discovery, capture, share (collaboration), and…

                                  76 votes
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                                  • How to deal with senior supervisors who are retaliate towards staff members through performance rating?

                                    Does HUD Senior Leadership have any procedures to deal with program leadership using performance rating to retaliate outspoken staff members?

                                    Does HUD Senior Leadership have any procedures to deal with program leadership who is systematically using their positions to intimidate staff members?

                                    43 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…

                                      42 votes
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                                        0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
                                      • SES Movement

                                        Many of the career SES's have risen through the ranks and have a wealth of technical knowledge. Unfortunately, that strong knowledge prevents them from being leaders. Lower level managers defer to them all questions and Senior appointees go directly them for answers. Thus there is no trust, empowerment or growth of the mid-level staff. The SES staff needs to be the core of HUD's leadership, not subject matter experts. My recommendation is for career SES's be rotated to other Offices (not detailed, we have way too many Acting Managers.) Subject matter experts or responsible staff members can than gain experience…

                                        36 votes
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                                          0 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →

                                          this is, indeed, the original intent of the SES program, and i think there may be some movement in this direction. we’ll look into this.

                                        • 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.

                                          32 votes
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                                            2 comments  ·  chief human capital officer  ·  Flag idea as inappropriate…  ·  Admin →
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