A number of legislative proposals targeted the size of the federal workforce.
But Linda Springer, executive director in the government and public-sector practice at Ernst & Young, LLP and the former director of the Office of Personnel Management, says 2013 will see a new focus on right-sizing the workforce, determining the tasks that need to be done and the number of personnel required to carry them out.
| Linda Springer's Top 3 for 2013 |
- Human Capital Management — Advancements in technology, service delivery and access to information will continue to raise performance expectations for all types of organizations and their employees. For the federal government to keep pace, agencies will need to create and operate under a 21st century workforce model. This includes innovative approaches to issues such as career paths, worksite arrangements, training, and compensation structures.
- Sizing the Workforce the Right Way — Much discussion about the size of the federal workforce is focused on numbers. In this numbers-driven approach, agencies are left to figure out how to fit program delivery responsibilities to pre-determined staffing levels, regardless of whether the number of people makes sense. A more insightful and effective approach to determining an appropriate workforce size begins with understanding the tasks that need to be performed.
- Financial Management - Doing More to Optimize Control Environments — Historically, government financial leaders have focused on internal control compliance with emphasis placed on improving the effectiveness of controls. As structures and testing are maturing and budgets are tightening, the focus is shifting to optimizing the control environment. This means understanding approaches and benefits of aligning the control structure with risk tolerance, and identifying/eliminating inefficiencies while maintaining compliance and a high assurance level.
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