A FLEXIBLE FUTURE
WHAT WORKERS WANT Agencies were able to protect the health and safety of federal workers during the COVID-19 pandemic with remote work, increased telework and other work sched- ule flexibilities. During the height of the pandemic, when the U.S. economy lost millions of jobs and the unemployment rate reached almost 15%, the average daily visits to
USAJOBS.gov, a measure of federal job interest, rose by 2.8%. Tis may be related to the remote-friendly
positions that the government offered at that time.
In a recent report by the Intelligence and National Security Alliance, “Reimag- ining the SCIF Life,” research points to expanding more flexible work options for the intelligence community as a matter of national security. Some intelligence communities, like the National Security Agency (NSA), are considering a range of workplace flexibilities given that 50%
Engaged employees are more productive, loyal, present and healthy.
of its workforce is retirement eligible and those who worked there five years or less are quickly rising to 20%. Tese shifting demographics mean the NSA is on a major, multiyear hiring push,and considering a range of workplace flexibilities it would have previously considered unimaginable.
EMPLOYEE ENGAGEMENT AND MISSION OUTCOMES Employee engagement is a key factor for high-performing teams that deliver the best mission outcomes, as shown by research from Gallup. Engaged employ- ees are more productive, loyal, present and healthy.
The President’s Management Agenda aims to improve employee engagement by addressing skills gaps. However, the 2022 Federal Employee Viewpoint Survey (FEVS) revealed a significant drop in employee engagement and morale, due to issues such as dissatisfaction with pay and returning to the office after several years of increased remote and telework options.
In contrast, in 2020, when close to half of FEVS respondents reported working from home and the pandemic increased work demands for more than half of the FEVS respondents, the FEVS scores were the highest in five years in the following areas:
• Overall engagement and overall global satisfaction.
• Leadership and management practices.
• Work environment.
• Ability to achieve the agency’s mission.
AGING OUT
The federal workforce is getting older. As a large percentage of federal employees retire in the next few years, a shortage of critical skills will grow, according to the GAO analysis of 2023 Federal Employee Viewpoint Survey. (Graphic by Mika Cross and the U.S. Army Acquisition Support Center (USAASC))
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BRACING FOR THE FUTURE Te Army must foster a culture of flex- ibility, fairness and equity in its civilian workforce—values that are essential for
Army AL&T Magazine Winter 2024
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