Improving FEMA Internal Processes and Human Capital

Validate the need for geographic restrictions on positions

Most positions advertised today unnecessarily have Geographic limitations placed on them. With technology today such as email, Lync, Video Teleconferences, and mobile phones, we have multiple ways to communicate. One of the requirements of telework is that you must be able to perform all of your duties at the alternate location. This would be a perfect way to test if there should be a geographic restriction. An excellent ...more »

Submitted by (@coulterjohnson)
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Improving FEMA Internal Processes and Human Capital

Maxi-flex work schedule

Consider maxi-flex and similar work schedules, which other federal agencies have had for 20+ years. This could enhance employee morale and offset the requirement to deploy and be on call 24-7 without compensation.

Submitted by (@mrountre)
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Mitigation Investment for the Nation

Incentivizing Disaster Preparedness, Kenneth Knox, M.A.

Given that there is a substantial relationship between disaster preparedness and the ability to mitigate loss of life, the pursuit of increased preparedness by the American public is a worthwhile goal. Because the public has a propensity to wait for some form of warning of a disaster before they begin to prepare for it, they are vulnerable to disaster. Strategic use of incentives in the form of tax credits, deductions ...more »

Submitted by (@kenaknox1060)
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Improving FEMA Internal Processes and Human Capital

Hiring Skilled Public Assistance Employees

My name is James H Russell. I am a retired professional engineer and have worked for FEMA since late 2006. The DAE program, at the time was hired, provided FEMA access to skilled individuals and it provided the DAEs part time employment. (win – win) My concern is that today FEMA does not have the caliber of skilled to do FEMA’s Mission. FEMA, when I was hired, was hiring people with skilled field experience and taught ...more »

Submitted by (@james.russell4)
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Mitigation Investment for the Nation

GPS for alerting, planning, and aid

FEMA’s smartphone Apps should be updated to allow for GPS location data. When a disaster strikes, FEMA could send a message through the App and directs the public, based on their location, to the closest shelter or area for local help. This new ability would aid officials in directing their efforts to save the living, injured, and hold efforts on recovering casualties. The location system would both detect and color ...more »

Submitted by (@coulterjohnson)
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Improving FEMA Internal Processes and Human Capital

INCORPORATE WORKFORCE ENAGAGEMENT AS A STRATEGIC PRIORITY

For all of the admirable accomplishments the previous administrator should be commended for, creating a great agency to work for was not one of them. Ranking 284 out of 305 agencies (bottom ten percent), FEMA moral is near the bottom of the "Best Places To Work in the federal Government" rankings). It is unacceptable (and a tremendous waste of resources) when new hires are already looking to get out of Branch/Division/Agency ...more »

Submitted by (@michael.robles)
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Improving FEMA Internal Processes and Human Capital

Quarterly Training

In the wake of the DL 4277, and Hurricane Matthew, we experienced a surge in the need to have trained personnel to take Registrations for survivors. In order to maintain a certain level of readiness, everyone could become an RI agent, much the same way that in the Marines, everyone is a rifleman first, or in the army, everyone is a Soldier first, then they have their specialty. That being said, in order to better serve ...more »

Submitted by (@ken.radzieta)
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Improving FEMA Internal Processes and Human Capital

Reservist Travel to Alternate Locations

I request that FEMA reverse a travel policy change implemented made by the previous administrator. Reservists like myself, prior to the change, could take rotation travel to alternate locations rather than their Residence of Record (ROR) after implementation of the change and as mandated in the current FEMA Travel Policy Manual. Travel to alternate locations was popular amongst reservists - FEMA also benefited financially ...more »

Submitted by (@james.russell4)
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Improving FEMA Internal Processes and Human Capital

Hiring process efficiencies

The hiring process should be analyzed from end-to-end in order to identify key pain points, gaps in process, and areas in great need of improvement. Currently, when an employee leaves it can take months to even post the position, leaving a gap in the team for an extensive period of time. This negatively impacts quality, morale, and the FEMA mission overall.

Submitted by
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Improving FEMA Internal Processes and Human Capital

Telework

Consider making telework consistent across Regions, Headquarters, and with other federal agencies.

Submitted by (@mrountre)
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Improving FEMA Internal Processes and Human Capital

EMERG:Emergency Mgmt Employment and Reemployment Governance

It is obvious... FEMA is going to be hiring soon. Traditionally, it has been hard to find reserve candidates that were both current and qualified in their fields. The Emergency Management Employment and Reemployment Governance Program (EMERG) will allow FEMA to hire from a pool of both current and qualified workers. It will be a great perk that attracts the best of the best and allow them the opportunity to serve their ...more »

Submitted by (@palbertson)
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Simplifying Recovery and Reducing Disaster Costs

FQS Cross-Training

The FEMA Qualification System (FQS) has helped to standardize resources and this has been invaluable. While the quality and type of resources is easily identified, the singular focus of FQS has also meant a reduction in cross-training which can reduce the overall efficiency of our resources. Staff can only be issued one Position Task Book at a time, and typically are only allowed to hold titles in a single Cadre. If a ...more »

Submitted by (@audrey.dewittie)
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