Hispanic Heritage Month

This is the first in a two-part article series that analyzes U.S. Office of Personnel Management's 2019 and 2021 Federal Employee Viewpoint Survey, respectively. The author did not consider using 2020 data for this series because there was a great deal of confusion and flux in the federal government when COVID-19 started. 

This article introduces strategies that government agencies can use to help advance diversity. While these strategies alone will not completely solve the problem of disproportionately homogeneous workforces (since many of the factors affecting who applies for public jobs and who succeeds in their roles are structural), they can be useful tools for reducing bias at key steps in the hiring process.

Some rewards programs that are common in the private sector are increasingly being adopted by public sector organizations. Yet, due to the cross-sector contextual differences, it is incumbent on management to ensure that adopting different strategies will fit the context of the adopting organization. The organizational differences within the sectors are an important consideration, since what works is what fits each setting.

Mark Van Bruggen, IPMA-SCP, has been elected IPMA-HR's 2023 President-Elect.

Statement from the 2023 President-Elect

It is an honor to have been elected to serve as the President-Elect of IPMA-HR.  Here’s a little information to introduce myself.

IPMA-HR Community,

Countdown begins now for the 2022 IPMA-HR Annual Conference taking place in Washington D.C. , but there’s still time to register before prices rise on September 7!

IPMA-HR offers a scholarship that allows recipients to pursue academic study in Human Resources specific courses, organizational development, DEI, public sector/public service courses and/or IPMA-HR certification.