PAD-599 Power-Point Assignment - Based on Assignment 1 thru 4.

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PAD599CapstoneAssignment3.docx

Evaluation of Agency’s Human Resources

Part 3

Delores Blango

PAD – 599 Capstone

Dr. Angela Smith

November 14, 2021

Department of Justice

The United States Department of Justice is a body of the United States of America responsible for enforcing the federal law and administering justice in the United States of America. The Justice Department, the other name used to refer to the United States Department of Justice, consists of several law enforcement agencies. These agencies include the United States Marshal Services, FBI, the Bureau of Alcohol, Tobacco, Firearms and Explosives, and the DEA. The Justice Department plays several roles, such as conducting investigations on white-collar crimes and running the United States federal system. The United States Department of Justice has a human resources management system and process which mainly focuses on the agency's staffing and composition of employees. The human resource is also responsible for performance evaluation and attracting and retaining the best and brightest talents in the workforce. This essay aims to carry out an in-depth analysis and evaluation of the United States Department of Justice, evaluate its human resources management system and processes, and provide recommendations on improving the human resources management system and processes.

Major Components of the Department of Justice Human Resource System

The Department of Justice, like all other agencies or organizations, has its human resource department. The human resources department plays several roles, such as developing and implementing policy programs and providing guidance to the Department of Justice employees. The human resource department is also responsible for attracting new employees, developing both existing and new employees, and ensuring that the United States Department of Justice agency retains its high-performing employees. The United States Department of Justice offers employee assistance. This agency provides its employees and their family members with several employee assistance programs services and employees such as counseling services that ensure confidentiality and referrals. The second process and role of the human resource department are that of attracting new employees. One of the ways that the Department has decided to utilize to attract new employees is the introduction of us the use of recruitment incentives. According to the United States Department of Justice website, the human resource officials recommending, and approving employees have to consider several factors to determine if the recruitment incentive should be paid to new employees. They also consider the amount that should be paid for these new employees and the length of the service agreement. The agency has set aside funds to help pay these incentives to candidates and employees who are being considered for these jobs and future incentives that will be needed to pay them by considering these employees' qualifications ("The United States Department of Justice," n.d.). This agency pays its employees incentives that are not more than twenty-five percent of the employee's basic salary at the start of their service period and then multiplying the value with the duration with which the new employee will offer their services for the agency.

The human resource department of the United States Department of Justice has also taken several steps to ensure that they retain their top talents. These steps include relocation incentive plans, relocations incentive plans, offering awards, and quality step increases. According to the agency's official website, the agency will set aside funds to ensure individuals are offered relocation incentives if they are currently employed by the agency and those who have a fully successful rating or equivalent. This incentive is aimed at the employees relocating without a break in their service, which will accept a position in a different geographic area. However, the qualification of the employees and the funds have to be taken into account. The retention incentives are paid to the employees who are working in the United States Department of Justice. The employees will be paid these incentive plans after being approved by the appropriate human

resource officials. These human resources officials have to determine whether the employee has unusually high or unique qualifications or a special need that requires the organization to retain its employees and when the employee is likely to leave the federal service in cases where there are no retention incentives ("The United States Department of Justice," n.d.). However, the agency has limited the persons who have access to employee retention incentives to only those who have a performance rating above or at the fully successful level or its equivalent. The second limitation that the Department of Justice has set on retention incentives is that it cannot be paid to persons if they have been provided with recruitment incentives or relocation incentives.

The human resource department of the Department of Justice also argues it has set in place a performance management system. The organization has provided several guidelines that will govern the establishment of performance appraisal systems. The first requirement is that all the agency's non-SES employees are covered except for the administrative law judges and employees who the statute has excluded. The performance appraisal services have to be completed in one year. All the appraisal programs have to be approved by the Department of justice, and they should have five different summary levels. These summary levels include outstanding, excellent, successful, unacceptable, and minimally satisfactory. The performance elements should consist of a minimum of two critical elements and non-critical elements; however, the United States Attorney General or the Deputy General can provide mandatory elements that have to be included in the performance appraisal program ("The United States Department of Justice," n.d.). However, the Department of Justice has limited the elements to a maximum of five elements of appraisal. Before these appraisal programs have been carried out, there must be a minimum of ninety days before a performance rating is provided to these employees. The performance appraisal program has to have performance standards that have been established at the successful levels and those that can be established at other levels. The performance appraisal system also requires a minimum of one progress review that has to be carried out during the raising cycles and which has to be documented with and signed by the supervisor and the employee. The ratings of the records are to be completed within sixty days after the rating period has ended. These appraisal programs also need to specify the employees that are to be covered, the effective date and specify that all administrative actions initiated under previous appraisal programs will be processed with adherence to the law and prevention program. The agency also carried out surveys that will provide general indicators of the effectiveness and efficiency of the federal government running the human resource management system.

Factors Affecting the Agency's Current Employment Trend

The first factors affecting the agency are job turnover rates, where the agency has had to deal with a huge number of employees changing their jobs. Job turnovers result in that it has resulted in the agency losing its workforce over time. Job turnover is caused by different employee causes such as toxic cultures, the lack of purpose overwork, and the turnover rates have resulted in a shortage of employees, negatively impacting the organization's delivery of services (Ahmad, 2018). The second factor is skill shortages. The skill shortages have failed the Department of Justice, negatively implicated in how it offers its services to the American people. The last factor affecting this organization is employment growth. Employment growth has resulted in establishing several job opportunities, which has impacted the organization's employment trend.

Recommendations

The first strategy is the establishment of clear goals and expectations for the workforce. The establishment of clear goals and expectations will provide the employees with detailed and realistic expectations, which will allow the employees to determine how they will carry out the roles that have been assigned to them by the agency. The second strategy is through the provision of incentives through merit-based rewards. This strategy will work because it will foster competition among the employees resulting in the improvement of the Department of Justice. This agency provides its employees and their family members with several employee assistance programs services and employees such as counseling services that ensure confidentiality and referrals.

Ways in which agency can Implement Programs

The first way through which the agency can implement programs is through the Lewins model of change. The Lewins model of change will allow the agency to implement the program without it being rejected. The second way is by involving the employees when implementing the program (Lee, 2018). The enrolment of employees during the implementation process will allow them to learn more about the program and accept it, which will ensure that the agency will not reject the program.

The United States of America responsible for enforcing the federal law and administering justice in the United States of America is known as the United States Department of Justice. United States Department of Justice has a human resources management system and process which mainly focuses on the agency's staffing and composition of employees. The human resource department is also responsible for attracting new employees, developing both existing and new employees, and ensuring that the United States Department of Justice agency retains its high-performing employees. The organization has provided several guidelines that will govern the establishment of performance appraisal systems. The first factors affecting the agency are job turnover rates, where the agency has had to deal with a huge number of employees changing their jobs. The skill shortages have failed the Department of Justice being negative. The first strategy is the establishment of clear goals and expectations and using incentives through merit-based rewards.

References

Ahmad, A. (2018). The relationship among job characteristics organizational commitment and employee turnover intentions: A reciprocation perspective. Journal of Work-Applied Management.

Lee, S. (2018). Employee turnover and organizational performance in US federal agencies. The American Review of Public Administration, 48(6), 522-534.

The United States Department of Justice. Retrieved 14 November 2021, from https://www.justice.gov/jmd/orders-policy-memos-and-guidance.

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