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Apr 25, 2023

I’m Torn; Was There Any Point In Sending This?

      An e-mail to Social Security employees:

From: ^Human Resources
Sent: Monday, April 24, 2023 8:10 AM
Subject: 2022 Best Places to Work in the Federal Government

 

A Message to All SSA Employees

Subject:  2022 Best Places to Work in the Federal Government

 

The Partnership for Public Service recently released its 2022 Best Places to Work (BPTW) in the Federal Government Rankings, which is based on results from the 2022 Federal Employee Viewpoint Survey (FEVS).  SSA now ranks 17 amongst 17 large federal agencies.  Our 2022 BPTW and FEVS results reflect your experiences from last summer – one of our most challenging periods in recent years.  Over the past year, we used that feedback to make workplace improvements to support you in providing trusted service to our customers.

While faced with our lowest staffing levels in more than 25 years, resuming in-person service amidst the ongoing pandemic, and juggling increasing workloads, you worked tirelessly to serve the public.  Because of your commitment to service, the public rated us as the 2nd most trusted agency in the federal government, second only to the National Park Service.  You are the reason for that rating – your service to the public makes a difference.

Your commitment to public service is unwavering, but changes are needed.  For over a decade, we received insufficient and inconsistent funding to administer our programs.  This led to hiring freezes and staff losses, resulting in workload and workplace challenges that directly impact your experiences.  Thankfully this fiscal year, we received a higher funding level, which allows us to start rebuilding our workforce.  Hiring is a priority; and so far, we have onboarded over 3,200 new team members across the agency.  Also, our latest data shows attrition rates are starting to slow down.

Senior leaders value the feedback you provide.  We reviewed last year’s FEVS results, as well as surveys of new hires and those leaving our agency.  Based on that input, we instituted several workplace improvements to accompany our hiring strategy.  For example, you told us transparency is important, so we increased our communications to keep you informed of our priorities and challenges.  We learned how we can better support your work-life balance and help you navigate the hybrid work environment through workplace flexibilities and wellness resources.  We are also improving access to career and professional development offerings to help you take charge of your career.

We know these changes are just a start.  Sufficient funding for future years will allow us to maintain the progress we’ve made, and we will continue to advocate for the support we need.  Additionally, your continued feedback is always welcomed.  The next FEVS – scheduled to occur later this spring – presents another opportunity for you to weigh in on future workplace improvements.

Thank you for your resilience and dedication to the public and our agency!  The public’s high level of trust in our agency is a direct reflection of the service that you provide.  As we pursue our mission, we will strive to make the agency a truly great place to work.

at

31 comments:

  1. Anonymous6:58 AM, April 25, 2023

    Another effort to pretend that they’re making an effort, when those of us on the line know all they’ve done so far is repackage the same old bull**** and try to sell it as progress. You should really see the tone-deaf email the Assistant DC for OHO sent recently.

    They know exactly what they could do to improve morale. They just don’t want to do any of those things, and instead keep blaming it all on the budget.

    ReplyDelete
  2. Anonymous7:18 AM, April 25, 2023

    Well, credit where credit is due. It's the HR equivalent about the old political joke- "don't answer the question you're asked, ask the question you wanted them to ask and then answer it."

    ReplyDelete
  3. Anonymous7:32 AM, April 25, 2023

    The reason the agency sends this is because they are required to share the results and executives asked employees on a weekly basis to complete the survey. On the bottom of the email they discuss filling out the next survey as well. The email is tone deaf and ignorant.

    ReplyDelete
  4. Anonymous7:57 AM, April 25, 2023

    How are you torn? Of course there was no point in sending it. The empty promises of things getting better are falling on deaf ears at this point. There is no hope on the horizon.

    ReplyDelete
  5. Anonymous8:03 AM, April 25, 2023

    This sort of self-congratulatory back patting is typical of SSA's management. "We're the worst in the Federal Government. Look at the great job we are doing! We have tried nothing and we're all out of ideas!"

    It's actually insulting to send e-mails like this to the staff, but then again the e-mails are only ostensibly sent to staff. In reality, they are vehicles to message pleas for the next fat SES bonus up the chain.

    Real leadership would sniff this behavior out and curtail it, but that is severely lacking at SSA these days.

    ReplyDelete
  6. Anonymous8:40 AM, April 25, 2023

    The point is to gaslight and make it clear they think 99% of the staff are too stupid to even realize they’re unhappy. Just like the email sent to OHO staff last week claiming that the Compass program, which launched in 2016, was something special they started last year to improve morale. And that asking why morale is bad, without more, must surely be doing a lot to improve it.

    ReplyDelete
    Replies
    1. Anonymous9:07 AM, April 25, 2023

      Few employees believe the emails.

      Delete
    2. Anonymous8:59 PM, April 25, 2023

      Few employees read the emails.

      Delete
  7. Anonymous9:43 AM, April 25, 2023

    Pretty telling where telework's future plans lie. Never, even mentioned with respect to improving morale or the FEVS improvement plans.

    ReplyDelete
    Replies
    1. Anonymous10:15 AM, April 25, 2023

      Converting employees to remote status caused morale at the VA to rocket upward. So naturally the leadership at SSA have insisted upon refusing to do the same even for those whose jobs it acknowledges require no in-person work. They DO NOT CARE even one bit about morale, and they want to make that crystal clear.

      Delete
  8. Anonymous11:19 AM, April 25, 2023

    I am not an SSA employee, but I do manage other employees. I think the email was giving credit where credit is due, to the employees of SSA.

    What I took away from the email was, we know you are unhappy, but despite horrible working conditions you have delivered service that the country appreciates, and values, and ranks very highly. Despite the conditions you work in, you are doing amazing work.

    Do they offer real substantive solutions, no. But they do give credit where credit is due, to the employees of SSA (instead of saying it was something they "managed" into existence). You should be proud of the work you have done in the horrifying conditions you have done it, because the American people have said they are proud of what you have done.

    ReplyDelete
    Replies
    1. Anonymous11:19 PM, April 25, 2023

      I would agree with you if the statement was backed up by meaningful action. Instead, leadership has made it harder to rate employees as outstanding and those that do have to have those appraisals signed off by their first-line supervisor and Regional Office. First-line supervisors like myself are expected to "own" QR results we don't agree with and cannot push back on. Grace Kim, the DC of Operations is loathed by employees & ranked in the bottom 30 of subcomponents nationally. All those people leaving SSA are mainly from Operations. You'd think that would get her shown the door. Senior Leadership thinks so highly of her they recommended her for the highest award that a civil servant can receive.

      Delete
  9. Anonymous11:28 AM, April 25, 2023

    An email of hot air. Let’s gloss over being the worst and focus on one thing we did ok at so we can save face.

    ReplyDelete
  10. Anonymous12:08 PM, April 25, 2023

    11:19 has the correct perspective although 'horrible/horrifying' is over the top. Worked for SSA 1981-2018. At no time did the staff at the many offices I worked at, PC and FO, feel there was enough staff to handle demands-especially FO. We just did not have surveys. And always complained about management. Times are worse now but hopefully will turn around.

    ReplyDelete
  11. Anonymous12:54 PM, April 25, 2023

    @11:19 - I agree with you. It's like an employee confidence letter we used to send out yearly when I was a manager. I think they're trying to uplift the employees and give them something to make them feel good, and motivate them for the future. And yes, they deserve the thanks from the agency for serving the American people (even if it is on a VERY strained budget with a lack of employees). That's seriously all I see in this; an attempt at Koodo's to those who stayed and are dedicated. They do need to keep every employee they have right now. I'd have sent out a letter (email) like this if my company had been in the mess SSA is in. @11:28, yes, I agree with you too. Hot air, glossing over being the worst, but sometimes that's how one can motivate current employees and not have them feel like they're overworked for nothing. Some of them need a boost of confidence in knowing (or reminding them) they are helping out the American people, rather than it being just a daunting, stressful job with a budget of that of a taco/food truck.

    ReplyDelete
    Replies
    1. Anonymous1:48 PM, April 25, 2023

      If you worked for SSA, you would know that an “employee confidence letter” is the last thing that’s going to uplift SSA employees.

      Delete
    2. Anonymous2:54 PM, April 25, 2023

      Yep - profound disconnect between current employees and others.

      Delete
  12. Anonymous3:50 PM, April 25, 2023


    There's nothing wrong with the Email it was nice and gave SSA employees credit..

    As for these surveys they are of questionable accuracy. Many SSA employees are too busy working to fill out surveys, the responses are heavily weighted with naysayers.

    Guaranteeing the present levels of telework or more will continue, would help morale at. SSA.

    ReplyDelete
    Replies
    1. Anonymous6:41 PM, April 25, 2023

      Based on the MGMT meetings leading up to the agreement with AFGE to keep current telework levels in place until 10/27/25, the agency is terrified at the prospect of an employee exodus if telework is curtailed.

      Those of you hoping for a cut in telework over the next 2.5 years are going to be sorely disappointed.

      Delete
    2. Anonymous7:50 PM, April 25, 2023

      @3507pm Many of the naysayers in my office didn't bother to respond to the survey. Their thinking was why bother, it won't change anything.
      I did respond and am mostly a naysayer. I like telework but I know where my bread is buttered so I'll be here if they limit it more in 2025.

      Delete
    3. Anonymous8:46 AM, April 26, 2023

      Why respond to a survey the managers fully ignore?

      Delete
  13. Anonymous6:24 PM, April 25, 2023

    They keep asking for the surveys to be sent in. Why? Being rated last must hurt. Maybe with a bigger responce we would do better?

    ReplyDelete
  14. Anonymous10:01 PM, April 25, 2023

    How many thousands left the agency since they onboarded the 3,200? How many of those 3,200 employees onboarded were management/SES?

    ReplyDelete
    Replies
    1. Anonymous10:18 PM, April 25, 2023

      How many quit. We hired 7 at my FO. We have 3 remaining.

      Delete
    2. Anonymous11:26 PM, April 25, 2023

      Most of the new hires are being brought in Operations as CS & CSR as GS 5/7. Those in OHO at GS 5/6. Although it's possible for someone's first position with SSA to be in management, it's fairly rare. I've only heard of it occurring for people with very specialized skills or backgrounds & always in HQ. SES is not considered new hires. That's a completely different pool of candidates.

      Delete
    3. Anonymous11:14 PM, April 27, 2023

      Our office was granted 3 new hires. Endless meetings about DHA and recruit peeps. Then just like that they take all 3 hires away.... The reason. Our regions attrition rate is not high enough. Meanwhile my FO alone has lost 7 in a yr. And our office is not big.

      Delete
  15. Anonymous10:08 PM, April 25, 2023

    Note the message isn't from the Acting Commissioner or from the DCO. It is from ^HR aka no one. No author, no responsibility, no accountability.

    ReplyDelete
  16. Anonymous9:15 AM, April 27, 2023

    The clueless gaslighting about all the wonderful work leadership is doing to make things better continued in today’s Frontline video in a message from Mary Lisa Lewandowski, RC for the Denver/Seattle Region.

    ReplyDelete
  17. Anonymous12:24 PM, May 01, 2023

    I found it interesting that a) the email had no name on the bottom -- it was from a voiceless faceless overlord -- and b) HR is apparently using ChatGPT.

    ReplyDelete
    Replies
    1. Anonymous12:46 PM, May 02, 2023

      Hr is not with the times to understand how to use Chat gpt

      Delete
    2. Anonymous1:16 AM, May 05, 2023

      Also, the second statistic about us being the “2nd most trusted federal agency” is a bit misleading. FEVS covers ALL agencies; the second statistic refers to a small sample of 13 agencies and sub-agencies that is different every year. So SSA isn’t the 2nd most trusted agency out of ALL agencies. SSA ranked second out of this year’s sampled agencies.

      Delete