The period 2006–2014 can be characterized as one of instability in federal human resource management (HRM) practices and policies. The most significant reforms of the preceding period, the creation of separate personnel systems at the Departments of Homeland Security and Defense, were repealed.

The period 2006–2014 can be characterized as one of instability in federal human resource management (HRM) practices and policies. The most significant reforms of the preceding period, the creation of separate personnel systems at the Departments of Homeland Security and Defense, were repealed.

The substantial immunity that the federal workforce had enjoyed from the effects of the economic recession that began in 2008 ended when employee pay was frozen and pension contributions for new employees increased in 2011. A showdown between President Obama and congressional Republicans over an increase in the federal debt ceiling in the summer of 2011 forced agencies to develop contingency plans for a government shut-down; and although a shut-down was avoided at that time, the compromise that was reached simply postponed the showdown. Throughout 2013, hundreds of thousands of federal employees were furloughed without pay. The culmination occurred on October 1, 2013, when the lack of a budget forced much of the government to shut down for 16 days. These conditions contributed to the onset of the long-awaited “tsunami” of retirements by federal employees as members of the baby boom generation headed for the exits.

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This discussion of recent HRM developments in the federal government is organized into three sections. The section on “Discontinuities” includes a discussion of those HRM developments that represent a departure by the Obama administration from the policies of its predecessor while the section on “Continuities” highlights programs where linkages between the Obama and Bush administrations can be identified. The section on “New Initiatives” reviews those areas of activity in which the Obama administration has left its own distinctive mark.

Discontinuities

Repeal of MaxHR and the National Security Personnel System

The exemption of the Departments of Homeland Security and Defense from key provisions of Title 5 of the United States Code in 2002–2003 was among the most radical changes to the civil service system in decades.1 The civil service has long been characterized by a relatively consistent set of employment rules across agencies.2 The intent was to create a sense of cohesion within the workforce and to counteract centrifugal tendencies. Although there had been occasional, small-scale exemptions to this policy over the decades, the creation of the MaxHR system at the Department of Homeland Security (DHS) in 2002 and the National Security Personnel System at the Department of Defense (DoD) in 2003 represented exemptions of such magnitude as to represent a change in the system itself.

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