The National Academies Press

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Pages 211-236

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From page 211... ... Appendix C Public Comments from Department of Homeland Security Staff The Institute of Medicine (IOM) created an online public comment tool to obtain input related to the IOM Department of Homeland Security's (DHS's) Read the entire page →
From page 212... ... 212 A READY AND RESILIENT WORKFORCE FOR DHS Q: Please use the following space to share some of the stressors you typically encounter while working at DHS/your component agency COMMENTS Management/Leadership  Management's inability to give clear direction and constant criti cism of an effort (Directorate for Management)  Some micromanaging of projects (USCIS) Read the entire page →
From page 213... ... APPENDIX C 213 OHA afloat instead of focusing on the well-being of the DHS workforce. This is extremely stressful; dishonesty on a constant basis creates disillusionment. Read the entire page →
From page 214... ... 214 A READY AND RESILIENT WORKFORCE FOR DHS  I find that people are often placed in leadership positions who do not have the requisite skillsets to perform such duties and often are very poor managers but perhaps good [subject-matter ex perts] Read the entire page →
From page 215... ... APPENDIX C 215  Poor communication from leadership (OHA)  Lack of communication from above; not given an opportunity to provide input to administration and/or program managers; being told to do something (by the book) Read the entire page →
From page 216... ... 216 A READY AND RESILIENT WORKFORCE FOR DHS Budget/Funding  Lack of budget (Directorate for Management)  Unable to visit units due to lack of funding (USCG) Read the entire page →
From page 217... ... APPENDIX C 217  Increased workload with decreased resources (USCG)  Staffing shortages makes it difficult to complete all assigned ac tions across numerous programs (USCIS) Read the entire page →
From page 218... ... 218 A READY AND RESILIENT WORKFORCE FOR DHS Workplace Practices  Lack of physical fitness program (USCG)  Not enough telework core schedule flexibility from management (USCIS) Read the entire page →
From page 219... ... APPENDIX C 219  I use the onsite gym, which is provided more because of our lo cation then due to any particular commitment to fitness on the part of my organization (USCG)  There is a fabulous yoga class offered at lunch time in the Base Alameda gym. Read the entire page →
From page 220... ... 220 A READY AND RESILIENT WORKFORCE FOR DHS  I think having a reimbursable program for physical fitness regi ments or onsite gyms goes a long way [toward] physical and mental stress relief (USCIS) Read the entire page →
From page 221... ... APPENDIX C 221  I'm aware of the services EAP provide[s] ; however, I prefer to seek counseling through my religious resources and faith beliefs (USCIS) Read the entire page →
From page 222... ... 222 A READY AND RESILIENT WORKFORCE FOR DHS  The most important change would be if a representative of [work-life] /EAP were to physically be present on site and to take a survey of conditions by visiting each employee personally (USCIS) Read the entire page →
From page 223... ... APPENDIX C 223 Workplace Practices  Ad hoc telework. Meet with office leaders to discuss priorities (ICE) Read the entire page →
From page 224... ... 224 A READY AND RESILIENT WORKFORCE FOR DHS  Does DHS have any wellness policies? I know we have support for gym memberships but anything else? Read the entire page →
From page 225... ... APPENDIX C 225 While some people shine in their specific area of responsibility, they are not personally empowered to grow (USCG)  As a former division chief, the lack of knowledge shown above is an egregious situation, since I have counseled others in dire need of assistance as I chased down what services might be available. Read the entire page →
From page 226... ... 226 A READY AND RESILIENT WORKFORCE FOR DHS day because there isn't a place to go -- it would be frowned upon if employees meditated in their cubes (USCIS)  I don't know of any programs. Read the entire page →
From page 227... ... APPENDIX C 227 cent supervisor, despite his lack of a bachelor's degree or any job experience in social work, spoke repeatedly of his belief that he could do any job in the office, and specifically stated my job was one he could easily do. I have a master's in social work and more than 20 years of experience in social services (USCG) Read the entire page →
From page 228... ... 228 A READY AND RESILIENT WORKFORCE FOR DHS  Remove ineffectual management and bring in private-sector con sultants to run the agency for a period of time until work product/mission are adequately addressed (USCIS)  Supervisors need to be more sensitive to employee needs. Read the entire page →
From page 229... ... APPENDIX C 229  In my opinion, they could give their internal affairs unit the law enforcement authority the law provides for, that USCIS policy precludes. This would permit USCIS special agents to be on par with their counterparts at ICE, CBP, Secret Service, and OIG. Read the entire page →
From page 230... ... 230 A READY AND RESILIENT WORKFORCE FOR DHS activities create bonds for the teams and promote healthy life styles that in turn enable staff to handle stress (USCG)  Formulating a special volunteer force of trained emotional/ mental health personnel (past and current experience from our ranks) Read the entire page →
From page 231... ... APPENDIX C 231 We have access to nonprofit agencies that could come in and de liver powerful training on difficult topics (USCIS) Gym/Fitness Center  Time off for fitness. Read the entire page →
From page 232... ... 232 A READY AND RESILIENT WORKFORCE FOR DHS including myself, the incentive to participate in physical fitness activities after a full day of work is missing (USCIS)  It would be nice if DHS would subsidize gym memberships. Read the entire page →
From page 233... ... APPENDIX C 233  Have a DHS team conduct a climate assessment survey. Do not let management identify the employees to be interviewed. Read the entire page →
From page 234... ... 234 A READY AND RESILIENT WORKFORCE FOR DHS  DHS already has plenty of helpful programs and initiatives. However, no number of stress management, communication, re lationship classes, peer support, etc., efforts can be effective against a constant barrage of disrespect, lack of accountability, and unqualified managers making poor decisions. Read the entire page →
From page 235... ... APPENDIX C 235 want to try crafting some programs to individual demographics, as well. For instance, while younger employees might love a kickball or softball league, some older employees might prefer other activities. Read the entire page →

From page 211...

... Appendix C Public Comments from Department of Homeland Security Staff The Institute of Medicine (IOM) created an online public comment tool to obtain input related to the IOM Department of Homeland Security's (DHS's)