Giuseppe Sandro Mela.
The White House ha rilasciato il documento
«The business of the Federal Government is to serve the American people in core mission areas. ….
Rather than pursue short-term fixes that quickly become outdated once again, this Administration will pursue deep-seated transformation. But it will not happen in one or two years»
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Negli Stati Uniti vige lo Spoils System.
«Lo spoils system (traduzione letterale dall’inglese: sistema dei bottini) è la pratica politica, nata negli Stati Uniti tra il 1820 e il 1865, secondo cui gli alti dirigenti della pubblica amministrazione cambiano con il cambiare del governo. Le forze politiche al governo affidano dunque la guida della complessa macchina amministrativa a dirigenti che ritengono che non soltanto possano, ma anche vogliano far loro raggiungere gli obiettivi politici.
Nell’accezione più negativa, le forze politiche al governo distribuiscono a propri affiliati e simpatizzanti le varie cariche istituzionali, la titolarità di uffici pubblici e posizioni di potere, come incentivo a lavorare per il partito o l’organizzazione politica, e in modo da garantire gli interessi di chi li ha investiti dell’incarico. ….
In particolare nel sistema statunitense, durante i primi 60 giorni di mandato, il Presidente degli Stati Uniti d’America copre direttamente 200-300 ruoli chiave dell’esecutivo, rimpiazzando elementi nominati dal mandato precedente.» [Fonte]
Negli Stati Uniti vi sono circa 2.5 milioni di dipendenti federali, ai quali si aggiungono quelli dipendenti dalle pubbliche amministrazioni dei singoli stati. Diciamo “circa” perché i dipendenti federali sono assunti con una vasta gamma di tipologie contrattuali, che spaziano dal nostro equivalente di assunto a tempo pieno con posto fisso, fino al precario in carica per qualche settimane senza diritto al rinnovo del contratto.
Anche il concetto di ‘deep state‘ è molto sfaccettato.
«In the United States, the term “deep state” describes a form of cabal that coordinates efforts by government employees and others to influence state policy without regard for democratically elected leadership. The term has also been used to refer to alleged cabals in countries such as Turkey and post-Soviet Russia. ….
While definitions vary, the term gained popularity in some circles during the 2016 U.S. presidential election in opposition to establishment Republican and Democratic candidates, and has also been used in 2017 and 2018 during the Trump administration by some commentators who argue that deep states are aiming to delegitimize the Trump presidency. ….
Deep state was defined in 2014 by Mike Lofgren, a former Republican U.S. congressional aide, as “a hybrid association of elements of government and parts of top-level finance and industry that is effectively able to govern the United States without reference to the consent of the governed as expressed through the formal political process”.» [Fonte]
In linea generale, pur con grande approssimazione, il nucleo centrale del deep state è costituito dai government employees, ossia dal corpo dei burocrati e dei funzionari, nominati, non elettivi, che facciano capo alla persona od alla formazione politica che li ha fatti assumere. Le loro carriere ed i loro stipendi dipendono strettamente da quanto potere abbiano i loro protettori. È sequenziali che facciano di tutto per proteggerlo ed aumentarlo.
Questo poi potrebbe anche essere il meno: ognuno ha ben diritto di avere le proprie idee. Il grande nodo risiede nel fatto che spesso sono più papisti del papa e, soprattutto, sono coordinati nelle loro azioni. In breve: formano se non degli stati nello stato, almeno dei feudi.
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Orbene, se il partito andato al governo trovasse una netta resistenza attiva e passiva da parte del deep state le sue capacità operative sarebbero cospicuamente ridotte. È quello che sta accadendo a Mr Trump.
È del tutto sequenziale come ogni capo di governo si studi di cercare di ridurre il potere del deep state: d’altra parte, ben si sa che le leggi possono essere fatte ma possono anche essere abrogate.
«President Trump put underperforming federal workers on notice Monday, including in his $4 trillion budget plan a major overhaul for how hiring and firing is done in the D.C. bureaucracy»
«Following on Trump’s campaign promise to “drain the swamp,” the plan calls for several big changes»
«This includes ending automatic pay hikes that kick in “irrespective of performance,” changing retirement benefits and making it easier to fire bad employees and reward good ones»
«During the speech, the president called on Congress to “empower every Cabinet Secretary with the authority to reward good workers and to remove federal employees who undermine the public trust or fail the American people.”»
«Federal employees with a high school diploma or less earn approximately 53 percent more than peers with similar education levels in the private sector»
«College graduates earn about 21 percent more than their private-sector counterparts»
«Transitioning to a more performance-focused workforce would also mean that federal workers with poor reviews could more easily be fired»
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Anche negli Stati Uniti i posti pubblici sono profumatamente remunerati, fatto questo che li rende ambiti e che sprona a cercare di mantenerseli ben cari e stretti.
Il Presidente Trump è davvero persona scaltra.
Da una parte alimenta bufere mediatiche facendo pubblicare messaggi twitter scritti in un inglesaccio da angiporto, ma capibili da parte delle masse, e questi ‘cinguettii‘ sono pabulum naturale per i media liberal democratici. Genera in questa maniera polveroni immani che assorbono quasi tutte le energie degli avversari.
Nel contempo, ogni tanto da una zampata secca e precisa come un gatto selvatico.
Con la nomina del Justice Gorsuch in seno alla Corte Suprema ha fatto virare quell’alto consesso nell’orbita repubblicana. Poi, con un bel colpo di mano, fa fatto passare la riforma fiscale che riduce imposte e tasse di 1,500 miliardi, il tutto mentre i democratici passavano il loro tempo a esecrare i palpeggiatori di femmine pronube. Quindi, ha varato il piano infrastrutturale da altrettanto 1,500 miliardi, piano di cui il The New York Times si è accorto solo dopo che era stato approvato. Adesso, con quattro miserabili comma inseriti ad arte nel White House budget fact sheet, ha posto le basi per licenziare i dipendenti federali, e sono in molti a pensare malignamente che siano da licenziarsi soprattutto quelli liberal democratici.
Grand Trump per davvero.
Un pensiero cinico, ma osservante la storia.
Al momento attuale, se anche assassinassero Mr Trump, le sue riforme rimarrebbero.
Trump il Grande. La riducendo le tasse aumentano stipendi, pensioni ed investimenti. 2,800 miliardi.
Quale politico si azzarderebbe mai a reintrodurre 1,500 miliardi di tasse?
→ White House. 2018-02-13. White House budget fact sheet
Modernizing Government for the 21st Century: An American Budget
The business of the Federal Government is to serve the American people in core mission areas. But public trust in Government is declining to near-historic lows because it is not meeting the American people’s expectations. Government must transform its outdated approaches, technology, and skillsets so that Federal programs, capabilities, and workforce can meet today’s mission demands and public expectations. Rather than pursue short-term fixes that quickly become outdated once again, this Administration will pursue deep-seated transformation. But it will not happen in one or two years. The Budget makes important down payments on this work and foreshadows efforts still to come.
President’s Management Agenda
In March, the Administration will release the President’s Management Agenda, which will set forth a long-term vision for an effective Government that better achieves its missions and enhances key services on which the American people depend:
– Mission: The American people count on the Federal Government every day, in areas ranging fromnational security to infrastructure to food and water safety. Public servants must be accountable for mission-driven results and have the necessary tools to deliver.
– Service: Federal customers range from small businesses seeking loans, to families receiving disastersupport, to veterans owed proper benefits and medical care. They deserve a customer experiencecomparable to that offered by leading private organizations.
– Stewardship: Effective stewardship of taxpayer funds is a crucial responsibility, from preventing fraudto maximizing program impact. Taxpayer dollars must go to effective programs that efficiently produceresults. The Budget conservatively projects that $187 billion in savings can be achieved over the nextdecade through the prevention of improper payments alone.
To advance this vision, the Administration will work not through isolated efforts, but at the junctions where key drivers of change intersect. Three key drivers will, over time, produce broad impacts on how Government works:
– A modern workforce that builds on the Budget’s civil service reforms to empower senior leaders andfront line managers to align staff skills with evolving mission needs. This includes $1 billion in FY 2018for a new workforce fund that directs recruitment and retention incentives towards top performerswith mission-critical skills.
– Modern information technology (IT) will function as the backbone of how Government serves thepublic in ways that meet their expectations and keep sensitive data and systems secure. This includes$80 billion in IT and cybersecurity funding, representing a 5.2 percent increase.
– Data, accountability, and transparency will provide the tools to deliver visibly better results to thepublic and hold agencies accountable to taxpayers.
In March, the Administration will announce specific efforts to advance this vision and improve the three drivers of reform, establishing concrete goals and trackable metrics to ensure public accountability. This agenda will address critical areas where Government as a whole uses outdated practices, such as:
– Modernizing IT to Increase Productivity and Security
– Creating a 21st Century Framework for Data that Drives Efficiency, Accountability, and Transparency
– Developing a Workforce for the 21st Century
– Improving the Customer Experience with Federal Services
– Shifting from Low-Value to High-Value Work
– Improving the Efficiency and Effectiveness of Administrative Services across Government.
In addition to cross-agency efforts, each major Federal agency is publishing an updated strategic plan with the Budget, establishing strategic objectives for the Administration’s first term and committing to agency priority goals for the next two years. A full list of agency performance plans is available at http://www.performance.gov.
The Federal Government must partner with Congress to fully meet modern management challenges. In some cases, real change may demand different agency structures. In other cases, the Administration may require flexibility from existing requirements that impede constructive change. For example, the Budget proposes that Congress eliminate or modify approximately 400 agency plans and reports because they are outdated or duplicative (a list of these proposals is available on http://www.performance.gov), bolstering the Administration’s goal to shift the efforts of Federal employees to high-value activities and away from unnecessary hours of paperwork.
By acknowledging shortcomings, setting a modern vision, and delivering on concrete goals, the Administration can adapt Federal programs, capabilities, and the Federal workforce to meet mission demands and public expectations more efficiently, effectively, and accountably.
Federal Workforce Reform
The Civil Service Reform Act of 1978 turns 40 this year, but it has not substantially changed to meet the evolving needs of the 21st century mission. The private sector continually finds new ways to adapt its management programs to maximize the return from its most valuable asset: people. The Federal Government should learn from this success and adapt leading practices for the 21st century.
The workforce and the workplace have evolved in recent decades. But the Government personnel system remains a relic of an earlier era. Federal workers themselves overwhelmingly agree in surveys that the existing system fails to reward the best performers or appropriately deal with the worst performers.
With annual civilian personnel costs of almost $300 billion, the Federal Government should always be seeking an optimally sized and skilled workforce operating out of locations best suited to accomplish its various missions. The Administration intends to partner with Congress on overhauling the statutory and regulatory rules that have, over time, created an incomprehensible and unmanageable civil service system:
– Realigning the workforce to mission: The Administration is committed to redefining the role of the Federal Government by reprioritizing Federal spending toward those activities that advance the safety, security, and prosperity of the American people. Agencies must critically examine their workforces to determine what jobs they need to accomplish their core missions.
– Aligning total compensation with private sector: It is important to appropriately compensate personnel based on mission needs and labor market dynamics. The existing compensation system fails in this regard. The Budget foregoes an across-the-board pay increase for 2019, while proposing to realign incentives by enhancing performance-based pay and slowing the frequency of tenure-based step increases. It also proposes a $1 billion interagency workforce fund as part of the FY 2018 appropriations, and supplemented by an additional $50 million in the FY 2019 Budget. This will replace the across-the-board pay raise that provides Federal employees with increases irrespective of
performance with targeted pay incentives to reward and retain high performers and those with the most essential skills. The Budget also contains several changes to bring Federal retirement benefits closer to those in the private sector, most notably by increasing the employee share to match that contributed by the Government.
– Human Capital Management Reforms: An Analytical Perspectives chapter on the Federal workforce outlines a vision for change that would streamline the hiring and dismissal processes, modernize human resources technology, better utilize data to inform workforce management, rebalance labor-management relations, and reduce unnecessary red tape in order to bring the Federal workforce into the 21st century.
Last March, the President issued a call for change in Executive Order 13781, “Comprehensive Plan for Reorganizing the Executive Branch,” where he tasked the Office of Management and Budget (OMB) with pro-viding a plan to reorganize the Executive Branch. The Budget is a first step in presenting this plan to the American people. These initial reform proposals include, for example:
– Eliminating unnecessary political positions;
– Using shared services to improve IT services and reduce procurement costs by leveraging the Government’s economies of scale;
– Consolidating or realigning regional offices and personnel (for example, improving customer service at the Department of the Interior by shifting employees away from Washington, D.C., and closer to the citizens they serve).
In addition, the Administration is undertaking specific reviews of important agency structures and activities. For example:
– Streamlining Federal statistical functions across multiple Federal agencies;
– Minimizing duplication in and maximizing outcomes from Federal development finance activities across multiple Federal offices and agencies; and
– Increasing efficiencies across the Department of Energy’s existing laboratory network.
In the months ahead, the Administration plans to share additional reorganization proposals designed to refocus programs around current and future needs.
→ Fox News. 2018-02-13. Trump budget aims to end automatic pay hikes for federal workers, make firings easier
President Trump put underperforming federal workers on notice Monday, including in his $4 trillion budget plan a major overhaul for how hiring and firing is done in the D.C. bureaucracy.
Following on Trump’s campaign promise to “drain the swamp,” the plan calls for several big changes. This includes ending automatic pay hikes that kick in “irrespective of performance,” changing retirement benefits and making it easier to fire bad employees and reward good ones.
“The workforce and the workplace have evolved in recent decades. But the Government personnel system remains a relic of an earlier era. Federal workers themselves overwhelmingly agree in surveys that the existing system fails to reward the best performers or appropriately deal with the worst performers,” a White House budget fact sheet reads, describing the plan as bringing the government in line with private-sector practices.
Trump previewed the plan in his first State of the Union address last month. During the speech, the president called on Congress to “empower every Cabinet Secretary with the authority to reward good workers and to remove federal employees who undermine the public trust or fail the American people.”
The fiscal 2019 budget proposal offers new details.
The budget proposal seeks to align total compensation with the private sector, noting that the current system “fails” in “appropriately compensating” personnel.
The White House calls for abandoning “across-the-board pay increase for 2019,” in order to “realign incentives by enhancing performance-based pay and slowing the frequency of tenure-based step increases.”
Federal employees with a high school diploma or less earn approximately 53 percent more than peers with similar education levels in the private sector, according to a 2017 study by the Congressional Budget Office. College graduates earn about 21 percent more than their private-sector counterparts, while people with advanced degrees earn 18 percent less in the government.
Senior officials with the Office of Management and Budget told USA Today that the proposal would change how more than 1.5 million federal workers are paid, and would focus on performance-based raises instead of the current system that typically increases salary based on tenure.
The budget also proposes a $1 billion interagency workforce fund, which would replace the “across-the-board” pay raise. The proposal would present “targeted pay incentives to reward and retain high performers and those with the most essential skills.”
Senior administration officials said the president’s proposal would slow salary increases, generating $10 billion over 10 years.
Transitioning to a more performance-focused workforce would also mean that federal workers with poor reviews could more easily be fired. The budget calls to “streamline the hiring and dismissal process.”
That component seems to mirror the Veterans Affairs Accountability and Whistleblower Protection Act, which Congress passed and Trump signed last June, making it easier to fire employees accused of malpractice or wrongdoing, rather than work for years in the bureaucracy or get transitioned out.
The administration has touted that program, but union members have protested in recent months saying that VA facilities do not have enough workers to provide adequate health care and that veterans are suffering as a result of the shortage. As of September 2017, the department has 35,000 full-time vacancies.
Government employee unions are not thrilled with the latest proposal.
“He seems to be interested in political revenge by firing people,” President of American Federation of Government Employees David Cox told USA Today. “The government is not a family business that you get to be in total control of.”
The Trump administration’s 2019 proposal also calls for changes to federal retirement benefits. The proposal urges “increasing the employee share” of retirement benefits “to match that contributed by the government.”