Cementing the Bush Management Legacy



Note:  There are a lot of new items cropping up lately.  So we can share them in a more timely manner, I’ll try to start posting things twice a week (Tuesday and Friday) for a while.

 Outgoing Administrations want to preserve their initiatives so they continue after they leave.  President George Bush is doing just that with a series of worthwhile management improvements put in place over the past few years.


 Performance Improvement.  As noted in an earlier blog entry, he signed an executive order requiring agencies to appoint performance improvement officers as a way to preserve advances made on his performance-related initiatives.


 Human Capital.  Recently, the Office of Personnel Management (OPM) adopted regulations to embed a series of personnel-related management initiatives into the ongoing operation of the government.  These initiatives are the basis for a set of standards that OPM has used to assess the quality of each agency’s human capital efforts, such as effective strategic workforce planning, hiring, and succession planning.


 Technology.  Most recently, the Office of Management and Budget has taken a wise step to preserve the momentum behind its efforts to lead technology reforms.  Recognizing that political appointments will take months in the new Administration, it has announced that it is converting a key position – deputy administrator for e-government and information technology – from a political position to a career post.  That means that whoever is competitively selected for that job will bridge the leadership gap between the Bush Administration and the next Administration.  If you’re qualified and interested, you can apply here!


 Management Agenda.  The word on the street is that OMB plans to extend the President’s Management Agenda at least into the middle of 2009, as well.  Over the past few years, OMB and each agency have negotiated a tailored agreement as to what progress they would make against each element of the Agenda. This is used to make its quarterly scorecard assessments. This agreement, called the “Proud to Be Memo,” is generally from June of one year to July of the next, so the intent seems to be to bridge the transition gap in leadership between the two Administrations so momentum on these management improvement initiatives is not lost. 


 * * *

 Are there other management improvement initiatives from this Administration that you see being cemented into the baseline for how the government does its business that could be added to this “Legacy List?”



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2 Responses to “Cementing the Bush Management Legacy”

  1. Norman M. Macdonald Says:

    The term “human capital”is at least a poor term. We fought four four bloody years and added several amendments to the Constitution to end the concept of humans chattel. As for the Bush “legacy” trying to keep it would be an exercise in futility. OMB did the right thing moving technology from political to career.

  2. Phil Candreva Says:

    We should all pay particular attention to efforts to cement the legacy in the period between Election Day and Inauguration Day. William G. Howell and Kenneth R. Mayer published an important study entitled “The Last One Hundred Days” in Presidential Studies Quarterly in 2005. Especially at times of war and when the president-elect is from the opposing party, one can expect to see a marked increase in new regulations, executive orders, policies and other unilateral action by the “lame duck” administration. As the article notes, “The president’s capacity to negotiate, broker deals, and ultimately persuade is, at last, depleted. His power, however, is not.” (p. 537) For those of us who study and advise government, we should note to what extent these last minute actions affect the policy agenda of the incoming team.

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