🚀 go-pugleaf

In article <47sc6r$46g@www1.hlc.net>,
   harvey@eccnet.eccnet.com (Betty Harvey) wrote:

>Those who could get out did, those who were comfortable
>didn't (this is a generalization).  

I was with the DoD for nine years, then worked for Boeing as a NASA contractor 
for two.  Your post, IMHO, could not have been more accurate or timely.  If I 
were to add anything, I would only add, "Read the whole thing again."

Granted, there are inde3ed exceptions to your quoted statement above, but 
generally you're right: this is exactly what the RIFs effectively do: the 
talent moves on (because they can) and the floaters continue floating (because 
they can).  There are a *lot* of good, quality people working in and for the 
government.  The problem, I think, is that there are a lot more good, quality 
people who would *like* to work for and in the government who won't because 
they've seen this trend that you've described.  I was *proud* to be associated 
with NASA (and Boeing!) and I was very excited about the work we were doing, 
but unfortunately being proud and being happy are two different things.  The 
environment that NASA offered was not one in which I could envelope myself and 
just simply get good, important things DONE.  "Waffle" was the word of the day 
and I was tired of being the Bisquick.  :)

>Their solution was not always the best solution, nor the most cost
>effective solution to what the Government needed or desired.  

That's precisely the point.  What they save in short term savings they lose 
ten-fold in a lack of long term investment of many quality, dedicated 
employees.  There are still many, many hard working, dedicated people there - 
don't get me wrong - but more and more seem to be realizing that their 
aspirations and goals simply cannot be achieved in those environments and so 
they're moving on.  It's a painful lesson that seemingly has yet to be learned 
by those in charge.

>The hiring freeze and promotion freeze for the last 5 to 6
>years have created a void I am not sure we can recover from.
>There have been no bright, enthusiastic young employees coming
>in to fill the gap.

Very very accurate.

>The motivation for the go-getters in an organization is to leave.  

Bingo.

Sorry I didn't have anything of real value to add to your eloquent comments. 
You said here exactly what I've been saying for the last ten years and I just 
had to chime in my agreement.

Later,

Rick Esterling                     The Wollongong Group, Inc.
Senior Software Engineer           McLean, VA
http://widget.eco.twg.com:1080     http://www.twg.com