BBG Watch Commentary

After an absence of several weeks, BBG Watch is pleased to welcome a new commentary by The Federalist, one of our longest and most-read contributors with broad and intimate knowledge of the Broadcasting Board of Governors (BBG), the Washington political scene and international affairs.

We hope that The Federalist will continue sending us new commentaries as the federal agency in charge of U.S. international media faces what it may be its last test in Congress. It also awaits the expected arrival of Andy Lack, a newly-appointed CEO who has not yet taken up his new post.

What The Federalist describes in his new commentary is a recent call by Voice of America management to VOA Newsroom reporters to volunteer for experimental Ebola vaccine trails and to report about the experience. The VOA management made this call apparently without worrying too much about employee morale, perceptions of public safety in the federal workplace, and journalistic propriety of making such a call for a story.

The call for volunteers to take the experimental Ebola vaccine, reportedly now withdrawn, was made at about the same time the Office of Personnel Management (OMP) released initial results of the 2014 Federal Employee Viewpoint Survey (FEVS) which show continuing major decline in employee morale at the BBG’s federal entities, which include VOA, and further decline in employees’ respect for senior agency leaders.

AFGE Local 1812 union representing BBG employees has called “for change at the senior management levels,” as did an anonymous VOA journalist in a guest commentary for BBG Watch. The Federalist is making the same call.

 
 

Bureaucracy Warning Sign

Voice of America Management – Dysfunctional and Defunct – Flirting With A Killer Illness

By The Federalist

In one of the victories in the treatment of the deadly Ebola virus, Nurse Nina Pham was released from the National Institutes of Health (NIH) on Friday, October 24, 2014. Following her release, Ms. Pham and members of her family were driven to the White House for a personal meeting with President Obama.

Ms. Pham is a courageous and fortunate individual – a health care professional treating the very sickest of people. Indeed, the patient Ms. Pham was caring for, Thomas Eric Duncan, died from the disease.

This disease is a pernicious killer. It requires a massive medical response and counter-measures. Hospitals across the United States and elsewhere are retrofitting their facilities with specialized intensive care units and isolation sections along with upgrading protocols for doctors and nurses treating individuals afflicted with the virus. Pharmaceutical companies are ramping up research in the effort to find an effective vaccine. Advanced means of transporting sick patients to state of the art facilities are also required.

At the end of the day, the national and global effort to combat this disease is likely to take more lives and cost many millions, if not billions, of dollars.

Ms. Pham has come face-to-face with death. Worse, she has had death itself reach out for her as a potential next victim. Early on, a video was produced by Ms. Pham’s medical team. It is worth watching to understand the fear that comes with confronting one’s mortality:

Link.

This disease is to be taken seriously.

Let us repeat that:

This disease is to be taken seriously.

On the other hand:

In the category of “Let’s do something really stupid:”

Let us consider the three-ring circus heretofore known as the Voice of America (VOA). As revealed by MediaBistro.com FISHBOWLDC and sources within the Broadcasting Board of Governors (BBG):

It appears that someone in the so-called VOA newsroom (a newsroom in name only, leading the way in the dysfunctional and defunct status of this Federal agency) came up with the “idea” of having staffers volunteer to be injected with experimental vaccines for the virus. This “idea” reportedly made its way up to David Ensor (the VOA director) and Steve Redisch (the VOA executive editor) who appear to have “okayed” the discussion with the newsroom staff. A few staffers are said to have volunteered.

Newsroom management reportedly proceeded to contact someone on the agency’s General Counsel staff who “recommended against it.” At this point, the matter was apparently dropped.

To put it bluntly:

Perhaps “three-ring circus” is too tame a term to describe the Voice of America.

More aptly, it has taken on the characteristics of an institution run by individuals who seemingly have taken leave of their senses.

As reported on the WTOP website on Friday, October 24, 2014, via Associated Press Medical Writer Maria Cheng:

“The World Health Organization says millions of doses of two experimental Ebola vaccines could be ready for use in 2015 and five more experimental vaccines will start being tested in March.

“Still the agency warned it’s not clear whether any of these will work against the deadly virus that has already killed at least 4,877 people this year in West Africa.”

The operative reminder here is that this is 2014 not 2015.

The report goes on to note that experimental trials with the most advanced vaccines are underway in the United States, the United Kingdom and Mali.

Thus into a realm filled with potentially deadly uncertainties gloriously marches the senior VOA management.

While not having the best regard for any department of the International Broadcasting Bureau (IBB), we do note its General Counsel’s Office apparently had a moment of fortunate clarity to spike this bizarre “idea.”

In our view, we call it as we see it: this was a cheap and tawdry publicity stunt, trying to make the agency the story, rather than putting itself to the grindstone and reporting on the story as it exists.

We have had a variety of meaningful discussions with colleagues and acquaintances with Federal Government expertise concerning this episode. To put it politely, no one equated the actions of agency officials as being within the bounds of rational thinking.

The question most commonly asked and expressed in a variety of colorful ways:

“Why are Ensor and Redisch still there?”

It’s a reasonable question to ask.

In our view, for this and myriad other reasons resulting in the implosion of this agency, they should all be sent packing, by any, every and all means appropriate and consistent with rules and regulations to promote the efficiency of the Federal Service.

Okay. Let’s review:

Agency officials have an “idea” for a story on the Ebola virus that would expose agency employees, so-called “volunteers” or otherwise, along with the general public, to unknown consequences – side effect of the vaccine and public and employee perceptions of public and workplace safety?!?

Would there be panic at VOA, among family members and friends of “volunteers,” as well as among general public, if these so far still little known side effects resemble symptoms of Ebola, or threaten an employee-volunteer’s health and life?

Perfect for a public government workplace and for an institution in contact with the public both in the United States and abroad, including Africa, from where VOA correspondents report on the Ebola story – as in perfectly irrational. Or, as some others have remarked, adding to the definition of insanity.

Let’s move this agency up to the next level of dysfunctional and defunct: a potential threat to how the public perceives its health and safety and how it perceives government’s actions at a very sensitive and dangerous time for the United States and the Obama administration.

And by the way…as to the managers who may have “volunteered” and encouraged others to volunteer to participate in this lunacy “to report or blog about the experience” — the Ebola vaccine trial on oneself — the question being asked is: have these “volunteers” lost the last synapse of cognitive reasoning required to make an intelligent risk assessment for themselves, their co-workers and the public? Apparently so.

Enough already.

According to agency sources, members of the Broadcasting Board of Governors did not know of this “idea” while it was incubating in the Cohen Building. Perhaps a light bulb went on somewhere after press accounts appeared. We don’t know what the reaction of the BBG was, is or is yet to be to this matter. However, in our view, if the Board intends to sit by passively, it presents one more good reason to eliminate the BBG from the Executive Branch organizational chart. “Eliminate” as in totally. Not advisory. Not honorary. Just plain gone.

Perhaps this is something the BBG intends to add to a plate already piled high and deep for the Chief Executive Officer (CEO) designate, Andrew Lack.

Mr. Lack has an impressive resume.

At the same time, there are others who have had similar resumes and credentials who have marched in and out of the Cohen Building. They did not linger very long.

At the end of the day, the result is the same: the agency gets worse by the moment and by impact and effect, exponentially so.

Some people inside the agency have a perpetual love affair with the view that someone is going to sweep into the Cohen Building and work a miracle.

It hasn’t happened yet and is not likely to happen. This agency has long passed the threshold where it can be recoverable in its present construct. It needs complete and total reform and reconstruction.

Whatever is being messaged to Mr. Lack, by the BBG, the International Broadcasting Bureau, VOA or others, it should be counterbalanced by this: the sole intent of many senior officials he will have to contend with is perpetuating their status quo. Any attempt by Mr. Lack to upset that status quo will be resisted mightily and the effort made to assassinate his character and force his exit, as it was done to at least one former BBG member who demanded good management and accountability. This is the standard mode of operation of some of the executives of the previous IBB management team who still remain. To date, they have no reason to believe they cannot be successful once again.

Helle Dale of the Heritage Foundation in a recent post presented three potential scenarios confronting Mr. Lack. None of them are likely to turn the agency around and recover its lost effectiveness.

Like Ms. Dale, we know this agency very, very well.

Mr. Lack would be well served to pay heed to those who see this agency for what it is and has become:

Dysfunctional and Defunct.

The Federalist

October 2014

 

###

 

Significant Declines in OPM 2014 Employee Survey for BBG Senior Leaders’ Skills and Agency Management (Federal Government Entities Only)

 
 

[aside] caption = Senior Management Says
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2014 Federal Employee Viewpoint Survey – BBG Results

The Office of Personnel Management has provided the initial BBG results from the 2014 Federal Employee Viewpoint Survey (FEVS). Thank you for taking time to provide your feedback.

Among eligible employees, 69% took the survey. The results show that individual belief and commitment to our work remains very high, above 90%. However, there were significant decreases (a difference of 5 percentage points or more) on 14 survey questions related to employee involvement in decision making, employee recognition, and overall job and organizational satisfaction.

While the agency continued to see modest increases in responses related to work/life programs, there were declines in areas that are persistent challenges, including leadership.

This initial OPM data release provides agency-wide responses. OPM is expected to release additional data for the BBG and the rest of the government that provides useful context and detail later this month. The results will continue to shape the agency’s ongoing efforts to improve workplace engagement. All of us are committed to making this a better place to work.

The initial FEVS results are posted here: http://www.bbg.gov/about-the-agency/research-reports/federal-employee-viewpoint-surveys/

André Mendes

Rob Bole

Suzie Carroll

David Ensor

Carlos García-Perez
[/aside]

I recommend my organization as a good place to work. 6.36% Decline Between 2013 and 2014

In my organization, senior leaders generate high levels of motivation and commitment in the workforce. 2.89% Decline Between 2013 and 2014

My organization’s leaders maintain high standards of honesty and integrity. 4.79% Decline Between 2013 and 2014

I have a high level of respect for my organization’s senior leaders. 6.22% Decline Between 2013 and 2014

How satisfied are you with your involvement in decisions that affect your work? 6.78% Decline Between 2013 and 2014

How satisfied are you with the information you receive from management on what’s going on in your organization? 2.27% Decline Between 2013 and 2014

How satisfied are you with the recognition you receive for doing a good job? 5.96% Decline Between 2013 and 2014

How satisfied are you with the policies and practices of your senior leaders? 3.9% Decline Between 2013 and 2014

Considering everything, how satisfied are you with your job? 5.16% Decline Between 2013 and 2014

I have sufficient resources (for example, people, materials, budget) to get my job done. 2014 Percent Positive: 29.60%. 2013 Percent Positive: 35.12% 5.52% Decline Between 2013 and 2014

Promotions in my work are based on merit. 2014 Percent Positive: 28.15%. 2013 Percent Positive: 28.52% 0.37% Decline Between 2013 and 2014

Creativity and innovation are rewarded. 2014 Percent Positive: 28.47%. 2013 Percent Positive: 30.11% 1.64% Decline Between 2013 and 2014

In my work unit, steps are taken yo deal with a poor performer who cannot or will not improve. 2014 Percent Positive: 23.85%. 2013 Percent Positive: 25.28% 1.43% Decline Between 2013 and 2014

I can disclose a suspected violation of any law, rule or regulation without fear of reprisal. 2014 Percent Positive: 45.20%. 2013 Percent Positive: 46.69% 1.49% Decline Between 2013 and 2014

Pay raises depend on how well employees perform their jobs. 2014 Percent Positive: 14.61%. 2013 Percent Positive: 15.38% 0.77% Decline Between 2013 and 2014

 
 

BROADCASTING BOARD OF GOVERNORS

2013 AND 2014 FEDERAL EMPLOYEE VIEWPOINT SURVEY RESULTS COMPARED

 
 

Recommend Organization As A Good Place to Work

2013

[wppb progress=46 option=”animated-candystripe blue” fullwidth=true text=”I recommend my organization as a good place to work. Percent Positive 2013 – 46.42%”]

 2014

[wppb progress=40 option=”animated-candystripe red” fullwidth=true text=”I recommend my organization as a good place to work. Percent Positive 2014 – 40.06%”]  

6.36% Decline Between 2013 and 2014

Commitment Of Senior Leaders To Workforce

 

2013

[wppb progress=32 option=”animated-candystripe blue” fullwidth=true text=”In my organization, senior leaders generate high levels of motivation and commitment in the workforce. Percent Positive 2013 – 32.36%”]

 2014

[wppb progress=29 option=”animated-candystripe red” fullwidth=true text=”In my organization, senior leaders generate high levels of motivation and commitment in the workforce. Percent Positive 2014 – 29.47%”]

2.89% Decline Between 2013 and 2014

 

High Standards Of Honesty And Integrity By Organization’s Leaders

2013

[wppb progress=41 option=”animated-candystripe blue” fullwidth=true text=”My organization’s leaders maintain high standards of honesty and integrity. Percent Positive 2013 – 41.79%”]

 2014

[wppb progress=37 option=”animated-candystripe red” fullwidth=true text=”My organization’s senior leaders maintain high standards of honesty and integrity. Percent Positive 2014 – 37.00%”]

4.79% Decline Between 2013 and 2014

 

Respect for Senior Leaders

2013

[wppb progress=45 option=”animated-candystripe blue” fullwidth=true text=”I have a high level of respect for my organization’s senior leaders. Percent Positive 2013 – 45.75%”]

 2014

[wppb progress=39 option=”animated-candystripe red” fullwidth=true text=”I have a high level of respect for my organization’s senior leaders. Percent Positive 2014 – 39.53%”]

6.22% Decline Between 2013 and 2014

 

Employee Involvement

2013

[wppb progress=45 option=”animated-candystripe blue” fullwidth=true text=”How satisfied are you with your involvement in decisions that affect your work? Percent Positive 2013 – 45.41%”]

 2014

[wppb progress=38 option=”animated-candystripe red” fullwidth=true text=”How satisfied are you with your involvement in decisions that affect your work? Percent Positive 2014 – 38.63%”]

6.78% Decline Between 2013 and 2014

 

Information Sharing By Management

2013

[wppb progress=38 option=”animated-candystripe blue” fullwidth=true text=”How satisfied are you with the information you receive from management on what’s going on in your organization? Percent Positive 2013 – 38.99%”]

 2014

[wppb progress=36 option=”animated-candystripe red” fullwidth=true text=”How satisfied are you with the information you receive from management on what’s going on in your organization? Percent Positive 2014 – 36.72%”]

2.27% Decline Between 2013 and 2014

 

Management Recognition of Employee Achievement

2013

[wppb progress=41 option=”animated-candystripe blue” fullwidth=true text=”How satisfied are you with the recognition you receive for doing a good job? Percent Positive 2013 – 41.77%”]

 2014

[wppb progress=35 option=”animated-candystripe red” fullwidth=true text=”How satisfied are you with the recognition you receive for doing a good job? Percent Positive 2014 – 35.81%”]

5.96% Decline Between 2013 and 2014

 

Employee Satisfaction With Policies and Practices of Senior Leaders

2013

[wppb progress=32 option=”animated-candystripe blue” fullwidth=true text=”How satisfied are you with the policies and practices of your senior leaders? Percent Positive 2013 – 32.81%”]

 2014

[wppb progress=28 option=”animated-candystripe red” fullwidth=true text=”How satisfied are you with the policies and practices of your senior leaders? Percent Positive 2014 – 28.91%”]

3.9% Decline Between 2013 and 2014

 

Employee Job Satisfaction

2013

[wppb progress=64 option=”animated-candystripe blue” fullwidth=true text=”Considering everything, how satisfied are you with your job? Percent Positive 2013 – 64.31%”]

 2014

[wppb progress=59 option=”animated-candystripe red” fullwidth=true text=”Considering everything, how satisfied are you with your job? Percent Positive 2014 – 59.15%”]

5.16% Decline Between 2013 and 2014

 

Employee Satisfaction With Organization

2013

[wppb progress=47 option=”animated-candystripe blue” fullwidth=true text=”Considering everything, how satisfied are you with your organization? Percent Positive 2013 – 47.30%”]

 2014

[wppb progress=42 option=”animated-candystripe red” fullwidth=true text=”Considering everything, how satisfied are you with your organization? Percent Positive 2014 – 42.23%”]

5.07% Decline Between 2013 and 2014

 
 
 

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