The strategic leadership provides an elevator speech / vague definition of our mission. The division leadership provides no usable definition of our mission. There is no strategic objective for either the agency or the divisions, and the leaders are picked as political favors. The most important qualification to be a senior employee here is to be a retired O-6 (Army heavily preferred) for a 15 or SES.
Employees are treated differently among the directorates and branches. For example, a friend works in "X" Directorate and reports to work 3 times on week one and 2 times on week two. The reason is they telework and have the compressed work schedule (cws). They also have an agency paid seat in a commuter van. In "Y" Directorate telework is frowned on but they want you to accept Ad-Hoc Telework so they can have you work when the rest of the area government is off due to heavy snowfall, but some Managers in "Y" look the other way when their favorite people use Ad-Hoc Telework as a full telework agreement. It just depends on if they favor you or do not favor you, and it has nothing to do with competence and job quality.
People can do nothing here and retire here. This is a con for those of us that "do" because rather than push those that "do not" they push us to get it done.
Our Comptroller was the only one to have passed a DoD audit. He complained about the way funds are used (look it up on-line) and nothing was done. He started in as a Whistle Blower and a Congressional Investigation started. He was removed from the Comptroller job and sent to a cubical in the Pentagon as retaliation. This case is in progress and we will see what happens.
