Agency review teams have unique insight into key staff positions, potential personnel issues or leadership gaps within each agency. These teams should work closely with the personnel team to identify potential candidates to lead each agency and identify other core positions that should be prioritized. The agency review team can also play a role in identifying the major management challenges or successes within each agency as well as particular skills and competencies needed.
Developing an online human resources system early to process the thousands of resumes and applications from people pursuing jobs in the new administration is essential. It is critical to work with GSA and the outgoing administration to make sure that the system can easily transfer to the White House. In 2008, the Bush White House helped to facilitate the design of a new presidential personnel database, with input from both the Obama and McCain campaigns as well as GSA. McCain’s personnel director had developed the template for the new database initially, but the software was shared with the Obama campaign in an effort to help ensure a smoother personnel process integration regardless of who won the election. As a result, the updated personnel system was fast-tracked by the White House and developed and put in place by GSA before the inauguration. It was shared with both campaigns prior to the election, ensuring that the incoming administration was familiar with the tool and could move smoothly from transition’s appointments team to the Office of Presidential Personnel in the White House.
Discuss Integrity.gov, the electronic filing system for financial disclosure. In addition, appointments teams may discuss the prospect of sharing anonymous partial profiles of potential nominees with OGE for blind review before the election in order to expedite the financial disclosure process.