{"id":12379,"date":"2018-08-15T19:04:01","date_gmt":"2018-08-15T19:04:01","guid":{"rendered":"https:\/\/one.sightlinemg.com\/federaltimes\/uncategorized\/2018\/08\/15\/government-needs-better-data-on-employee-misconduct\/"},"modified":"2026-08-08T04:24:31","modified_gmt":"2026-08-08T04:24:31","slug":"government-needs-better-data-on-employee-misconduct","status":"publish","type":"post","link":"https:\/\/one.sightlinemg.com\/federaltimes\/federal-oversight\/2018\/08\/15\/government-needs-better-data-on-employee-misconduct\/","title":{"rendered":"Government needs better data on employee misconduct"},"content":{"rendered":"\n

The data agencies provide to the Office of Personnel Management on employee misconduct isn\u2019t adequate for the development to targeted training and prevention techniques, according to a Government Accountability Report released to the public Aug. 15.<\/p>\n\n\n\n

\u201cBecause of weaknesses in OPM\u2019s data on employee misconduct, which is provided by the agencies, OPM is unable to accurately target supervisory training to address misconduct, and decision-makers do not know the full extent or nature of this misconduct,\u201d the report said.<\/p>\n\n\n\n

\u201cAgencies are accountable for providing required training to their managers. However, agency officials and subject-matter experts we interviewed said federal managers may not address misconduct because they are unfamiliar with the disciplinary process, have inadequate training, or receive insufficient support from their human resources offices.\u201d<\/p>\n\n\n\t