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Our goal is to attract, engage, and retain the highest quality employees, and to assist management in creating an environment where our employees feel respected and supported in a manner that enables them to perform to their fullest potential. Keeping pace with the changing demands of USIBWC's work and its workforce is a primary focus of the Human Resources Office in maintaining USIBWC's position as an employer of choice. Our role in the Human Resources Office is to translate USIBWC's business strategy into world-class workforce capabilities; maximize USIBWC employees' contributions toward the organization's success; collaborate with USIBWC leadership in making cultural and organizational changes; and provide human resource expertise, using a corporate perspective, to meet Federal and Agency objectives and requirements.

HR functions include Human Capital Strategy; Business Performance; Staffing and Recruitment Diversity Recruitment; Position Classification and Position Management; Employee Relations; Labor Relations; Personnel Security/Credentialing; Pay Administration; Performance Management; Workforce Planning; Organizational Management; Building Leadership; Employee Benefits; Processes personnel actions for all USIBWC employees for promotions, within-grade-increases, awards, retirements, adverse actions, employee death, security clearance updates, extended leave, alternative work schedule changes, performance appraisals, etc., maintenance of official personnel folders and records.

Management Advisory Services include providing robust management advisory services to the USIBWC organization of their managerial responsibilities in delivering Human Capital Strategy, Contributing to Business Performance; Strategic Position management and position classification; recruitment and staffing for positions utilizing hiring flexibilities, Federal Equal Opportunity Recruitment Program, Veterans Programs, Student Employment Educational Programs, Special Hiring Authorities; Strategic workforce planning; Organization and management analysis; Strategic Performance Management, Employee Relations and Labor Relations; Building Leadership, PMC coordination, counseling on retirement, leave, insurance, adverse actions, ethics, financial disclosure requirements and conflict of interest determinations. Contact Human Resources Office

Employee Survey Report

2013 Federal Employee Viewpoint Survey was conducted Government-wide by the Office of Personnel Management (OPM) through an online survey conducted from April 23, 2013 – May 31, 2013. OPM sent the survey to all permanent full-time and part-time employees who were on our rolls as of October 31, 2012. This year, the USIBWC had a response rate of 84% as opposed to the overall small government agency rate of 71%.
The most improved areas for the USIBWC this year were: the sharing of job knowledge within work units, awards dependent on job performance, performance ratings comprehension, senior leader support for work/life programs and job satisfaction.

The areas that need improvement are: training satisfaction, physical work conditions, training needs assessment, use of employee talents in the workplace and belief that the survey would result in an improved work place environment.

Message from Commissioner Drusina
"As Commissioner, I am very proud of all employees of the USIBWC.  I appreciate the hard work and the loyalty you show to the Agency each and every day.  It is essential that you feel appreciated for being the high performers you are.  It is very important that we treat each other with the respect and dignity we deserve.   I am committed to all of us exhibiting strong ethics and honesty in everything we do.  I have zero tolerance for prohibited personnel actions and not following the Merit System Principles.  The Senior managers and I strongly believe we need to work together in developing these values throughout the organization until they become part of our identity.”