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What are we doing to ensure that we get a diverse candidate pool for the position?

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We're not supposed to create new medium sensitivity docs in google. Won't ANY doc with comments (which include full names) be medium sensitivity? How should this be handled?

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Does outsourcing work impact our ability to hire and grow the internal team? Is leadership still committed to an in-house design and dev team?

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What happened with /HMDA and the letter from the Senate to Director Kraninger? Did we anticipate that there might be this kind of pushback? Should we be concerned about how this episode might impact the Director's view and trust in D+D?

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Any new estimate on the new laptops?

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Before deleting things, remember our records management training and put things where they belong if they are records material!

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What's the best way to get all the files we have on our desktops on our old macs to our new macs?

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Are they going to run the CONOPS through a feedback loop with each of the orgs within T&I, or is this going to be the delivered document? Typically CONOPS are suggestions that are then socialized across the organization, feedback's then adjudicated, etc.

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can you add the product owner for each team (for teams that have one) to the teams spreadsheet?

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can you add the product owner for each team (for teams that have one) to the teams spreadsheet?

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I've heard that the Macs are just going to be securely destroyed. If so, why bother removing stickers?

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I've heard that the Macs are just going to be securely destroyed. If so, why bother removing stickers?

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Safe to say that we should make every effort to avoid creating NEW documents in Google Drive that could fall into those medium- or high-sensitivity buckets?

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Safe to say that we should make every effort to avoid creating NEW documents in Google Drive that could fall into those medium- or high-sensitivity buckets?

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Is Github Enterprise ATO'd?

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Is gender identity protected from discrimination at the Bureau, or not? 

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Is gender identity protected from discrimination at the Bureau, or not? 

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Does a "hiring freeze" lift mean that we now have an approved headcount, and if folks leave we can backfill without exec approval, or will things continue mostly as normal from our perspective? Thanks!

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"No full names" - does that mean that we cannot use our own teams' names? Aren't all of our accounts also there?

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Do we have a list of use cases where the Bureau has successfully implemented ADKAR and how it was implemented? I would be interested to know how it's worked well for us to-date. Thanks!

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When will the next cycle of projects be announced? We're at August 15th, projects are starting to come to an end. People don't know what they're going to be working on or who they'll be working with.

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What is the plan for team transitions + regroup?

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What is the plan for team transitions + regroup?

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When will decisions be made and announced? How will feedback from the working groups be integrated into the decision making processes? Who will get to make which decisions? How will the decisions get rolled out to the team? What's the timeline?

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FEWDs will be doing a JS testing course after regroup, which we already have a sf-182 approved for. Would this by chance satisfy some of the cybersecurity training requirement?

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Can devs use Virtualbox on the new Macs?

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Can devs use Virtualbox on the new Macs?

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since we'll be 'self-verifying' and responsible for migrating our own Google files, what are consequences if we make a mistake and mis-identify sensitive files or fail to migrate them out of Google?

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since we'll be 'self-verifying' and responsible for migrating our own Google files, what are consequences if we make a mistake and mis-identify sensitive files or fail to migrate them out of Google?

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does the virtualbox answer apply to app-ops?

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does the virtualbox answer apply to app-ops?

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proposal to add "improved team morale" as a hypothesis to measure with new stable teams

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proposal to add "improved team morale" as a hypothesis to measure with new stable teams

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Other considerations around migration of medium sensitive info

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Other considerations around migration of medium sensitive info

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• It may help to provide a list of the kinds of documents we have (ie: user testing results with names) and whether they are considered medium sensitivity rather than each individual interpreting it.
• How should we migrate files with intentionally limited sharing that should only be accessible by a select few?
• What should we do with medium sensitivity Gmail messages?
• There may only be a few files each person has to move, but determining which those are by scanning through all our docs will take much more time. Is there guidance on how to be efficient with that time (ie: is it possible to you view only the docs you own)?
• What happens to these migrated files once we have Office 365? Do we migrate them again? Is there a file structure in the Z drive we can set up now to minimize the time/effort involved?
• (Adding this from the next column) Can we redact files? Is that even possible with the history of the file preserved?

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Who is determining "work on the docket" for the new teams, and how this work gets ordered/prioritized?

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can we add product owner for each team to the spreadsheet

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can we add product owner for each team to the spreadsheet

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With the upcoming project transitions, what will happen to existing backlogs like Studios for example?

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Can we just go in and redact

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can we schedule a brown bag event to discuss the teams and everything presented about them at the Monthly?

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can we schedule a brown bag event to discuss the teams and everything presented about them at the Monthly?

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Migrating google docs, sheets, slides, and drive files (and emails?)

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Migrating google docs, sheets, slides, and drive files (and emails?)

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We've been told we have less than a month (about one week after regroup) to move any collab doc with medium sensitive info.  What is our plan for migrating these, and all files, from collab?
• Is there any time carved out in the next 26 days specifically for migration?
• Where should these documents be moved to (is there a specified file structure and file naming convention)?
• What happens with all the links to those files in Github, etc? If we just let all the links break, I'm concerned about the time it will cost folks to manually hunt for those files, and possibly not find them, each time in the future.

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I missed the August monthly, sorry if this has been answered, but the list of "medium sensitivity" documents includes "Detailed Design Documents and system diagrams for the various applications such as cf.gov, Intranet, public data platform, and the emerging environments." Does this include the kind of mockups, content documents and other artifacts we typically produce during a project? Do we need to be careful about not adding them to our current projects, and should we be working on removing documents like this from old project folders?

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Do we have to migrate any files from our old laptops to our new, or, if we back everything up to the cloud first, can we just get the new laptop fresh and copy things down as needed?

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is there an estimate for how much time individuals or teams should make for google drive migration?

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is there an estimate for how much time individuals or teams should make for google drive migration?

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It's been 2 weeks and Cat & Chris still don't have access to our internal platforms. Have you heard anything else? Has anything been happening in the background?

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Do you think an email to Kate Fulton saying "Hey, it's been two weeks, my employees need their access back" would go over well?
Is there more management & colleagues could be doing to help support Cat & Chris?

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What are some things that D+D leadership is doing to help make the workplace feel safer for colleagues who are LBGTQIA+? What are things that higher leadership are doing?

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What's the expected procedure if a rule is broken by someone? What are the CFPB's typical processes for disciplinary action?

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I have heard that coworkers may be contacted by OIG investigators for interviews. Can someone (not necessarily one of the leads) talk about what our rights or obligations are if that happens?

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In the FAQs document at the T&I brown bag, it was mentioned that technical 60s were not in the staffing plan (at all). Could you offer any insight into that decision?

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What does a safe workplace mean and look like to the D+D front office? What actions are the FO taking to purse this? How do we know if we are doing this well enough?

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Labor relation's response to Stephanie's grievance

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Labor relation's response to Stephanie's grievance

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Have you all seen the response? Ari Taragin (from LR) denied all remedies requested, including the request to offer LGBTQ inclusivity training to Bureau management. What do you all think of that? What training have our D+D leads done around LGBTQ and intersectional equity issues in the workplace?

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How have these changes been rolled out to our managers? Do you have any context for how and why these updates were made?

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Adam told us after the last monthly that he would schedule meetings with all the ERGs. Status update on this?

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Adam told us after the last monthly that he would schedule meetings with all the ERGs. Status update on this?

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BIGGEST thanks to Cat, Stephanie, Scott, and Wyatt for their steadfast support of the process working group: agendas, facilitation, and direction. We have made great progress thanks to their collaboration across the past two months here!

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Thanks to Union organizers, especially Cat, for doing important union work and helping us feel connected to the union even when we're remote.

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Thanks to George, Harry, Candice, Angele, Seph, Stephanie, Nicholas, and Orlando for their work helping to form and norm our new teams!

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EVERYONE for supporting and making successful the rotating leadership model we have been under for the past 18+months. It's been hard, and the D+D people is what has made it a positive and fruitful experience.

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Thank you for always being willing to pitch-in on work, provide coaching/mentoring/managing/friendship, and sharing your vast institutional knowledge with us - you are an incredible, positive asset to the Bureau!

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Thank you to all of my colleagues who make this team have a culture of learning where I'm not afraid to admit what I don't know and ask for help.

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thanks for being a leader since before I joined CFPB. you make this job fun and inspire other devs with your inquisitive approach to programming.

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Thank you to my fellow front ends who make it safe to ask questions and learn, who are honest and open with their experiences and show leadership everyday by speaking up for each other whenever we can

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Thank you to my co-workers who have reached out recently when they saw or knew I was sick, to treat me as a fully human person and not just a resource that they work with. That has not been my experience in past jobs.

My thanks extend to co-workers here in D+D since 2015 who have checked in over the years when they could see that the workplace was not safe for me, and found ways to use their societal power and authority to support me (and the larger dept) in doing our work.

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In the event that regroup cannot take place in DC, how will we ensure regroup is inclusive and accessible to all of D+D, including contractors, some of whom have the inability to travel due to their contract? How will we ensure remote participation is built into January regroup and not an afterthought?

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I'm grateful for my coworkers standing up for what they believe in when our leads are unwilling

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I'm grateful for my coworkers standing up for what they believe in when our leads are unwilling

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I'm grateful to Cat for her leadership since the moment she stepped in the Bureau, her knowledge and intellectual curiosity to fuel her work, her ability to connect people, and her tendency to take the long strategic view.

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Thanks to everyone in the ~cf.gov channel for being supportive and responsive whenever I have questions!

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Thank you Stephanie for putting your name to a grievance and an issue that has caused an environment of fear and intimidation at the bureau, you are so brave and you inspire your colleagues to be braver too

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Thanks, Adam, for your leadership during your detail position.

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What is the timeline for moving all Macs to Always On VPN? Especially given Bill's bad experience with working as a developer on an AOVPN Mac. All this talk of Office 365 is concerning without a greater context of when and how everyone is going to be on-net.

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In your career, what project are most proud of being a part of/leading and conversely, can you share a project you were a part of that did not succeed and what you learned from that experience?

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What are your 3month goals for T&I?

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How do you stay up-to-date with new technology news and trends?

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Can you give us an update about restoring Chris and Cat's systems access and how you are working to support them and their teams?

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Can you give us an update about restoring Chris and Cat's systems access and how you are working to support them and their teams?

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Many D&D employees started out as term positions in the now-defunct T&I Fellowship program. What do you think about programs like this, and similar ones at USDS and 18F? Would you consider restarting this program?

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Why is Firefox blocked at CFPB? We were told that this was due to a directive from DHS but DHS doesn't have any public directives about Firefox.

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What is the right balance of using permanent employees for design + development vs using contractors? How would you like to see this evolve going forward?

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Much D&D work relates to the CPFB website, consumerfinance.gov. Do you have any stories or lessons learned from your time at DHS related to their website in particular? Can you share anything about the team, tech stack, governance processes, etc?

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Any immediate plans for implementation of the 21st Century Idea Act? What does this law mean for the CFPB? ://www.congress.gov/bill/115th-congress/house-bill/5759/text

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Any immediate plans for implementation of the 21st Century Idea Act? What does this law mean for the CFPB? ://www.congress.gov/bill/115th-congress/house-bill/5759/text

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How does the late-breaking update that O365 Shared Storage won't be implemented until Feb 2020 affect how we should engage with Google Drive?

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You mentioned identifying "things you missed" in your weekly email a couple of weeks ago. What have you seen as effective ways of doing this, and how can we help create an effective pipeline of these suggestions for execution?