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This article gives an alternative from history in juxtaposition that would address a lot of problems I saw:
> 1. Systematic Training: The Bureau developed clear, teachable methods that managers of average competence could master.
> 2. Ground-Level Focus: They equipped front-line supervisors with analytical tools rather than targeting top leadership.
> 3. Practical Application: Training wasn't complete until managers had successfully improved an actual process in their unit.
> 4. Long-term Perspective: The program aimed to build sustained analytical capability rather than achieve quick wins.
edit: formatting
5. Systems thinking - To cut though and optimize across organizations requires government "consultants" who can apply systems thinking. They become temporary experts in an area by listening to and gathering feedback from those inside and their stakeholders/customers. It would require a massive org of consultants to address the gigantic US government that is necessary by the scale and scope of America's needs.
6. A panel of wise, benevolent (rather than spiteful/malicious/ignorant) dictators who can make organizational changes the organization itself cannot. This, rather than than politically, keeps the focus on mission and effectiveness rather than political fashions.
7. No more political appointees when it comes to public administration.
8. Perhaps some sort of performance review including an anonymous vote of confidence/no confidence in leadership that has sway in hire/fire decision and keeps managers accountable to deliver for the org. (I'm inherently suspicious of layers upon layers of management unless there is a clear organizational need based on the scale and division of labor involved.)
And, for bonus points, perhaps the US should transition to a method of choosing public administrators including the chief executive by sortition every 2 or 4 years.
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Maybe before you determine, without evidence, that an agency is "useless", you should be honest and dive into the details before making such a foolish statement.