Civil Service Reform--where it Stands Today: Report to the Congress |
Common terms and phrases
administration adverse actions affirmative action agen approved areas assigned August 11 based on unacceptable believe career executives civil service reform Congress critical elements CSRA Evaluation CSRA provisions CSRA requirements decisions delegated Director early retirement authority effect employment eral established EVALUATION STRATEGY executive agencies Federal agencies Federal Labor Relations Federal personnel FEORP FLRA FPM Bulletin Government Government-wide grade and pay grade retention guidance improve Issues and concerns January 11 labor-management relations ment merit pay system merit system principles monitoring MSPB OPM issued OPM officials OPM regulations OPM's organizational pay retention percent performance appraisal systems personnel management plans posi positions probationary period productivity recruitment program Reduction in rank reorganization request Senior Executive Service September 30 Service Reform Act sonnel SPCD specific staffing Status of implementation statutory supervisors technical assistance tions unacceptable performance United States Code
Popular passages
Page 87 - Critical element" means a component of an employee's job that is of sufficient importance that performance below the minimum standard established by management requires remedial action and denial of a within§ 430.205 grade increase, and may be the basis for removing or reducing the grade level of that employee.
Page 24 - Management, on the basis of the policy set forth in subsection (b) of this section) within a category of civil service employment constitutes a lower percentage of the total number of employees within the employment category than the percentage that the minority constituted within the labor force of the United States, as determined under the most recent decennial or mid-decade census, or current population survey, under Title 13, and (2) "category of civil service employment...
Page 15 - That degree of relevant evidence which a reasonable mind, considering the record as a whole, might accept as sufficient to support a conclusion that the matter asserted is more likely to be true than not true.
Page 3 - A fundamental issue is how can we give management flexibility to improve Government operations and productivity, while, at the same time, protect employees from unfair or unwarranted • practices? The greater the degree of management flexibility, the greater the potential for abuse. The greater the controls against abuse, the greater the restrictions on innovative management...
Page 2 - GAO with respect to activities of the Office of Personnel Management (OPM) and the Merit Systems Protection Board (MSPB).
Page 24 - Executive agency conduct a continuing program for the recruitment of members of minorities for positions in the agency to carry out the policy set forth in subsection (b) in a manner designed to eliminate underrepresentation of minorities in the various categories of civil service employment...
Page 71 - For instance, it would appear from the descriptions of their duties that the House Committee on Post Office and Civil Service and the Senate Committee on Governmental Affairs are responsible for all Federal employee retirement programs.
Page 29 - CONCLUSIONS Controls imposed by rigid personnel ceilings tend to deprive agency management of flexibility in accomplishing essential work by most effectively and economically using the most appropriate type of manpower in specific circumstances. Excessive emphasis on limiting the number of persons on the Federal payroll may obscure the reality that the Government incurs the cost of getting essential work accomplished regardless of the type of manpower used.
Page 88 - (3) 'unacceptable performance' means performance of an employee which fails to meet established performance standards in one or more critical elements of such employee's position.
Page 15 - Performance standards" are the expressed measure of the level of achievement established by management for the duties and responsibilities of a position or group of positions. Performance standards may include, but are not limited to, elements such as quantity, quality, and timeliness. (e) "Critical element...