D.C. Courts: Implementation of Personnel Policies Requires Further Attention from the Courts Leadership
DIANE Publishing, Oct 1, 2000 - 66 pages
Examines the personnel management (PM) policies & practices of the D.C. Courts. Those practices have been criticized by some employees of the D.C. Courts, who individually have alleged that the Courts' PM practices are unfair & at odds with the Courts' policies on PM. This report determined whether: the Courts' applicable policies for 6 basic personnel activities or functions were consistent with commonly accepted PM principles &, the Courts generally adhered to their policies when implementing the 6 personnel activities or functions: performance evaluation, competitive & noncompetitive promotions, corrective actions, training, classification, & equal employment opportunities policies.
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abuse accepted personnel management According activities or functions alternative dispute resolution analyses basis career ladder promotions Check classification surveys collect and retain Columbia Courts Committee on Judicial commonly accepted personnel competitive and noncompetitive consistent with commonly court employees Court System nonjudicial Courts Policy Compliance D.C. Courts Policy DCCourts December 15 determine director District of Columbia draft EEO policies EEO program EEOC Employees Final Results employees who answered enhance ensure Executive Officer formal grade 14 Hispanic Human Resources Division identify what documents implementing inform employees Joint Committee Judicial Administration managers and supervisors Metro mismanagement noncompetitive promotions Perceptions of D.C. performance feedback Personnel Advisory Committee personnel management principles personnel policies Policies or Practices policy requires Procedures Not Documented process for reporting Ranking Minority Member recommended report such activities reporting fraud responsibilities result from reorganization Subcommittee Survey of D.C. total quality management unwilling waste workforce written evaluations written performance evaluations
Page 10 - Ministers are appointed by the President and are subject to confirmation by the Congress.
Page 32 - a career ladder is a series of positions of increasing difficulty in the same line of work through which a group of employees may progress from the entrance level to a predetermined grade level, normally the first level of full performance.
Page 11 - Overview. — The Court of Appeals is the highest court in the District of Columbia. It hears all appeals from the trial court and from the administrative agencies of the District government. In addition, the Court has further responsibilities relating to the promulgation of appellate and trial court rules, rules on professional conduct, admission to the District of Columbia Bar, the...
Page 50 - Employees - Attitudes and Views About Their Work Environment Introduction The US General Accounting Office (GAO), an irnJr pfn<ViK agency of Congress, is review ing the DC Conns' personnel practices at the request of the Chairmen of the House Committee on Appropriations.
Page 38 - The policy specifies that these surveys shall be accomplished either by surveying all positions or by surveying a representative number of positions.
Page 23 - Courts' performance management policy is "to provide employees with regular performance feedback year round and a written evaluation on an annual basis.
Page 30 - Courts use the Uniform Guidelines on Employee Selection Procedures (29 CFR 1607, et. seq...