Unlocking the potential within Homeland Security: the new human resources system : hearing before the Oversight of Government Management, the Federal Workforce, and the District of Columbia Subcommittee of the Committee on Homeland Security and Governmental Affairs, United States Senate, One Hundred Ninth Congress, first session, February 10, 2005

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Page 44 - ... a disclosure of information by an employee or applicant which the employee or applicant reasonably believes evidences (i) a violation of any law, rule, or regulation, or (ii) mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety...
Page 43 - Columbia may not — (1) use his official authority or influence for the purpose of interfering with or affecting the result of an election ; or (2) take an active part in political management or in political campaigns.
Page 43 - All employees and applicants for employment should receive fair and equitable treatment in all aspects of personnel management without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition, and with proper regard for their privacy and constitutional rights.
Page 28 - SUBCHAPTER I— GENERAL PROVISIONS 7101. Findings and purpose (a) The Congress finds that — (1) experience in both private and public employment indicates that the statutory protection of the right of employees to organize, bargain collectively, and participate through labor organizations of their own choosing in decisions which affect them...
Page 101 - Specifically, these provisions stipulate that: • such organizations can provide information, views, and services which will contribute to improved agency operations, personnel management, and employee effectiveness; • as part of agency management, supervisors and managers should be included in the decision-making process and notified of executive-level decisions on a timely basis; • each agency must establish and maintain a system for intra-management communication and consultation with its...
Page 131 - ... rehabilitation: 1 1 . mitigating circumstances surrounding the offense such as unusual job tensions, personality problems, mental impairment, harassment, or bad faith, malice or provocation on the part of others involved in the matter; and 12. the adequacy and effectiveness of alternative sanctions to deter such conduct in the future by the employee or others. The...
Page 81 - Technical and Conforming Amendments to National Security Presidential Directive-1 (NSPD-1) (21) NSPD-1 ("Organization of the National Security Council System") is amended by replacing the fifth sentence of the third paragraph on the first page with the following: "The Attorney General, the Secretary of Homeland Security, and the Director of the Office of Management and Budget shall be invited to attend meetings pertaining to their responsibilities.
Page 96 - We must keep in mind that managers will also be reviewed on their performance, and hopefully compensated accordingly. A manager or supervisor cannot effectively assign duties to an employee, track, review and rate performance, and then designate compensation for that employee without proper training. As a corollary, if there is not a proper training system in place and budgets that allow for adequate training, the system is doomed for failure from the start.
Page 68 - As we have noted before, when implementing new human capital authorities, how it is done, when it is done, and the basis on which it is done can make all the difference in whether such efforts are successful.
Page 43 - Equal pay should be provided for work of equal value, with appropriate consideration of both national and local rates paid by employers in the private sector, and appropriate incentives and recognition should be provided for excellence in performance.

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