Merit Pay and Proposed Pay-for-performance Regulations: Hearings Before the Subcommittee on Civil Service, Post Office, and General Services of the Committee on Governmental Affairs, United States Senate, Ninety-eighth Congress, First Session, Part 1U.S. Government Printing Office, 1984 - Civil service |
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Common terms and phrases
acceptable level Administration agencies awards bargaining bump Civil Service Reform competitive areas CONGRESS THE LIBRARY decisions DEVINE displaced employees DOD's effect employee's evaluation exceeds fully successful exempt Federal employees Federal Personnel Federal Register Federal workers Federal workforce FLRA FLSA GAO's grade level hiring impact implementing JIM SASSER labor-management level of competence LIBRA LIBRARY OF CONGRE LIBRARY OF CONGRESS management rights March 30 merit pay system MSPB negotiable Office of Personnel outstanding overtime PBIS percent performance appraisal system performance management performance ratings performance standards periodic step increase Personnel Management Placement Assistance Program placement efforts placement programs private sector problems promotions proposed regulations question RARY reduction in force reduction-in-force retention standing retreat RIF procedures RIF's Senator BINGAMAN Senator STEVENS Senator TRIBLE seniority separated Service Reform Act specific TED STEVENS tenure tion veterans preference
Popular passages
Page 4 - Thank you very much, Senator. It is a pleasure to be here at any time.
Page 64 - ... of an acceptable level of competence as determined by the head of the agency.
Page 56 - Sec. 25. Guidance, training, review and information. (a) The Civil Service Commission shall establish and maintain a program for the guidance of agencies on labor-management relations in the Federal service; provide technical advice and information to agencies; assist in the development of programs for training agency personnel and management officials...
Page 70 - Chairman, Subcommittee on Human Resources Committee on Post Office and Civil Service House of Representatives Washington, DC 20515 Dear Mr.
Page 17 - ... to determine the mission, budget, organization, number of employees, and internal security practices of the agency; and (2) in accordance with applicable laws — (A) to hire, assign, direct, layoff, and retain employees in the agency, or to suspend, remove, reduce in grade or pay, or take other disciplinary action against such employees; (B) to assign work, to make determinations with respect to contracting...
Page 64 - 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.
Page 55 - Code, and meets one of the conditions covered in paragraph (d)(1), (2). or (3) of this section. (5) An employee who is eligible for retired pay under chapter 67 of title 10, United States Code, and who retired at the rank of major or above (or equivalent) is considered a preference eligible under this part at age 60, only if such employee is a disabled veteran as defined in section 2108(2) of title 5. United States Code. [51 FR 319, Jan. 3.
Page 47 - Federal pay fixing for employees under statutory pay systems be based on the principles that — ( 1 ) there be equal pay for substantially equal work ; (2) pay distinctions be maintained in keeping with work and performance distinctions ; (3) Federal pay rates be comparable with private enterprise pay rates for the same levels of work ; and (4) pay levels for the statutory pay systems be interrelated.
Page 54 - Employees should be retained on the basis of the adequacy of their performance, inadequate performance should be corrected, and employees should be separated who cannot or will not improve their performance to meet required standards.
Page 68 - A preference eligible described in section 2108(3)(C) of this title who has a compensable service-connected disability of 30 percent or more and whose performance has not been rated unacceptable under a performance appraisal system implemented under chapter 43 of this title is entitled to be retained in preference to other preference eligibles. (c) An employee who is entitled to retention preference and whose performance has not been rated unacceptable under a performance appraisal system...