...A Study of the Causes of the Failure of the National Security Personnel System Andre Zephrine M. Pantaleo, Ph.D., M.B.A. Strayer University April 25, 2010 Context of the Problem The National Security Personnel System (NSPS) is a pay system based upon the caveat of being paid for performance. It was created in 2006 through Congressional authorization especially for the Department of Defense (DoD). Implementation of the system began in 2006 as a replacement for the General Schedule grade and step (GS) system used by the rest of the federal government. NSPS’s policies differ concerning hiring, reassignment, pay, promotion, tenure and recognition. Under the GS system, there are automatic pay increases which do not exist under NSPS. On October 29, 2009, President Obama signed legislation that repealed NSPS and restored DoD employees to the GS pay system. Full implementation of the switch back to the GS system is to occur no later than January 1, 2012. This research proposal proposes that NSPS did not succeed because of poor consideration for review boards, self evaluation, and allowances of discrimination through intention – speculatively – and more importantly unintentionally. This research proposal also posits that because of adverse impacts, similar systems would also be unsuccessful. Statement of the Problem The National Security Personnel System (NSPS) is a pay-for-performance pay system which replaced the General Schedule (GS) grade and step system for the...
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...Assignment 1: Public Personnel Today Abstract Defining the needs of public personnel today, analyzing and explaining critical trends affecting the growth of public personnel today, analyzing and evaluating strategies needed to create a diversified workforce as well as strategies the government must address to sustain union membership and representation among public employees will be outlined in the following pages. Public personnel are the employees of federal, state, local, and nonprofit organizations. Public Personnel Management involves two separate avenues. The two are public personnel and personnel administration. They both include public employees, managers, administrators, taxpayers, politicians and citizens. Introduction Defining public personnel is somewhat vast, however the term refers to human resources who work in the public sector and provide public services to citizens whether local, state, national, or even international. The public personnel today have four major functions. They are planning, acquisition, development and sanctions. These functions are carried throughout the organization for effectiveness. Public personnel today are facing challenges. The following text will include the explanation of four critical trends affecting growth of public personnel today as well as evaluating four strategies needed to create a diversified workforce and describing four strategies the government must address to sustain union membership and representation among public...
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...Personnel Rights, Diversity, Sexual Harassment, and Affirmative Action Hilda Vazquez 12/9/12 PAD 530 Dr. Marion Lee Abstract There are several key elements in the composition of a successful business, and more so of a successful country. Being aware of unfair behavior toward a group of people or person's unfortunately lives within our nation today. Personnel rights are extremely important, and sacred as an employee of public administration as they still have the rights of the rest of Americans. It can become difficult for government to not continuously keep a watchful eye on each employee. Diversity continues to grow, and the more technologically savvy we become the bigger importance of diversification will be necessary. It's crucial for employers to see the importance of diversification in the work place, as it can affect their success in business. Personnel rights and diversification play vital role in the development of a fair place of employment, but even more importantly the issues of sexual harassment and affirmative action play a serious role in daily functioning of public administration. Personnel Rights, Diversity, Sexual Harassment, and Affirmative Action Personnel Rights- The rights of personnel are as follows, the right to privacy, protection against discrimination, the right to free speech. The idea is to enable personnel employees to have the same rights as any citizen of the U.S. The lines end up getting very blurry...
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...Presentation by ajay shitole Personnel Policies Agenda q q q q q Definition Types of policies Characteristics of policies Advantages Procedure for developing personnel policies Definition q Written statements of an organization’s goals and objectives concerning matters that effect the people in the organization q q It is a plan of action A statement of the intentions of the management to a general course of action Features of a policy q q A policy is a general guide to action; it does not state the detailed process by which it has to be implemented. This is the role of procedures A policy then may i)be specific or general in its instituition ii)deal with one or many, aspect of a problem iii)place limits within which action is to be taken iv)specify the steps in making decision Types of policies q IMPLIED POLICY expressed verbally have usually developed over time and follow a precendent It is the policy neither written nor q EXPRESSED POLICY these are specified verbally or in writing. Types of policies q Policies are often classified by subject such as sales, production, purchasing, human resources or finance, and they may be referred to as general or departmental policy, depending on the scope of activities to which they apply. Characteristics of personnel policies q q q q q q Specific Consistency Permanency Flexible With Purpose Recognize individual differences Characteristics_ cont q q q Be formulated with regards for the interest of all parties...
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...Personnel in Technology Amy Mullen TEC 401 July 16, 2012 Clyde Roberts Personnel in Technology Technology support teams are on the rise with new and improved technological advances are emerging. Effective technology support teams reflect knowledge, experience, and strong communication skills. Technology plays a major role in organization operations in today’s society compared to decades prior. The key to success in using the many forms of technology available is to train users about the technology and the operation of the devices. In this paper, I discuss the training and implementation programs in using technology, performance support and Help Desk technologies, and the relationships between coworkers as well as between support teams and customers. Training Training is the foundation of organizational success. Organizations and their employees should have knowledge of the technologies used in the workplace and understand the enhancement technological tools bring to the workplace. Unfortunately, end-user information systems (EUIS) training is not a top priority in a time it is necessary with the growing technological advances (Regan & O’Connor). Training, in essence, defined as a learning experience with a beginning and end differs from support as support implies an ongoing learning experience. Specified by Regan and O’Conner (2002), the...
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...adding diversity in perspective can multiply a team’s ability to understand, collaborate, and overcome obstacles. Diversity is a major influence in the design of training for employees using new technology. “Dissent is to be encouraged because it encourages workers to think for themselves” (Engleberg & Wynn, 2010, p. 51). For example, even though techies may believe the non-technical staff does not have enough of the technical information the non-technical staff thinks techies do not have the interpersonal skills. “James Surowiecki, author of The Wisdom of Crowds, explains that member diversity helps groups make better decisions because it adds perspectives that would otherwise be absent” (Engleberg & Wynn, 2010, p. 78). With each type of personnel from different areas collaboration can reach an optimal level. Training Whether...
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...I. Executive Summary In the market economy, the integration trend with fierce competitive environment, businesses have to deal with many challenges. To survive and grow strong businesses have the resources including human resources play a decisive role. Competition in the domestic environment was difficult, as businesses expand into international markets, having to compete with local businesses is even harder. In order to be able to attract and retain talent, a strategic development and management of comprehensive human resources is essential for any enterprise. An enterprise HR systems professional, methodical and consistent will create a workforce to work effectively, devoted to the survival and development of enterprises. That is the advantage of a very important business in the marketplace. The first step plays an important role in the system of human resource management activities are activities of human resource planning. Plans to build the human resources help businesses with an overview of the most accurate and workforce in the enterprise, predict workforce needs in the short term and long term and provide optimal solutions human resources to successfully implement the goals of the organization. II. Introduction International trading is increasingly important role in the world economy. It has opened up many opportunities and challenges to national integration, especially in developing countries. Plays an important role in this integration process is the multi-national...
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...Chapter 2 tell us? • Accuracy of measurement—the premise of personnel assessment & selection • Index indicating accuracy of measurement: reliabilities and validities (pp. 39-43.) • Most reliabilities and validates are represented using correlational data (p. 44) • The purposes of using psychological tests (p. 49): selection, placement & development • Distinguish between self-report and performance-based assessments Concerns about self-report assessment 1. Content validity: relevance and coverage 2. Acquiescence, tiredness, and other feelings 3. Fake answers (intentionally) 4. Social desirability (sometimes unintentionally) Concerns about performance-based assessment 1. Time consuming, and maybe more expensive 2. Efforts to develop scoring procedures (commoners vs. outperformers ) 3. Fake answers (intentionally) 4. Social desirability (sometimes unintentionally) What is Correlation ? • Indicates both the magnitude and direction of the relationship between variables • Range is from -1.0 to +1.0 Question: What if a correlation exists between a selection method and task performance? Consider these --- A correlation exists between: • The number of firemen that were putting out the fire and the total amount of losses in a fire • Cigarette smokers and lower GPAs • The height of the father and that of the son • How much you can drink today and how much you can drink tomorrow The Goal of Personnel Selection Performance (Success) Criteria Productivity...
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...Gwendolyn M. Riley TEC / 401 Version 2 Personnel in Technology Paper Building an effective technology team depend on numerous areas of attention. Documentation allows for effortlessness and timely transitions and resolutions for technology support teams. Communication skills offer employees the capability to deal with conflicts and communicate with clients and other personnel of the business. Role clarification allows team members to work effectively in a fast paced and stressful work environment. Recognizing the strengths and weaknesses of each members of the technology team helps in distinguishing their goals and what drives them. Establishing relationships with other departments permits technology teams to increase efficiency by working together with other departments in the organization. These factors assist in building an effective and proficient technology support team. Documentation is a very important part of building an effective technology support team, which helps an organization to perform at its ideal capacity. Documenting how to handle situations and conflicts allows technology support teams to handle situations routinely and quickly (Kearns, 2009). When building a successful technology support team, documentation provides the team members with background statistics and criteria for procedures; which saves time and financial support. Communication symbolizes a great part of the technology support team’s job. The ability to communicate effectively...
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...Introduction The courtroom procedures and operations, an evaluation of the diversity and the roles of the judges, prosecutors, defense counsel, and personnel within the court are reviewed. Understand the benefits and pitfalls involving independent and mutually interdependent. There are ethical and legal standards that affect participate and understand how it affects the substantive laws and procedural law in the criminal justice system. When it comes to judges and their role in the courtroom, there are several roles in which they have to follow. Judges have the authority and right to make sure all court procedures and rules are followed by every party within the courtroom. They also decide on the issues of law, after hearing both the jury’s and lawyers arguments. Judges also have the ability to grant encourage cooperation and adjournments amongst both parties, while hearing out the evidence of a case. Judges are impartial decision making on the pursuit towards justice ("The Role of the Judge", 2006). The roles of Prosecutors The roles of the Defense Counsels, the defense counsel are a licensed trial lawyers. The accused must have legal representation during a court procedure. The defense counsel in many cases a judge appoints legal counsel to the offender. In these cases, the defendant does not have the financial mean to cover the cost of an attorney to represent them during the trial or court procedures. Defendants that are financially able to cover the cost of...
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...Personnel are determining their attendance and it’s affecting the morale of the company. We have an employee that straddles the fence; on one side, she’s an excellent employee that works extremely well with her teammates. On the other side, she shows up late, disrupting the workflow and other group members are assuming that they can do the same. The policies that we created are not adhered to by all management. There shouldn’t be any form of favoritism but it’s being displayed towards this employee and when other employees attempted to violate the policies, they were reprimanded. Why is this happening? This problem was created by one of our managers and corrective measures should be taken with them as well. There are six of us working our butt off as a group. Yes, there’s conflict, disagreements and animosity sometimes but we produce above and beyond any team within the company. When one of our teammates started showing up late on a continuous basis, we should have addressed the conflict head-on instead of holding it in and allowing it to fester (Lencioni, 2002). Now that most of us have attempted to do the same thing and were written up for it, it has changed the temperament of the team. I’m pissed off because I was late once and was made to believe that I was the one responsible for the team’s demise. All the good work that I’ve done went out the window in comparison to taking my time getting to work. The work in the group is mediocre. No has any faith in anyone’s opinion...
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...prescription drugs is higher among service members than among civilians and is slowly increasing. In 2008, 11 percent of service members reported misusing prescription drugs. Most of the prescription drugs misused by service members are opioid pain medications. Alcohol use is also higher among men and women in military service than among civilians. Almost half of active duty members have reported binge drinking. 20 percent of military people have reported binge drinking every week for the past month. This rate was considerably higher for those with high combat exposure. It was shown that in 2008 30 percent of all service members were current cigarette smokers, However along with alcohol use, smoking rates are significantly higher among personnel who have been exposed to severe...
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...“Over the past decades, maritime employers have expressed concerns about the shortage of manpower, officers and crew. The situation has worsened with the growth of ship registries and the apparent reluctance of societies to adopt sea-going occupations. Given these circumstances and notwithstanding incentives offered, the shortage of manpower is likely to continue." 1) Realistic situation in the shipping world concerning the shortage of qualified and trained manpower The Manpower Crisis The shipping industry has been a aware for a long time that manpower shortages imminent and would eventually become critical. Shipping companies and even governments have been urged by organisations such as BIMCO to do something about this upcoming shortage, particularly of officers. During the period approximately 1973 -1989, when shipping was in recession, recruiting unfortunately also dropped, in all areas of shipping, both afloat and ashore. Because of this, the age profile in the shipping industry has become distorted, and many senior people are now retiring, with a shortage of qualified professionals to take their places. It is a slow process to recruit and train replacements adequately, due to the experience required to competently man a ship. It typically takes 10 years for a shipmaster or chief engineer would qualify, and several more years to gain the necessary experience to be in a position to operate a large merchant vessel. The expansion of the world fleet has exacerbated...
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...Abstract When recruiting for labor it is important to hire the best candidate possible for the position, especially if the replacement is essential to past employment. As individuals work the way up the corporate latter, it is important to learn the trade and the requirements of each department of the organization. This can prove the ability to grow within. Introduction In researching many different companies it is found that each one has their own structure in personnel as well as similar ways of recruiting within or outside of the organization. These very different organizations are from two distinctive backgrounds; Pepsi Co. and General Motors, Inc. PepsiCo and General Motors These two organizations have similar as well as different criteria for the qualifications of employment with either company. PepsiCo and General Motors thrive on education and sustainability for all employees. Eighty percent of the executive team was promoted from within the company (PepstCo.com, 2015). PepsiCo executive team reflects the same diversity of its consumers. One of the main aspects of employment is the qualification of any individual that is to be employed. If these qualifications are met, then this individual would most likely be selected for this position. Education is of utmost importance, but so is experience. Experience within the same field of the food or motor industry is a plus. Another aspect that is viewed would be the values of the applicant. Both companies value the...
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...PERSONAL CONFLICT MANAGEMENT STYLE QUESTIONNAIRE Source: RESOLVING CONFLICT – With Others and Within Yourself By Gini Graham Scott, PhD AIMS AND METHOD: To help you to become more aware of your personal approach to conflict. In this questionnaire you are presented with 12 situations that you are likely to encounter in your personal, professional, or political lives. Each situation has 5 possible responses. Allocate 10 points between each possible response(s), with the highest number of points indicating your strongest response. You can allocate the 10 points as you wish as long as the total for each situation is 10 (so for example, you can allocate 10 points for 1 response and 0 for the rest.) It might be helpful to keep a single frame of reference in mind when answering these questions (e.g., your experience at work; or at home amongst family, friends and local community; or your involvement with wider issues such as in political organizations. Keep your chosen frame of reference of reference in mind when responding to all the situations. You will find that situations A-F focus on your individual reactions and feelings when faced with conflicts. Situations G-L concentrate more on how you interact in a group setting. This is not a test, and the survey is helpful to you only in so far as you accurately represent your characteristic responses. SITUATION A Upon experiencing strong feelings in a conflict situation you would 1 ___ Enjoy the emotional release and exhilaration ...
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