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GRME > RME 3 15 > Flashcards

RME 3 15 Flashcards

1
Q

What are the 9 Merit Principles (5 USC 2301)?

A
  1. Use fair, open, and competitive recruitment methods.
  2. Be fair and equitable
  3. Classify jobs property; recognize excellence
  4. Maintain high standards
  5. Use the federal work force (resource consumption) efficiently and effectively
  6. Correct or separate poor performers
  7. Effectively train and educate employees
  8. Project employees from improper political influence
  9. Project employees against reprisal for their lawful action
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2
Q

What are Prohibited Personnel Practices in Brief?

No one in a position of authority shall:

A
  1. Illegally discriminate
  2. Seek or use improper recommendations
  3. Coerce political activity
  4. Obstruct a person’s right to compete for employment
  5. Encourage a person to withdraw from competition
  6. Grant an improper advantage
  7. Engage in nepotism
  8. Take reprisal for a lawful disclosure
  9. Take reprisal for fitting an appeal
  10. Unlawfully discriminate for off-duty conduct
  11. Take or fail to take an action in violation of the merit principles
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3
Q

What are the 4 steps processes in hiring outside the federal government?

A
  1. Examination
  2. Processing Application
  3. Selection
  4. Probationary Period
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4
Q

What are the 4 opinions for federal managers to filling positions from within the organization?

A
  1. Promotion/Demotion
  2. Reassignment (Change employee, within the same agency, without promotion or demotion)
  3. Detail
  4. Transfer
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5
Q

What are the rules for temporary promotion?

A
  • Employee must meet minimum qualification
  • Maximum period is 1 year by agency with 1-year extension
  • Must be competitive if over 120 days
  • Must be documented for any length of time
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6
Q

What are the rules for details?

A

:Make a temporary assignment of an employee to a different position with no change in grade or pay.
• The employee does not have to be specifically qualified for the position for details to the same grade or lower grades up to 1 year in increments of 120
• Details to higher grades (or positions with known promotion potential) must be competitive if details more than 120 days
• All details over 30 days must be documented

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7
Q

What are the 2 rules manager must follow when a SELECTION is made from a certificate of eligible applicants?

A
  • Rule of 3: make the selection for each vacancy from the highest 3 eligible candidate applicants who have not been eliminated and are available for the appointment.
  • Veteran Preference: (may not pass over a preference-eligible candidate to select a lower standing non-preference eligible.)

(A disabled veteran with a service-connected disability of 30% or more must be given written notice and an opportunity to respond to the proposed passover.)

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8
Q

What is Performance Management?

A

is the systematic process by which an agency involves its employees, as individuals and as members of a group, in IMPROVING organizational effectiveness in the accomplishment of agency mission and goals.

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9
Q

What does the Performance Management Law require? What is the reason for Performance Management?

A

o Reason for performance measurement- Positively influence employee performance and development

“The Civil Service Reform Act (CSRA) of 1978 established an objective, job-related appraisal system that allowed multiple levels of ratings (not just Outstanding, Satisfactory, Unsatisfactory). The basic intent of the overall performance appraisal process is to help employee improve his/her job performance and become a valuable employee.”

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10
Q

What 3 specific provisions of The Civil Service Reform Act (CSRA) profoundly impacted the performance appraisal system?

A

Management is responsible for these items:
• Performance appraisal systems must consist of established standards that permit the accurate evaluation of job performance on the basic of objective criteria
• Performance standards and critical job elements must be communicated to employees in writing at the beginning of each appraisal period.
• Employees are to be appraised annually. but a performance appraisal system may provide for longer appraisal periods when warranted by the duties and responsibility of a position or group of positions.

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11
Q

Two types of examinations used in Government recruitment

A
  1. Assembled Exams:

2. UN-assembled Exams:

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12
Q

An appraiser should develop performance standard with …?

A

participation of the employee.

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13
Q

How are applicants ranked once they meet the minimum qualifications?

A
  1. Experience
  2. Training
  3. Education
  4. Test Scores
  5. Other Evaluation Procedures
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14
Q

What is the difference between Misconduct and Poor Performance?

A
  • Misconduct is generally a failure to follow a workplace rule
  • Poor Performance is the failure of an employee to do the job at an acceptable level.
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15
Q

What are the three steps for addressing and resolving poor performance?

A
  1. Communicating Expectations and Performance Problems,
  2. Provide an Opportunity to improve and,
  3. Taking action
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16
Q

Who is responsible for the training needs of the organization?
AND
Who can the training can be provided by?

A

• Agency Head

Provided by:
•	Agency itself
•	Another Government Agency
•	School
•	Manufacturer
•	Professional association
•	Other competent persons or groups in or out of the Government
•	Development work assignments such as details, rotation, mentoring, etc.
17
Q

What is Equal Employment Opportunity (EEO) Program?

A
  1. Affirmative Employment,
  2. Discrimination Complaint, and
  3. Special Emphasis Programs
    work together to make our place of employment one that is FAIR AND DIVERSE.
    (Primary purpose is to prevent unlawful discrimination.)
18
Q

What is Disparate treatment?

A

inconsistent or unfair application of a rule, policy or practice that results in discrimination against a member of a protected class.

19
Q

What is an Adverse impact?

A

is application of a rule, policy or practice that has a limiting or screen-out effect on the employment of a protect class.

20
Q

What are the Affirmative Action Programs?

A

plans identify problems in the employment of minorities and women, determine which problems are the most serious, and set goals and timelines to resolve the problems.

21
Q

What are Federal Equal Opportunity Recruitment Program (FEORP) plans?

A

agencies identify, by occupation and grade level, where under-representation exists, and then develop recruiting priorities and strategies to eliminate the identified under-representation.

22
Q

What are the Affirmative Employment Programs?

A

are designed to increase the minority and female applicants for jobs were under-representation exist and assist particular groups of people in employment and advancement within Federal agencies.

23
Q

What are the common causes of conflicts?

A
  • different goals,
  • different methods to reach common goals,
  • different methods to distribute resources, and
  • threat to self-esteem, identity, and/or security
24
Q

What are the 5 approaches used to deal with conflict?

A
  1. Avoiding, (least preferred method)
  2. Accommodating, Killing your Enemies with Kindness (similar to withdrawing)
  3. Competing, (settling the issue through the use of power- win/lose)
  4. Compromising, Split the Difference (Both parties give up something in order to have peace) (Accepting way)
  5. Collaborating “2 heads are better than 1” (Confronting the issue and using problem-solving approaches allows both parties to work through their disagreements) (best way)
25
Q

Which method of conflict resolution is the least practiced?

A

Collaborating

26
Q

What are the guiding principles for Conflict Resolution?

A
  • Listen
  • Preserve self-respect and dignity
  • State your case; and
  • Expect to change your behavior (keep an open mind)
27
Q

When does a Reduction in Force (RIF) occur?

A

occurs when an agency,
1. because of lack of work,
2.shortage of funds,
3. insufficient personnel ceiling, or
4. reorganization, or
5. the exercise of certain re-employment or restoration rights,
releases an employee from competitive level of demotion, separation, furlough for more than 30 calendar days, or of more than 22 discontinuous work days.

28
Q

The cause a Reduction in Force (RIF) may come from action of:?

A
  • Congress
  • the President
  • OMB
  • Decisions made by the Secretary of Defense
29
Q

If an employee is furloughed for 30 or less than days or have 22 or few discontinuous work days, what happens?

A

is an adverse action
vice
Reduction in Force (RF)

30
Q

Describe the 2 limits of a Reduction in Force (RIF):

A
  • Limit One: competitive area; it is organizational and geographic in nature.
  • Limit Two: is the competitive level that is determined by grade and occupation
31
Q

Name the two Federal Retirement Systems:?

A
  1. Civil Service Retirement System (CSRS) and

2. Federal Employees Retirement System (FERS)

32
Q

What are the Key features of Civil Service Retirement System (CSRS)?

A
  • Employees contribute 7% of their salaries and the government matches the amount.
  • Basic annuities are computed on an employee’s length of service and on the average of his/her 3 highest consecutive years of pay.
33
Q

What are the minimum requirements of Civil Service Retirement System (CSRS)?

A
  • Five years of civilian service,
  • One year out of the last two years working in a position under the CSRS. If retirement is for disability, the 1-out-of-2-year requirement is waived, but the employee must be subject to the retirement act if he/she becomes disabled.
34
Q

What is the Federal Employees Retirement System (FERS)?

A

plan that provided benefits from three sources:

  1. A Basic Benefit Plan,
  2. Social Security and
  3. Thrift Savings Plan
35
Q

What are the KEY FEATURES of Federal Employees Retirement System (FERS)?

A
  • employees contribute 0.8% (3.1% as of Jan 2013) of their salaries to the regular retirement fund; this amount is matched by the Government.
  • basic annuities computed on an average or three highest consecutive years of pay
36
Q

The law provides that Office of Personnel Management’s RIF regulations must give effect to 4 factors before releasing employees:?

A
  1. Tenure of employment (type of appointment)
  2. Veteran’s preference
  3. Length of service; and
  4. Performance ratings

(note: grade is not considered.

GRME (5 decks)

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