Interim Progress Report - Job Evaluation and Pay Review Task Force, Hearings Before the Subcommittee on Employee Benefits ... 92-1, July 7, 8, 13, 19, 19711971 - 188 páginas |
Términos y frases comunes
administration AFL-CIO Advisory Committee agency applied assigned attorneys BARTON basic basis benchmark positions BRASCO CFWS Chairman Civil Service Commission Classification Act classification and pay classification standards classification system clerical collective bargaining college graduates COMOT comparability concept Congress coordinated job evaluation duties entry level equal pay established Evaluation and Pay executive branch Executive Evaluation System fact factor Federal employees Federal Government Federal service Foreign Service grade levels GRINER HANLEY interim progress report interim report job evaluation system LAWTON legislation ment NFFE nurses office machine operation Oliver pay for equal Pay Review Task pay schedules pay systems percent performance personnel posi position classification private sector problem professional promotion Public Law rank-in-man recommendations representatives responsibilities Review Task Force salary Selective Service System skill level specific staff statement step subcommittee supervisor Task Force's proposals technician testimony tion unions United States Code wage board WOLKOMIR workers
Pasajes populares
Página 32 - Committee on Post Office and Civil Service US House of Representatives Washington, DC 20515 Dear Mr. Chairman: This Is In reply to your letter of March 27, 1987, which submitted several questions for the record on the implementation of the Federal Employees' Retirement System (FERS) Act of 1986.
Página 119 - September 1968, about the need to "bring dissenters into policy discussions, not freeze them out." "We should invite constructive criticism, not only because the critics have a right to be heard, but also because they have something worth hearing,
Página 101 - The professional and scientific service shall include all classes of positions the duties of which are to perform routine, advisory, administrative, or research work which is based upon the established principles of a profession or science, and which requires professional, scientific, or technical training equivalent to that represented by graduation from a college or university of recognized standing.
Página 12 - Mr. Chairman. First let me thank you for the opportunity to appear before...
Página 21 - Advisory Committee of this Task Force. The Task Force was created under Public Law 91-216 known as the Job Evaluation Policy Act of 1970 as you know, and was developed by the House Subcommittee on Position Classification which you, Mr. Chairman, chaired and which functions are now under the jurisdiction of this subcommittee.
Página 33 - Notwithstanding this crass and blatant duplicity, the agencies began finding ''errors in classification" with the result literally thousands of employees have suffered demotions from one to three grades. For the most part these were positions which had been classified for years, 10 to 12 years being not uncommon, nor were there allegations the employees were not performing satisfactorily. Appealing to the Civil Service Commission was worse than useless. That supposed protector of the rights of the...
Página 36 - equal pay for substantially equal work," as well as the philosophy that "individual positions will, in accordance with their duties, responsibilities, and qualification requirements, be so grouped and identified by classes and grades, so described in published standards, that the resulting position-classification system can be used in all phases of personnel administration.
Página 100 - ... to perform other work of equal importance, difficulty, and responsibility, and requiring comparable qualifications.
Página 97 - The National Survey of Professional, Administrative, Technical and Clerical Pay conducted annually by...
Página 141 - The benchmark positions serve as the key elements in these systems. New benchmark positions can be added to the systems with relative ease. This will permit the system to respond quickly to the dynamics of a changing Federal work force. It is expected that the Civil Service Commission will maintain control over the benchmark positions used on a Government-wide basis. Individual agencies will prepare and use benchmark positions unique to the agency, subject to audit by the Commission.