Archive for the ‘Merit Systems Protection Board’ Category

Veteran Hiring in the Civil Service: Practices and Perceptions

September 12, 2014 Comments off

Veteran Hiring in the Civil Service: Practices and Perceptions (PDF)
Source: Merit Systems Protection Board

This report describes the laws and regulations for hiring veterans into the civil service. It explains that the laws and regulations regarding the preferences in hiring that can or must be given to veterans and certain family members are extremely complicated. It includes survey data of perceptions by employees regarding both violations of veterans’ preference rights and inappropriate favoritism of veterans. Furthermore, it explains the history behind—and implementation of—a law that was designed to ensure that the hiring of recently retired service members as civilian employees of the Department of Defense is based on merit and not favoritism.

Sexual Orientation and the Federal Workplace: Policy & Perception

September 11, 2014 Comments off

Sexual Orientation and the Federal Workplace: Policy & Perception (PDF)
Source: Merit Systems Protection Board

This study examined Federal employee perceptions of workplace treatment based on sexual orientation, reviewed how Federal workplace protections from sexual orientation discrimination have evolved, and determined if further action is warranted to communicate or clarify those protections. The U.S. Office of Personnel Management interprets the tenth Prohibited Personnel Practice, which bars discrimination in Federal personnel actions based on conduct that does not adversely affect job performance, to prohibit sexual orientation discrimination. As this prohibition has neither been specifically expressed in statute nor affirmed in judicial decision, it has been subject to alternate interpretations. Lesbian, gay, bisexual, and transgender (LGBT) Federal employee perceptions of the workplace are generally less positive than those of their colleagues. We found, however, that in some agencies for at least some workplace issues, LGBT employee perceptions were as positive as those of other employees. This suggests that agencies may be able to create more inclusive cultures, resulting in a more positive atmosphere in the workplace.

Women in the Federal Government: Ambitions and Achievements

May 26, 2011 Comments off

Women in the Federal Government: Ambitions and Achievements (PDF)
Source: Merit Systems Protection Board
From press release (PDF):

In a newly released report, “Women in the Federal Government: Ambitions and Achievements,” The U.S. Merit Systems Protection Board (MSPB) assesses the treatment and advancement of women in the Federal Government, based on analyses of workforce data and Federal employee perceptions of their experiences and career advancement in the Federal Government.

Much has changed for the better since MSPB’s 1992 report, “A Question of Equity: Women and the Glass Ceiling in the Federal Government.” For example, women now hold approximately 30 percent of positions in the Senior Executive Service, a marked improvement from only 11 percent in 1990. Within the Federal Government, differences between women and men in education and experience continue to diminish. Fewer women report that they are subjected to discrimination or stereotypes, reflecting progress toward a workplace in which employees are selected, rewarded, and advanced solely on the basis of their abilities and accomplishments.

Although this progress is commendable, women remain less likely than men to be employed in high-paying occupations and supervisory positions. Continuing occupational differences between women and men may complicate efforts to recruit a diverse workforce and limit women’s opportunities for career development and advancement. Discrimination on the basis of sex, although less frequent, has not yet completely disappeared from Federal workplaces.

Therefore, agencies must continue efforts to recruit and advance qualified women, pay close attention to fairness in areas such work assignment and training that can have long-term effects on an employee’s performance and promotability, and remain vigilant against prohibited and individual merit, and must not be influenced by stereotypes, favoritism, or other non-merit factors.


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