Appointment Strategies And Hiring Freezes Influenced The U.s. Environmental Protection Agency Essay

President Obama ordered and issued a memorandum to modernize the hiring procedures within 180 days. Moreover, the problem was address to executive departments and agencies. Collectively, agencies, hiring managers, interest groups and OPM exhibited different point-of-views regarding the reform process. Agency such as the American Federation of Government Employees (AFGE) has a unique opinion regarding the reform. The AFGE preferred the reform would restrict the Federal Career Intern Program, since the program is exclusively design for new hires. The program eliminates competitive procedures and opportunities for Veteran’s Preference. Some argue that the hiring process includes an interruption between the federal and non-federal pay, effective recruitment announcement, the S.736 Act, and candidates who are not involved in the targeted group. Others claim that President Obama memorandum

Accompanying Alexander’s view is Mike’s more cynical perspective, suggesting that Scott Pruitt’s appointment reflects the power of the energy lobbyist. “Professional lobbyist are among the most experienced, knowledgeable, and strategic actors one can find in the everyday practice of politics” (Hall and Deardorff, 2006, page 69). Their political objective is not to change the mind of legislators, but instead to persuade legislators that already share similar interests. By appointing someone who rejects pollution impact on the environment, Trump has paved the road for energy lobbyists who are against environmental regulation to obtain their objectives. Lobbyist give most to legislators who already agree with their group, independent of group contributions, therefore, campaign contributions are not intended to buy undecided legislator’s votes, but to buy the time and

Civil service in the United States has a long and complex history. Civil service rules govern how public employees are hired, promoted and fired. This paper will focus on the selection politics of public personnel systems as divided in three time periods, the spoils era, the reform era, and representative bureaucracy. It will discuss the major civil service reforms throughout history in the Unites States and examine the role that politics and the environment play as an element of civil service reform in the public sector organizations. The paper will also touch on a number of institutions and players that play a role in the formulation of public personnel policy and some implications that they bring in the long run. Some of the

I'm not too familiar with this field of public administration. However, I'm curious to read any research that you might currently have and perhaps even your class project if it relates to this subject.

Public managers in their roles as both “creatures and creators” (Hill and Lynn, 2014:279) regularly encounter a variety of situations where politics and power influence

Delivering effective public service is of top priority to the organization I work for, City of Largo. The City of Largo is progressive and values itself on integrity, professionalism, teamwork, respect, diversity, competence, responsiveness, passion, creativity, empathy, and pride. The City's mission statement is clear and relates to the community it serves which is to provide superior services that enhance the quality of life and community pride. The City wishes to be looked upon as an organization that is vibrant and distinctive, with a dynamic, diverse, innovative, and high performance workforce that provides superior services through responsible stewardship. The City of Largo is driven by missions, rather than rules.

The Executive Office of the President, just one of the more than 430 registered Federal Agencies, employs a staff of 450 administrators, assistants, councils, and aides who collaborate to ensure the safety and equality of all citizens. Moreover, the agencies contained within the Executive Office of the President, further provide oversight for assisting the citizens, as well as the President. Albeit a seemingly trivial factor, the progression in the cost of enacting such agendas has increased with each added

One challenge in the selection process is a form of patronage called “political appointment”, this form of selection is still used as a primary method of choice for senior government positions. When using this method, individuals are selected just as much based on personal affiliations as they are on merit. This paradox in the selection process “merit systems run by dilettantes” often contributes to skepticism by career employees who view political appointees as short-lived, poorly trained, and inexperienced.

Staffing and management has certainly evolved of the last 100 years. Form the 1900's to this turn of the century, there have been many changes in the way staffing, management, and public service is handle by administrators, directors, and officials. When the public service system was first viewed a major issue, most employees and employers had to only worry about the necessities of living and have the proper compensation for everyday life. Over time different events have happened the have set people back such as The Great Depression, Wars, and even The Recession. These things over this 100 year span has had a major influence on the way management, staffing, and the public service system is conducted. Over the past ten years

****Granted, every quality associated with transactional and transformational leadership may not easily serve the needs of the ethical public-sector leader. For example, risk-taking and commitment are elements of transformational leadership; however, Dobell (1989) argues that there are systemic reasons as to why public-sector leaders tend to avoid risk and sustain the status quo, and also that the attempts by public officials to satisfy various groups may be perceived as a lack of commitment and inconsistency. Nonetheless, other qualities such as honesty, optimism, fairness, inner direction, and the motivation of followers can add to the ethical climate of public-sector organizations. Thus, a public-sector leader who focuses on specific aspects of both

Managing today’s public organization is much more complicated than it was ten to twenty years ago. The external environment is changing faster than organizations can move to meet the changing demands. The ideology behind the bureaucracy or public organization is much like that of our United States Constitution, designed for stability and endurance. For this reason, the public organization has operated internally under strict guidelines while resisting change. These ideas have passed through generations of bureaucrats as, "the way things are done." In this manner, organizations hire specialists to perform routine procedures to provide some good, product, or service to the community. Employees are

Because of its nature, leadership in most times is perceived as a way to attain outcomes. However, it also refers to the development of issues outside the common concerns and knowledge. Leaders in the private or public sector face a necessary challenge to remain relevant and meet public

As the years pass us by time is not the only element that changes. The governmental system is affected by many phenomena, such as war, policy, law and power. The book written by Donald J. Savoie scrutinizes the overall structure of the public service government. He heavily examines the foundations of government to reconfiguring the organization as a whole. Breaking the Bargain was a very impressionable book; it draws on the alterations the occurred by using charts/tables, published/unpublished governmental documents and interviews with 45 present and former government officials for detailed first-hand perspectives on the system.

Due to the recent front-page exposure of some of our police officer’s salaries, the city has demanded that we reduce our current staff’s overtime drastically and hire new police officers. In response to the city’s notion we have received a detailed memo from the police officer’s union representatives citing that they are not feeling as if the immediate reduction in overtime is the right approach and have lined out some potential negative actions that could be taken. Both parties involved feel passionately about this topic but consequentially this is causing more of a negative impact on the current police force and the community than I believe was intended. Outlined in this memo we will discuss ways to work through conflict in the workplace and talk about what we will be seeking in the new candidates that we bring on board.

If there is a basic lesson to be learned from "Pulling the Levers" it is that public entities must, to some degree, let their transformers transform. Leaders with the ability to undertake rather significant changes have to be able to do just that on several fronts if their abilities are going to pan out. And enabling this to happen may not always be as tough as it is sometimes thought to be. This is why researchers on the topic of job and mission motivation of conclude that it "is not nearly as complicated as the literature suggests" (Hays, 128). Successful motivation is mostly about the ability of the leader to use his or her talents to achieve the balance that is presumed to occur with mission valence or the factors that make "organizational goals attractive and compelling" (Wright, 206). By definition, a