...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 On October 29, 2009, President Obama signed legislation that repealed NSPS and restored DoD employees to the GS pay system.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 Department of Defense...
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...chapter 1 Craig’s industrial relations system model - we see that the industrial relations actors take elements from the external environment and convert these inputs into outputs through a series of conversion mechanism. These outputs then flow back into the environment through a feedback loop * feedback loop- the mechanism by which outputs of the industrial relations system flow back to the external environment INPUTS PROCESSES OUTPUTS System Approach Model (Craig) Different from Dunlop by external environment into outputs, conversions mechanism, outputs through feedback loop 1- External Inputs (legal, environment, political) 2- Actors 3- Internal Inputs (goals, strategy) 4-Conversion Mechanism (collective bargaining) 5- Outputs (rights, hours, wages, strikes) 6- Feedback Loop System Approach Model (Dunlop) 1) Actors – govn agencies / hierarchy of mgrs / hierarchy of employees (financial environment influences all 3 actors) 2) Ideology – ideas/beliefs by Actors helps bind system together 3) Context – actors influence by environment factors / market constraints (wages/production) /workplace 4) Web Rules – procedure (making rules) / substantive (employment rules) / distributive Critism – lacks ability to predict outcomes / underestimates power / descriptive in nature CHAPTER 2 Industrial disputes investigation act , 1907 Created by Wiliam King The act is a cornerstone of Canadian law, marks an ongoing trend in Canadian legislation, namely the need for third-party...
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...the development of international law. The overriding purpose of the UN is war prevention. This purpose was earlier pursued by ancient Greek Philosophers, Plato and Aristotle, who wrote on the conditions necessary for peace.1 The church in the Middle Ages also enunciated a doctrine of “Just War” to limit violence and destruction by sanctioning only wars fought for justifiable courses. The pacifists and internationalists, like Desiderius Erasmus, condemned war in its entirety as “immoral and wasteful”. 2. The need to institute mechanics for peaceful settlement of disputes and prevent war encouraged the formation of various international organizations over time. These include the Congress of Vienna and Concert of Europe in 1815. The Hague System worked towards the codification of international law, formulated a set of procedures for pacific settlement, which included mediation, conciliation and inquiry in 2 conferences of 1899 and 1907. The third conference could not however hold in 1915 due to the outbreak of the First World War (WWI) 2. 3. The League of Nations emerged after WWI. It was an international alliance for the preservation of peace. The League was...
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...COLLECTIVE BARGAINING A just share to the fruits of one’s labor is a right guaranteed to all workers. How this right can be exercised prudently is the main concern of the module. Collective bargaining entails a membership that understands its responsibility from the moment a collective bargaining negotiation is proposed until the time that an agreement is finally implemented. WHAT IS COLLECTIVE BARGAINING? Collective bargaining is a process of negotiating an agreement regarding the terms and conditions of employment through a system of shared responsibility and decision-making between labor and management. WHAT ARE THE BARGAINING? FOUR ESSENTIAL ELEMENTS OF COLLECTIVE Legal. Collective bargaining agreement. is a process of negotiating an of Economic. Moral. It Its contents specify the terms and conditions employment (e.g., salary/wage increase, benefits, etc.). and management. Political. The agreement is a product of a negotiation between labor involves a system of shared responsibility and decisionmaking. WHY IS COLLECTIVE BARGAINING AN IMPORTANT ASPECT OF LABOR-MANAGEMENT RELATIONS? Collective bargaining is important because it promotes the rights and ideals of labor. 1/6 Right to life. Collective bargaining is a means of improving workers’ standard of living through just compensation and humane working conditions. Right to work. It guarantees security of tenure and employees promotion on the basis of seniority....
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...Decision on Amending the Rules for the Formation of Securities Companies with Foreign Shareholders I. Article 10 is amended to read: “The shareholding of foreign shareholders or the stake of foreign shareholders in a securities company with foreign shareholders shall not exceed 49% cumulatively (including direct shareholding and indirect control). “The shareholding or stake of one domestic-funded securities company at a minimum among domestic shareholders in a securities company with foreign shareholders shall not be lower than 49%. “After a domestic-funded securities company is changed into a securities company with foreign shareholders, the shareholding of one domestic shareholder at a minimum shall not be lower than 49%.” II. Paragraph 1 of Article 25 is amended to read: “Foreign investors may legally hold shares in a listed domestic-funded securities company through securities trading on a stock exchange or hold shares in a listed domestic-funded securities company with the approval of the CSRC by establishing a strategic partnership with the listed domestic-funded securities company, and the approved business scope of the listed domestic-funded securities company shall remain unchanged. The restriction that the shareholding of one domestic shareholder at a minimum shall not be lower than 49% shall not apply to the listed domestic-funded securities company provided that its controlling shareholder is a domestic shareholder.” III. Article 27 is amended to read:...
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...requirements for trained manpower; (ii) Human resource management in particular through training and skills development; and (iii) Social Security. 2. In line with the Joint Action Plan, the Ministry of Labour & Employment, Government of India has signed an Memorandum of Understanding (MOU) with the European Commission to strengthen dialogue and exchange of views and information on issues of common interests within the area of employment and social policy such as: skills, training and employment, social security, occupational health and safety; workers’ participation in management; and other relevant issues jointly identified. The structured dialogue consists of exchanges of experience, best practice, views and information on topics of common interest, trends and policy developments related to the above areas. As a part of this structured dialogue, it has been agreed upon to organize a joint seminar on mutually identified issues every year. These seminars will bring together EU and India government experts, social partner representatives, academic experts and other relevant stakeholders to exchange views, information, experience and best practice on topics of common interest. 3. Accordingly, the first Seminar on Skills Development and training was held on 27 & 28th November, 2006 at New Delhi. The second seminar on social security and social protection was held on 17-18th...
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...Case Report “Security Planning for the 2004 DNC (A)” 12/22/2013 Stephen Ferrick MSFM-Organizational Behavior ------------------------------------------------- Case Summary: In November of 2002 the City of Boston was awarded the upcoming 2004 Democratic National Convention. Because the DNC was to be the first “major” political event in the US since the terrorist attacks of 9/11 outside help was sought to insure the overall security of the event and its attendees. The Department of Homeland Security was asked to designate the 2004 DNC a “National Special Security Event” NSSE. The request was honored. With this designation in place the US Secret Service was called upon to devise and implement a comprehensive security plan. Secret Service Special Agent Scott Sheafe was chosen to take the lead in the role of “Coordinator of Security Arrangements for the Democratic National Convention”. In order to be successful at protecting the attendees of the upcoming DNC, agent Sheafe would ultimately need to rely on the cooperation of over 30 local, state and federal agencies. This was no small task but as a member of the Secret Service Agent Sheafe was singularly qualified for the task at hand. Due to his time spent on the “Presidential Protection Detail” Agent Scott Sheafe was familiar with the necessity of relying on multiple agencies from different governmental levels to ensure the safety of the president and the environments involved in his activities. Agent Sheafe’s...
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...Jenor Rasmussen Govt. Chapter 14 1. C 2. E 3. A 4. C 5. B 6. E 7. C 8. B 9. E 10. E Bretton Woods System: international financial system devised shortly before the end of WWII that created the World Bank and the International Monetary Fund Collective security: The idea that an attack on one country is an attack on all the countries Containment: U.S policy of opposing Soviet expansion and communist revolutions around the world with military forces, economic assistance, and political influence Cuban Missile Crisis: the 1962 confrontation over the deployment of ballistic missiles in Cuba that nearly escalated into nuclear war between the United States and the Soviet Union Defense policy: area of policy making that focuses on the strategies that a country uses to protect itself from its enemies Democratic enlargement: policy implemented during the Clinton administration in which the United States would actively promote the expansion of democracy and free markets throughout the world Department of Defense: chief executive branch department responsible for formulation and implementation of U.S defense and military policy Department of Homeland Security: cabinet department created after the 9/11 terrorist attacks to coordinate domestic security efforts Department of state: chief executive branch department responsible for formulation and implementation of U.S foreign policy Détente: the improvement in relations between...
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...World War I was one of the bloodiest and most important events of the 20th century. It showed the world the true horrors of modern technology, trench warfare and the risks of entangling alliances. Nevertheless, the aftermath of World War I gave way to a brief window of opportunity that had the chance to alter the scope of international relations: the League of Nations. The League of Nations offered the world a stark alternative to achieve security, however the debate over the true reason behind U.S. Senate’s failure to join it still continues to this day. Some historians like Arthur Link posit that the divide between advocates of collective security and limited internationalism led to the failure to confirm while Walter McDougall believed that...
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...begin by providing facts on employment protection throughout history for each country and identify their weakness. Next, I will discuss the impact of each country economic structure and how it influences the market and employee regulations. Finally, I will compare various facts of Japanese, American and European labor laws that have a significant impact on the new economic environment. Background In the 1980's employee protection was not a high priority for businesses. Many restraints put on small businesses prevented the growth of private sector corporations (Steiner & Steiner, 2012). Resulting in high unemployment rates and slow economic growth (Steiner & Steiner, 2012). There has been strains placed on the permanent employment system in Japan, because of the larger number of older workers and the increase in the retirement age (Gould, 1984). Historically the U.S government did not interfere in employee relations; employees at times were treated like property, or as a means for production cost. There was decreases in wages and no incentive to improve working conditions. In the 1930s is when the U.S government started to regulate the workplace power imbalance and employee favoritism. There was a substantial difference between the attitude of Japanese and American employers. In America, terminations and layoffs are familiar; there have not been any alternatives to these procedures in times of...
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...Collective Agreements As the collective aggreements are the negotiating tool between shareholders and employees, I initially prefer to make the analyses of the systems this tool aims to serve. On one side of the spectrum there are capitalist firms, where as on the other side we can say there exist the Labour managed Enterprises. In order to propose a better alternative to replace the collective aggreements we think a swot analysis for both side of the spectrum from the employee and company perspective would be useful. SWOT Labour Managed Enterprise Capitalist Firm Strength From Employee perspective: Higher motivation Job security Higher trust in the company Higher ownership From Profitability perspective: Higher productivity due to above From Employee perspective: Flexibile mobility Low risk Stable income No long term commitment requirement From Profitability perspective: Faster organizations Quick decisions in a competitive environment Experienced and educated management with vision Long term profitability priority Weakness Low motivation to self development From Profitability perspective: Insufficient commitment mechanism (“I” comes before “company”) Opportunities Increasing unemployment Rising individualizm culture Threats Financing Difficulty in raising Risk bearer capital Increased competitiveness Increased importance of workers in productivity As both systems carry pros and cons, an alternative to current collective aggreements...
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...transcend their differences regardless of the diversity of their backgrounds (social, spiritual, educational, ethnic, economic, political, etc.) This enables them to communicate effectively and openly and to work together toward goals identified as being for their common good. The word community can refer to a specific group of people or it can describe a quality of relationship based on certain values and principles. A community is a group of all leaders who share equal responsibility for and commitment to maintaining its spirit. Community is reflective, contemplative and introspective. Communities may be viewed as systems composed of individual members and sectors that have a variety of distinct characteristics and interrelationships. These sectors are populated by groups of individuals who represent specialized functions, activities, or interests within a community system. Each sector operates within specific boundaries to meet the needs of its members and those the sector is designed to benefit. For example, schools focus on student education, the economic entities focus on enterprise and...
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...rehabilitation, the benefits of the union to the employees. The organization’s benefits of joining a union are to be gent of social change between the employer and the employees of the organization. It is a written agreement to ensure managers treat employees with respect and that organizations treat them not an asset. In order for an organization to accommodate its employee’s the employer must be able to achieve long- term success. It also assists the organization with the federal regulations and complex state laws that may be violated by managers. A union is the representation and the collective bargaining agency that both sides benefit from the outcome. Other benefits to the state is the union has enacted a no strike agreement in which employees cannot strike or conduct a work slow- down for any reason. The unionization process begins an employer agreeing to recognize a union with collective bargaining powers. It is a process which employees...
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...rehabilitation, the benefits of the union to the employees. The organization’s benefits of joining a union are to be gent of social change between the employer and the employees of the organization. It is a written agreement to ensure managers treat employees with respect and that organizations treat them not an asset. In order for an organization to accommodate its employee’s the employer must be able to achieve long- term success. It also assists the organization with the federal regulations and complex state laws that may be violated by managers. A union is the representation and the collective bargaining agency that both sides benefit from the outcome. Other benefits to the state is the union has enacted a no strike agreement in which employees cannot strike or conduct a work slow- down for any reason. The unionization process begins an employer agreeing to recognize a union with collective bargaining powers. It is a process which...
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...1. The difference between a cost-of living adjustment and an annual improvement factor is that a cost-of living adjustment is An adjustment made to Social Security and supplemental security income in order to adjust benefits to counteract the effects of inflation and an annual improvement factor is a provision in a labor contract calling for an annual increase in the hourly wage rates of the workers so as to provide a constantly rising standard of living. 2. Five reasons pension plans became popular are the populations increased longevity and commensurate lengthening of the number of postretirement years. The spread of union-spawned seniority and labor provisions in labor contracts as well as the illegalization of compulsory retirement for most jobs. The modest level of benefits provided by social security system. There was a growing managerial awareness of an organizations obligation to employees after retirement and seniority supervision. 3. Closed Shop- Belong to union before getting the job. Union Shop- Can join union after 30 days of being hired. Maitenence of Membership- Can decide whether they join the union or not. Agency Shop- Non union members of bargaining unit must make financial contribution, but no one is compelled to join the union. Preferential Shop- Gives union members the preference of hiring but allows the hiring of non-unionist. 4. A "checkoff" is a dues-collection method, where the employer agrees to deduct from the employees pay monthly...
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