Intelligence Trainer Position

P5 - Review the methods used by Public Services to ensure they have a diverse workforce

Executives of government agencies are in competition with other departments, and use specific strategies in the process of competing, for “turf”.

As previously stated, there is a need for improvement in the area of recruiting and selection specifically with diversity. Therefore, there is a process to increase diversity within the recruitment and selection process.

There is an intersection between career and political executives in the Federal government. As discussed in Chapter 2, career and noncareer senior executives are subject to the same executive core qualifications (ECQs) and performance criteria, even though some of them serve at the pleasure of the President. However, their respective spans of control and expectations associated with performance differ.

P5 Review the methods used by public services to ensure they have a diverse workforce

P5 Review the methods used by public services to ensure they have a diverse workforce

The history of the bureaucracy dates back to when our country was first founded. George Washington and Thomas Jefferson set the bar for civil service. Washington knew that the people he appointed would be in important governmental positions, so he had to choose wisely. As time passed the system became more corrupted. Andrew Jackson gave government jobs to those who supported his campaign. After Andrew Jackson, the civil war was fought, therefore

someone for one opening and then I get screened out in the interview process even when I answer the questions correctly they get marked wrong even when the answers are listed in Caltrans publications one example happened when I interviewed for Principle Construction and Land Surveys Engineers in early 2015 One of the questions is to name two challenges I missioned meeting Greenhouse gases mandated and sighted a law suit that could disrupt the I-5 construction and when I got the debrief for my interview I was told yes you should have received full credit for that answer after the fact. Furthermore, it is extremely rare for a district to select an outside candidate except in Headquarters I know because I applied to many other districts and

More specifically, the president. Almost one year ago, President Donald Trump completed his cabinet. While normally this is good, Trump filled his cabinet with billionaires who have more experience with money than politics. “Meet the Billionaires who run Trump’s Government” by Newsweek, expresses Trump’s way of running the country like a business, “The New York real estate developers now advising the president spent their professional lives in… city regulators, 50-story crane operators… responsible for the New York skyline…” (Burleigh). While businessmen who understand operational aspects of companies can be useful, this could result in decision making that does not focus on the wants and needs of the people. “Trump voters know they’ve had a government for billionaires… but to have one by billionaires means… setting the nation’s agenda and there is no curtain” (Burleigh). Trump’s choice in his cabinet members is full of businessmen similar to him, men who already have it all. Although these men may be able to manage their government position, hiring those with lots of money and little experience does not seem wise. Flaws like this can lead to even more issues within the justice system. Instead of hiring men with money, men who understand the political roles should be playing a bigger part. The government needs solid people to

Throughout the 19th century, American government on the local, state, and federal level all utilized patronage to amass political support in exchange for jobs and distributive goods. However, as the century came to an end, there was a shift from this tradition to one that slowly transformed bureaucracy from a spoils system to one of merit. There are many competing theories on why this civil service reform emerged the way it did in the United States. Different test subjects were investigated how and why merit penetrated the bureaucracy concluded that competition among political parties when the majority began to see wavering support, but a more compelling view saw it as a means for politicians to lighten their workload.

Brenda Davis, Chief of Social Work received an email from AP on August 18, 2016. The AP asked why she wasn’t selected for the position of Social Worker GS 12. Brenda Davis informed her that she wasn’t on the hiring certificate. AP wrote that RMO’s answer was too vague. AP wanted details regarding who was hired. RMO didn’t provide AP with that information. Brenda Davis made a suggestion that she speak to Timothy Wilson and ask him for constructive ways she can improve her resume. Brenda Davis explained that someone had been hired for the position but she was not aware of the selectee’s national origin or color.

The principle of seniority, used by Always Round, is easy to apply at the lower levels because of its being the most objective. This type of promotion system does not present a view of favoritism or nepotism, considering only age and experience. In a blue collar society, it is very much in-line with the established

However, despite Max Weber’s theory that bureaucracies are like iron “iron cages” that are a efficient form of administration. Prior to modern government reform patronage, spoils, and bribery were just part of the political environment for Public Administrators. In today’s, modern government Public Administrators are hired based on the merit and technical qualifications that secure the individual can carry out the duties of the office. However, Public Administrators are forced to work in a hierarchical organization

Competence, not “who you know,” should be the basis for all decisions made in hiring, job assignments, and promotions in order to foster ability and merit as the primary characteristics of a bureaucratic organization.

The need to incorporate similar flexibility in public administration has been recognized and addressed by congressional committees, public agencies, human resources professionals, and public administration academicians. This research paper focuses on the issues, recommendations and recent initiatives to address competitive recruitment and retention in contemporary public administration.