Proposal to Refrom Federal Classification Systems, Hearings Before the Subcommittee on Employee Benefits ..., 92-2, May 24; June 6, 7, 8, 13, 14, 20; July 18; August 2; September 19, 19721972 - 363 pages |
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Page 10
... present the following summary for the record : 1 1. The coordinated Federal wage system would continue to be paid as it is presently - locality prevailing wages in some 140 locali- ties throughout the United States , except for ...
... present the following summary for the record : 1 1. The coordinated Federal wage system would continue to be paid as it is presently - locality prevailing wages in some 140 locali- ties throughout the United States , except for ...
Page 13
... present , one finds that 4 years after conversion there would be an annual savings in the gross payroll for this group of about $ 200 million . Again , this is the result of the use of six skill levels to replace the existing nine and ...
... present , one finds that 4 years after conversion there would be an annual savings in the gross payroll for this group of about $ 200 million . Again , this is the result of the use of six skill levels to replace the existing nine and ...
Page 16
... present for the agencies , who are finally accountable for their own personnel managment , to attempt to resolve employee appeals prior to formal presentation of the appeal to the Commission . Accordingly , the task force recommended ...
... present for the agencies , who are finally accountable for their own personnel managment , to attempt to resolve employee appeals prior to formal presentation of the appeal to the Commission . Accordingly , the task force recommended ...
Page 21
... present system current . A major obstacle in the improvement of classification in the postal field service is the attitude of employee organizations . Their attitudes are based on the craft approach to job ranking . This aims at all ...
... present system current . A major obstacle in the improvement of classification in the postal field service is the attitude of employee organizations . Their attitudes are based on the craft approach to job ranking . This aims at all ...
Page 28
... present structure results in hair - splitting over artificial distinctions which are not inherent in the job . This is cited as being particularly true at the lower clerical levels . The amount of time and expense involved in ...
... present structure results in hair - splitting over artificial distinctions which are not inherent in the job . This is cited as being particularly true at the lower clerical levels . The amount of time and expense involved in ...
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administrative Administrative Procedure Act AFL-CIO Advisory Committee airport police apply attorneys authority basic believe Bureau BURTON Chairman Civil Service Commission classification standards classification system clerical collective bargaining COMOT comparable concept Congress decision Department Director eral established evaluation and pay evaluation and ranking evaluation system executive branch factor ranking Federal employees Federal Government Federal service Foreign Service going GRINER HANLEY hearing examiners implementation Internal Revenue Service job evaluation legislation ment Metal Trades Department MILLS NFFE nurses Oliver organization Pay Review Task pay structure pay systems percent personnel position classification present President private sector problem procedure professional quasi-judicial question rates representatives responsibility Review Task Force salary schedule skill level Social Security Social Security Administration Special Inquiry Officer staff Standards Board subcommittee supervisor task force proposal task force recommendations task force report teachers testimony Thank tion unions wage WETHINGTON WOLKOMIR