Training and staff development of employees designed to improve job performance.

A form of favoritism based on hiring family members or relatives.

The key administrative unit in the national government operating under presidential direction; responsible for managing the national government personnel system, consistent with presidential personnel policy.

Any action taken by employees as a protest against an aspect of their work or working conditions.

This extended the “equal pay for equal work” principle to develop criteria for compensation based on the intellectual and physical demands of the job, not market determination of its worth.

The actual number of full-time government personnel plus the number of full-time people who would have been needed to work the hours put in by part-time employees.

Designed to foster professional growth, mobility, and versatility among senior career officials.

The consolidation of existing job classifications into fewer and broader categories, reducing complexity and specialization in job classifications.

Collective bargaining negotiations that include the broadest number of affected public-employee and other groups.

One of the Bush administrations five performance management improvements designed to outsource more federal jobs to private contractors.

This reflects the goal of many affirmative action programs to diversify the workforce to reflect the population demographics in the afflicted jurisdiction.

The 1955 blue-ribbon commission appointed by President Eisenhower and chaired by former president Hoover to study a higher-level position in the civil service.

The pay-scale for federal employees, based on grades and steps.

The difference between public and private saleries for comparable positions.

This prohibited gender-based (or other) discrimination in pay for those engaged in the same type of work.

The capacity of governmental organizations to share and integrate information using common standards to use the full power of existing technologies to achieve higher levels of two-way interactions with businesses, citizens, or other governments.

A law formally known as the Civil Service Act of 1883, establishing job-related competence as the primary basis for filling national government jobs.

A law passed in 1944 that required the federal government to favor those veterans who had served on active duty or were returning from war when hiring new employees in an attempt to recognize their service, sacrifice, and skills.

Issued by President Kennedy in 1962, this order extended the right to organize and bargain collectively to all national government employees.

Landmark legislation prohibiting discrimination by the private sector in both employment and housing.

An idea that appointments to civil service positions should be made on the basis of demonstrated job competence, and not baised on age ethnicity, gender, politics, or race.

The standards for making personnel judgments that are based on an individual’s demonstrated, job-related competence.

A formal task of the American public personnel administration, intended to classify jobs in different agencies that have essentially the same types of responsibilities, based on written descriptions of duties and responsibilities.

The formal process used to document and evaluate and employee’s job performance.

Unfavorable actions against white males to achieve affirmative action goals to hire and promote more women and minorities.