Friday, October 31, 2014

Beijing

Princeton

Why the Fed frets about both jobs and inflation



GWEN IFILL: The mission of the Federal Reserve has long been the subject of debate, especially since the 2008 financial crisis. Six years later, the economy is recovering, but the Fed’s role is still being questioned.
Paul Solman has the story, part of his ongoing reporting Making Sense of financial news.
PAUL SOLMAN: For the Federal Reserve, today marks an historic moment, the end of six years of unremitting financial stimulus, the money creation programs known as quantitative easing.
This is actually the third easing the Fed has done since the crash. We met Brian Sack on the floor of New York Fed back in 2009, when it all began.
BRIAN SACK, Former Markets Group Chief, Federal Reserve Bank of New York: The way we create money is by buying securities.
PAUL SOLMAN: Securities like U.S. Treasury bonds and mortgage-backed bonds from banks and other financial institutions.
BRIAN SACK:  So when the Federal Reserve buys a Treasury security, it’s putting funds into the financial sector.
PAUL SOLMAN: Now, since the crash of ’08, the Fed has created $3.5 trillion. Why?  To lower interest rates and thus spur consumer and business spending, creating new jobs. But, of course, creating too much money risks serious inflation. So the Fed frets about both, jobs and sound money, a reason it decided today to stop injecting cash into the economy.
President Obama cited the dual mandate when nominating his own Fed chair, Janet Yellen, last year.
PRESIDENT BARACK OBAMA: I have considered a lot of factors. Foremost among them is an understanding of the Fed’s dual mandate, sound monetary policy to make sure that we keep inflation in check, but also increasing employment and creating jobs.
PAUL SOLMAN: Now, stories about the Federal Reserve can be pretty hard to follow. But the Fed’s dual mandate is so straightforward, it can actually be put into song, as Harvard-trained, Nashville-based money manager Jon Shayne proved to us via his country and Western alter ego, Merle Hazard.
JON “MERLE HAZARD” SHAYNE, Money Manager (singing): I have got a dual mandate, dual mandate. I got to keep prices stable, while giving jobs to those who are able.
PAUL SOLMAN: OK, a dual mandate. But which matters more, prices or jobs?
Liberal economist Paul Krugman of Princeton acknowledges the appeal of price stability.
PAUL KRUGMAN, Princeton University: This kind of visceral sense that easy money is a bad thing. But, you know, it’s — even if it is, lack of jobs is a worse thing, and that’s — that’s what we should be worrying about.
PAUL SOLMAN: But Columbia University economist Charles Calomiris insists that conservatives worry about employment too.
CHARLES CALOMIRIS, Columbia University: That’s all we really care about, but the reason that we focus on inflation, and should focus more on it, is because it’s a tool, a tactic to achieve full employment.
PAUL SOLMAN: Now, Columbia is a campus of statues, none more familiar than Auguste Rodin’s Thinker. But even this guy can’t be pondering the perils of inflation, can he, currently running at a measly 1.7 percent, below even the Fed’s modest target of 2 percent. But Calomiris is concerned about all the money the Fed has created.
CHARLES CALOMIRIS: It’s grown its balance sheet from under a trillion to four times that just in a few years.
PAUL SOLMAN: Banks have been holding on to that money. But once they start lending again, says Calomiris:
CHARLES CALOMIRIS: All of a sudden, we have a major risk of inflation. And then the question is, well, can the Fed move quickly enough to shrink its balance sheet or do something else to prevent that inflation?
PAUL KRUGMAN: People who are complaining about the Fed are people who’ve been predicting runaway inflation for five years, six years, and it hasn’t happened.
PAUL SOLMAN: And thus, Janet Yellen’s plight.
JON “MERLE HAZARD” SHAYNE (singing): The rich folks like to see the currency strong, but the average Joe’s not overjoyed if he’s destitute and unemployed. Seems like every time I choose, I’m choosing wrong.
PAUL SOLMAN: Rich folks like to see the currency strong because they are creditors, lenders. With inflation, borrowers pay them back with money that’s worth less than when it was loaned. An expansionary Fed, by contrast, appeals to both borrowers and to labor, hoping for jobs. Yes, unemployment is down, but, says Krugman:
PAUL KRUGMAN: One way to tell is the labor market really tight, are there jobs available, is to look at wages. Wages are going nowhere.
PAUL SOLMAN: They actually went down last month slightly.
PAUL KRUGMAN: Yes, so this feels like a very — a weak labor market.
PAUL SOLMAN: But the average Joe’s not overjoyed if he’s destitute and unemployed, right?
CHARLES CALOMIRIS: Absolutely. He’s also not overjoyed when interest rates are so low that, if he has a savings account in the bank, he’s earning very little interest. It’s really the rich who’ve mainly benefited from hyper-loose monetary policy recently.
PAUL SOLMAN: At a photo-op recently, Yellen surrounded herself with unemployed Bostonians. Calomiris wasn’t happy about it.
CHARLES CALOMIRIS: What message is she sending out?  And why would a Fed chairman do this?  It’s unprecedented.
PAUL SOLMAN: Krugman, by contrast, loved the photo-op.
PAUL KRUGMAN: It’s actually — it’s a very shrewd move on her part to do that, to be so un-Central Banker like. She’s saying, I care about the unemployed a lot.
PAUL SOLMAN: And so, the Fed’s dilemma: tighten to protect the currency vs. loosen to create jobs, right vs. left.
JON “MERLE HAZARD” SHAYNE (singing): It’s tough for me to make our economy grow. My job is harder than you will ever know.
PAUL SOLMAN: I’m Paul Solman reporting for the “NewsHour.”
GWEN IFILL: And you know you want it. We have more from singer Merle Hazard, if that’s his name. Watch the Nashville money manager perform his latest ballad on our Making Sense page.

【農夫與他的田】20140927 - 南埔農民力

Philosophy in our schools a necessity, not a luxury

Students must be equipped with the ability to challenge ideas behind powerful institutions


http://www.irishtimes.com/news/social-affairs/religion-and-beliefs/philosophy-in-our-schools-a-necessity-not-a-luxury-1.1970408

pug

如何執行,辦理ACWA, 及其他委託考試





























http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

執行,辦理,保管ACWA測驗者及其他委託考試者之資格條件,責任

Who can administer ACWA assessment instruments?

Only trained test administrators may administer the ACWA Written Test. Unless test administrators and control officers have been trained in test security procedures, OPM will not release the ACWA Written Test or Rating Schedule. If an ACWA assessment, i.e., written test or rating schedule, is compromised, you must notify the OPM Chicago Services Branch Director, within 24 hours, at:
U.S. Office of Personnel Management
Chicago Services Branch
230 South Dearborn Street, DPN 30-3
Chicago, IL 60604
Ph: (312) 353-6234
Fax: (312) 353-6211
E-mail: Chicago@opm.gov

Distributing ACWA materials
Your agency’s TSCO may maintain copies of the rating schedules, scoring keys, and formulas for its delegated examining offices or it may request materials as needed from your local OPM Services Branch.
TSCOs are responsible for distributing and controlling examining materials within their organization.

A Test Security and Control Officer (TSCO) is a person who has been trained and certified in test security by OPM. Before you take possession of OPM-developed examination materials, you must identify an individual to serve as a Test Security and Control Officer (TSCO).

Terminating the use of the OPM assessments
OPM reserves the right to terminate your use of the ACWA assessment instruments at any time for violating these requirements.

OPM examining services
OPM's Services Branches are available to provide examining or testing services on a reimbursable basis. Contact your local OPM Services Branch directly for more information or visit web site at www.opm.gov/employ/html/servcntr.asp


http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf


如何取得ACWA, 更改ACWA測驗內容限制, 及其他委託考試如何取得試題

How to request ACWA examining instruments

To request ACWA assessment instruments, your agency headquarters’ Test Security and Control Officer (TSCO) must send the following information to the Strategic Human Resources Policy Division at 1900 E Street, NW, Room 6500, Washington DC 20415:

• Name, address, and telephone number of the agency headquarters’ TSCO;
• The names, addresses, and telephone numbers of the TSCOs at all components or field offices where the ACWA assessment instruments will be maintained and administered;
• A list of the occupational series for which you plan to administer ACWA assessment instruments; and
• The type of ACWA assessment you wish to administer, i.e., the written test* or the rating schedule.

*There is a shipping and handling fee for the ACWA Written Test.

Prohibition on modifying ACWA written tests

You may not modify the content of an ACWA Written Test, including the scoring values and final automated ratings. You must use the test intact.

Modifying ACWA rating schedules

When using the ACWA Rating Schedules, you may modify the specialized qualification questions in Questions 1 through 5, but you may not change the rating questions. Since it is a court-approved rating schedule the following restrictions apply:

• You must use the instruments intact.
• You MAY NOT modify the contents of the instruments or values used in the scoring process;
• You MAY NOT edit, delete, renumber, or change the responses or values of the scoring keys;
• You MAY NOT edit, delete, renumber, or otherwise change Questions 6 through 156; and
• You must limit access to computerized examining records through the use of secure passwords by employees of the examining office.



http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf


ACWA rating schedule, for 111 occupations

The ACWA rating schedules were developed to provide agencies with another option in addition to the written tests for selecting individuals. A separate rating schedule was developed for each of the 111 occupations. The rating schedules assess different competencies from the ACWA written tests and can be used either alone or in combination with the ACWA written tests or a structured interview.

The Administrative Careers With America (ACWA) rating schedule is a set of online occupational questionnaires used to evaluate applicants' relevant personal, educational, and work experiences.  An individual questionnaire takes about 15 to 20 minutes to complete.  The questions are related to fundamental competencies, such as Problem Solving and Oral Communication.  The questionnaire gives credit for experiences applicants have gained through a wide variety of sources, for example:
School
Volunteer work
Military service
Paid employment
Hobbies, or
Professional, charitable, religious, community, social, or other organizations


The ACWA rating schedules, or occupational questionnaires, were developed to provide agencies with another option in addition to the written tests for selecting individuals.  A separate occupational questionnaire was developed for each of the 111 occupations.  The occupational questionnaires assess different competencies from the ACWA written tests and can be used either alone or in combination with the ACWA written tests or a structured interview. 

http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

http://www.opm.gov/faqs/topic/assessment/index.aspx?cid=1e3d1ba5-11cf-48c5-8b18-2dff8ea28536


ACWA Written Test--- for six occupational groups, entry-level GS-5 and GS-7

The ACWA written tests were developed for selection into entry-level GS-5 and GS-7 jobs that were previously covered by the PACE. Based on a job analysis, the occupations were grouped into seven job families of similar occupations. There is no written test for the seventh group. A written test was developed for each of the other six occupational groups.

The written test consists of two parts:
1. A test of job-related abilities
The test of job-related abilities consists of two parts:
(1) verbal reasoning (vocabulary and reading items)
(2) quantitative reasoning (Mathematical Reasoning – tabular completions and word problems)
A separate test was developed for each of the six occupational groups. Each test measures job-related abilities using subject matter pertinent to the occupation grouping or to general government business that any government professional would be expected to encounter. The competencies measured by the written test are Reading and Mathematical Reasoning.

2. An Individual Achievement Record (IAR), (Test 975) 

The Individual Achievement Record (IAR) is a biodata instrument.  A biodata instrument is a test that consists of items that ask about past events and behaviors which reflect personality attributes, attitudes, experiences, interests, and other characteristics related to a person's possible overall performance for a given occupation.
The IAR is a multiple-choice questionnaire about an applicant's experience, skills, and achievements in school, employment, and other activities. The IAR is based on research on the actual characteristics of successful people in Federal professional and administrative occupations. It is designed to supplement the written test by providing an assessment of additional job-relevant characteristics.

Scores on each part of the examination are combined into a single score that serves as a basis for rating and ranking job applicants. The math and verbal parts are combined to create an overall score on the ability test.

http://www.opm.gov/faqs/topic/assessment/index.aspx?cid=1e3d1ba5-11cf-48c5-8b18-2dff8ea28536

http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

Thursday, October 30, 2014

Administrative Careers With America (ACWA) covered occupations and positions

Covered Occupations
Only those occupations at the GS-5 and GS-7 grade levels that were once subject to the PACE exam are covered by the resolution of the 1981 suit.
You may not select an individual for a covered position with the intent of moving him/her later to a non-covered position (see 5 CFR Part 330).

Occupations not covered
Occupations in the following Professional and Administrative occupational fields are not covered:
• Accounting and Auditing;
• Engineering;
• Physical Sciences;
• Biological Sciences; and
• Mathematical Sciences.

Criteria for covered positions
The covered position must meet all of the following criteria:
1. It is being filled at the entry level -- either GS-5 or GS-7;
2. It is classified at a 2-grade interval; and
3. It has a promotion potential to a GS-9, or higher.

Filling covered positions
If the position you are trying to fill is a covered position, your first step is to fill the job through competitive examining procedures. In addition to competitive examining you may use special hiring authorities in some circumstances.

Note: To reduce adverse impact, agencies should focus their recruiting in a way that increases the pool of African American and Hispanic applicants in these occupations. Alternative authorities are available for that purpose. These procedures, however, must be used as supplements to competitive examining process. They should not be used unless your agency has an established pattern of competitive selection into the covered jobs (that is, same series and grade) or is currently making competitive selections into those jobs. You may not use either procedure to hire only persons from the designated minority groups.




http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

Administrative Careers With America (ACWA)

Background
On November 19, 1981, the United States District Court for the District of Columbia resolved a class-action suit that was filed in 1979.
http://archive.opm.gov/luevano_archive/luevano-archive.asp

The suit alleged that the Professional and Administrative Career Exam (PACE), which the government used to fill approximately 110 occupations at the GS-5 and GS-7 grade levels, had an adverse impact on the selection of African Americans and Hispanics. The resolution of the suit ended the PACE examination and required the use of alternative assessments.
The resolution of the suit (known as the "Luevano consent decree") ended the PACE examination and required the use of alternative assessments for those occupations at the GS-5 and GS-7 grade levels that were once subject to the PACE exam

The resolution established two other hiring programs to use as supplements to (not substitutes for) the competitive examining process in situations where adverse impact continues.The merit principle that: "Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a work force from all segments of society, and selection and advancement should be determined solely on the basis of relative ability, knowledge, and skills…" still applies (see 5 U.S.C. § 2301(b)(1)).

OPM has developed two types of instruments that you may use for filling those occupations.
OPM has developed two types of instruments that you may use for filling covered positions  through competitive examining. These are the:

1.Administrative Careers with America (ACWA) Written Tests; and
2.ACWA Rating Schedules.

Note: A rating schedule is an evaluation of an applicant's job-related competencies or knowledge, skills, and abilities (KSAs) performed by a rater or by an applicant's self-rating (i.e., occupational questionnaire).

The ACWA can be administered both online and as a paper-and-pencil (written) test, with the online option being used much more frequently.  If you are applying for an ACWA position through a job opportunity announcement on OPM's USAJOBS (http://www.usajobs.gov), you will see a reference to an "On-line assessment questionnaire" under the How to Apply tab or section.  The on-line assessment is the ACWA questionnaire.

Note: If you choose to use one of the ACWA examining instruments, you are responsible for safeguarding and correctly using these materials.


機關可不採用ACWA,機關可自行另外設計測驗

Agencies are not required to use ACWA and may use an alternative assessment tool as long as that alternative(s) complies with the following requirements:
5 CFR part 300 , and
Chapter 2, Section C, of the Delegated Examining Operations Handbook, and
Technical standards in the Uniform Guidelines on Employee Selection Procedures (http://uniformguidelines.com/)

If an agency chooses to develop its own assessment tool, we recommend the agency consult with its legal counsel regarding whether the tool complies with all applicable requirements.

It is okay for agencies to develop validated assessment alternatives to the Administrative Careers with America (ACWA). It is acceptable to develop validated assessment alternatives to ACWA as long as the alternative complies with the following requirements:
5 CFR part 300 
Chapter 2, Section C, of the Delegated Examining Operations Handbook (DEOH) 
Technical standards in the Uniform Guidelines on Employee Selection Procedures (http://uniformguidelines.com/).
5 CFR 300.103 states that selection procedures must have a rational relationship to job performance, including showing that the selection procedures were "professionally developed."   The phrase "professionally developed" comes from Title VII (Sect. 703h) 

The Uniform Guidelines on Employee Selection Procedures (http://uniformguidelines.com/) interprets "professionally developed" to mean a selection procedure that is validated according to the technical standards in the Uniform Guidelines. The Uniform Guidelines also states that a validity study can be "performed by any person competent to apply the principles of validity research."

若機關無法自行設計測驗

if an agency is unable to develop an alternative assessment to the Administrative Careers with America (ACWA)

OPM recommends continued use of ACWA if an agency has not developed alternative procedures for those positions identified in Appendix D of the Delegated Examining Operations Handbook

The March 6, 2009, Memorandum, "Use of Validated Assessment Tools When Filling Positions in the Competitive Service," provides additional information http://www.chcoc.gov/transmittals/TransmittalDetails.aspx?TransmittalID=2064

機關不能以教育背景/程度,取代ACWA
agencies may not replace the ACWA assessments with education requirements http://www.chcoc.gov/transmittals/TransmittalDetails.aspx?TransmittalID=2064

 Education and other such minimum qualification requirements do not constitute a rating and ranking (i.e., assessment) procedure as required by the Delegated Examining Operations Handbook (DEOH):
Minimum requirements screening is the first step in the examining process, but by itself does not satisfy the requirement to rate and rank applicants (see Chapter 5, Section B of the DEOH).

缺乏或無工作經驗者,亦適用ACWA

Administrative Careers with America (ACWA) rating schedules, or occupational questionnaires, appropriate for applicants who have little or no work experience

 ACWA occupational questionnaires were designed for entry-level applicants who are expected to have only limited work experience.  ACWA assessments are intended to distinguish among applicants on the basis of their self-reported education and life experiences rather than occupation-specific work experience.  The accomplishment-related questions give credit for experience gained through not only paid work, but other types of work as well (e.g., school, voluntary, charitable). Applicants who have worked on a temporary or part-time basis in the occupations they are applying for do receive credit, but only to the extent that their work experience provides evidence of demonstrating entry-level competencies.  


http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

http://www.opm.gov/faqs/topic/assessment/index.aspx?cid=1e3d1ba5-11cf-48c5-8b18-2dff8ea28536





term appointment, more than one year but less than four years

Definition of term appointment
A term appointment is a no status appointment to a position in the competitive service for a specific period of more than one year but not more than four years.

You may make a term appointment (5 CFInitial appointmentR Part 316):
1. To fill a job that will last for more than one year, but not more than four years, where the need for an employee's services is not permanent; and
2. To meet an employment need that is time limited for reasons, such as:
*Need to complete a particular project,
*Extraordinary workload,
*Scheduled abolishment,
*Reorganization,
*Contracting out of the function,
*Uncertainty of future funding, or
*Need to maintain the position for future placement of other employees.

Extension of term appointment
You may make an initial term appointment for a period of less than four years. If additional time is necessary, you may extend the appointment up to the four-year limit.

For extensions beyond the four-year time limit, you must submit a written request to OPM’s HCLMSA Division identifying the reasons for an additional extension, and the additional time needed (5 CFR Part 316).

Term v. permanent appointment
Term appointments do not confer competitive status (5 CFR Part 316). Therefore, you may not select term employees for permanent appointments through merit promotion procedures unless they are eligible for non-competitive appointments using authorities listed in "How to Make Term Appointments." Absent such eligibility for non-competitive appointment, term employees, like any other eligibles, are given permanent appointments only when they are selected from a competitive certificate of eligibles.

How to make term appointments
You may use both competitive and non-competitive examining procedures to fill term positions.

For competitive examining procedures, you may use:

• 5 CFR Part 332 competitive procedures or
• 5 CFR Part 337 examining system.

For non-competitive examining procedures, you may use any of the following:

• Reinstatement under 5 CFR Part 315;
• Veterans Recruitment Appointment under 5 CFR Part 307;
• Career-conditional appointment under 5 CFR Part 315;
• Appointment of veterans with compensable service-connected disability of 30% or more under 5 U.S.C. § 3112;
• Appointment under 31 U.S.C. § 732(g) for current and former employees of the General Accounting Office;
• Appointment under 28 U.S.C. § 602 for current and former employees of the Administrative Office of the U.S. Courts;
• Reappointment on the basis of having left a term appointment prior to serving the four year maximum amount of time allowed under the appointment under 5 CFR Part 316; or
• Conversion in the same agency from a current temporary appointment when the employee is or was within reach on a certificate of eligibles for the term appointment at any time during service in the temporary job under 5 CFR Part 316.

How to announce for a term job
The job announcement for a term position of less than four years should clearly state that the agency has the option of extending the appointment up to the four-year limit.
Where to find information on this topic
For additional information on Term Employment, see 5 CFR Part 316.

http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

temporary appointment, less than one year

Definition of a temporary appointment
A temporary limited appointment is a non-status appointment to a competitive service position for a specific period not to exceed one year.

Initial appointment
You may make a temporary limited appointment:
1. To fill a job that is not expected to last longer than one (1) year;
2. To meet an employment need that is time limited for reasons such as:
*Abolishment,
*Reorganization,
*Contracting out of the function,
*Anticipated reduction in funding, or
*Completion of a specific project or peak workload; or
3. To temporarily fill positions that may be needed for the placement of permanent employees who would otherwise be displaced.

Extension of temporary appointment
You may extend a temporary limited appointment for a period of up to one additional year (for a total of 24 months) (see 5 CFR Part 316).

When extensions beyond the 24 month limit are needed, you must submit a written request to OPM’s Human Capital Leadership and Merit System Accountability (HCLMSA) Division identifying the reasons for the extension and the additional amount of time required to complete the work. OPM will grant such requests only in cases of a major reorganization, base closing, or other unusual circumstances.

Exceptions to the time limits
You may make a temporary limited appointment without regard to the time limits if the position involves intermittent or seasonal work, provided that:
• Appointments and extensions are made in increments of one year or less, and
• Employment in the position is less than six months (1,040 hours), excluding overtime, in a service year.

You must submit a written request to OPM’s HCLMSA Division for exceptions due to a major reorganization, base closing, or other unusual circumstances (see 5 CFR Part 316).

How to make temporary appointments
You may use both competitive and non-competitive examining procedures to fill temporary limited positions.

For competitive examining procedures, you may use either:
• 5 CFR Part 332 competitive procedures; or
• 5 CFR Part 337 examining system.

For non-competitive examining procedures, you may use any of the following:
• Reinstatement under 5 CFR Part 315;
• Veterans Recruitment Appointment (VRA) under 5 CFR Part 307;
• Career-conditional appointment under 5 CFR Part 315;
• Appointment of veterans with compensable service-connected disability of 30% or more under 5 U.S.C. § 3112;
• Appointment under 31 U.S.C. § 732(g) for current and former employees of the General Accounting Office
• Appointment under 28 U.S.C. § 602 for current and former employees of the Administrative Office of the U.S. Courts;
• Reappointment on the basis of being a former temporary employee of the agency who was originally appointed either from a certificate of eligibles or under the provisions of 5 CFR Part 337; or
• Reappointment on the basis of being a former temporary employee of the agency who was originally appointed either from a certificate of eligibles or under the provisions of 5 CFR Part 337 and who sustained a compensable injury while serving on a temporary appointment.

How to announce for a temporary job
You must state in the job announcement the time limits for the position, e.g., “not to exceed (NTE) one year.” You may wish to include a statement saying that the job may be extended for an additional year if the nature of the duties would warrant such a statement. Jobs lasting a total of 121 days or more must be cleared for Career Transition Assistance Plan (CTAP)/Interagency Career Transition Assistance Plan (ICTAP) (See Chapter 4, Section B).

Where to find information on this topic
For additional information on Temporary Limited Employment, see 5 CFR Part 316.

http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

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Types of Appointment (Status), permanent, temporary

The Federal Government employs permanent and temporary employees. Permanent employees are generally hired under a career-conditional appointment (Permanent - Career-Conditional Appointment). Normally this is the first career-type of appointment and the appointee must complete a 1-year probationary period and a total of 3 years continuous creditable service to attain a career appointment (Permanent - Career Appointment).
Temporary appointments are defined as appointments expected to last for a specified period not to exceed 1 year (Temporary Appointment - Time limited not to exceed 1 year but could be less) or a specified period of time that is at least more than 1-year but not to exceed 4 years (Term Appointment - Time limited more than one year but not more than 4 years). Neither type of appointment is a permanent one, so they do not give the employee competitive/permanent status.
http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/

台灣創業難 科技部長:因為媽寶太多

http://www.cna.com.tw/news/afe/201410300131-1.aspx

https://tw.news.yahoo.com/%E5%8F%B0%E7%81%A3%E5%89%B5%E6%A5%AD%E9%9B%A3-%E5%BC%B5%E5%96%84%E6%94%BF-%E5%AA%BD%E5%AF%B6%E5%A4%AA%E5%A4%9A-034759454.html

http://news.ltn.com.tw/news/business/breakingnews/1144486

Distribution of Federal Civilian Employment by Service December 2012

http://www.opm.gov/policy-data-oversight/data-analysis-documentation/federal-employment-reports/employment-trends-data/2012/december/graphic-presentation-of-federal-civilian-employment/

Salary Information for the Executive Branch Fiscal Year 2013

http://www.opm.gov/policy-data-oversight/data-analysis-documentation/federal-employment-reports/reports-publications/salary-information-for-the-executive-branch-fiscal-year-2013.pdf

Characteristics and Pay of Federal Civilian Employees, 2007

http://www.cbo.gov/sites/default/files/03-15-federal_personnel.pdf

disability

People with Disabilities

When compared to people who did not indicate a disability on the survey, people with disabilities were less positive on several questions relating to development and promotion. They also were much less positive on the question of tolerating prohibited personnel practices, which, given their much less positive responses about disclosing suspected violations of laws, may be a cause for concern. In the table below are the items with the greatest difference between those respondents with disabilities and those respondents without disabilities in 2014.   page 34



http://www.fedview.opm.gov/2014files/2014_Governmentwide_Management_Report.PDF

Lesbian, Gay, Bisexual, Transgender (LGBT)

diversity
America draws strength from its diverse population and the promise of equal opportunity. Similarly, the Federal Government best addresses its mission of serving the American people through embracing and supporting diversity in the Federal workforce. Embracing and supporting diversity enables employees, and, through them, the Federal Government to achieve this mission. The FEVS can help by measuring the extent to which diverse groups feel that their work is valued and they are appreciated.

When compared to Heterosexual/Straight respondents, LGBT respondents were less positive about resources and physical conditions, about support within the organization for employee collaboration and communication across work units, and about senior leaders. Overall, LGBT respondents were less satisfied with their organization. In the table below are the items with the greatest difference between LGBT and Heterosexual/Straight respondents in 2014. page 32

http://www.fedview.opm.gov/2014files/2014_Governmentwide_Management_Report.PDF

Workplace Flexibilities and Work/Life Programs

The Presidential Memorandum of June 23, 2014 emphasizes that the Federal Government can help to empower the workforce with programs that enable employees to balance responsibilities at work and at home.

The FEVS tracks participation in, and satisfaction with, flexibilities such as Telework and Alternate Work Schedules, as well as programs that are aimed at helping employees with challenges such as child and elder care, and helping them achieve better health.

Telework
I telework 3 or more days per week.
I telework 1 or 2 days per week.
I telework, but no more than 1 or 2 days per month
I telework very infrequently, on an unscheduled or short–term basis

Do Not Telework Due to Barriers
I do not telework because I have to be physically present on the job.
I do not telework because I have technical issues that prevent me from teleworking.

Employee Assistance Program (EAP)
Child Care Programs (for example, daycare, parenting classes, parenting support groups)
Elder Care Programs (for example, support groups, speakers)



Results–Oriented Performance Culture Index

Results–Oriented Performance Culture Index
Indicates the extent to which employees believe their organizational culture promotes improvement in processes, products and services, and organizational outcomes.
(Q. 12, 14, 15, 20, 22, 23,
24, 30, 32, 33, 42, 44, and 65.)

Talent Management Index

Talent Management Index
Indicates the extent to which employees think the organization has the talent necessary to achieve organizational goals. (Q. 1, 11, 18, 21, 29, 47, and 68.)

2014 Federal Employee Viewpoint Survey

http://www.fedview.opm.gov/2014files/2014_Governmentwide_Management_Report.PDF

http://www.fedview.opm.gov/

麻省理工第一個海外孵化器在台北, Garage+

http://buzzorange.com/techorange/2014/10/30/visit-garage/

For Asia’s Gays, Taiwan Stands Out as Beacon

http://www.nytimes.com/2014/10/30/world/asia/taiwan-shines-as-beacon-for-gays-in-asia.html?_r=0

Records Retention and Disposition Schedule





http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

veterans’ preference provisions, title 5, United States Code

• 5 U.S.C. § 3305 (competitive service; examinations; when held);
• 5 U.S.C. § 3309 (preference eligibles; examinations; additional points for);
• 5 U.S.C. § 3310 (preference eligibles; examinations; guards; elevator operators; messengers and custodians);
• 5 U.S.C. § 3311 (preference eligibles; examinations; crediting experience);
• 5 U.S.C. § 3312 (preference eligibles; physical qualifications; waivers);
• 5 U.S.C. § 3313 (competitive service; registers of eligibles);
• 5 U.S.C. § 3314 (registers; preference eligibles who resigned);
• 5 U.S.C. § 3315 (registers; preference eligibles furloughed or separated);
• 5 U.S.C. § 3316 (preference eligibles; reinstatement);
• 5 U.S.C. § 3317 (competitive service; certification from registers);
• 5 U.S.C. § 3318 (competitive service; selection from certificates); and
• 5 U.S.C. § 3319 (Alternative ranking and selection procedures).

http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

Vendor Criteria List


http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

Wednesday, October 29, 2014

Taiwanese food

students in Taiwan

deadline --- the end of November

at Princeton University

Sample Interagency Delegated Examining Agreement









http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

mysterious transaction?

J: I know you don't have a smart (cell) phone.
C: I don't need a phone, not to mention a smart or stupid phone.
J: I just bought a new one and plan to throw away the old one. It is bad for the environment (e pollution). I suggest you had better to take/accept my old cell phone.
C: make sense, ok
J: I have one requirement.
C: what is that?
J: whenever I call you, you must pick it up and answer my call
C: pick up your call for what?  why do I have to answer your call?
J: I will call you to bring you to classes to achieve Nirvana.
C: a free smart phone for Nirvana???

flowchart , page 3

http://www.opm.gov/policy-data-oversight/human-capital-management/reference-materials/talent-management/improvingspeed.pdf

Tuesday, October 28, 2014

Positions Restricted to One Gender

5 CFR Part 332 generally prohibits an appointing officer from restricting employment consideration to candidates of one gender. However, OPM may authorize exceptions to this prohibition in unusual circumstances.

How to request an exception
To obtain an exception to the general prohibition against gender-based restrictions, you must:
• Before the job is announced, contact OPM’s Human Capital Leadership and Merit System Accountability Division at:
U.S. Office of Personnel Management
Human Capital Leadership and Merit System Accountability Division
1900 E Street, NW., Room 7470
Washington, DC 20415

•Submit a written explanation as to why you believe such a restriction is warranted.

http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf

place of residence

Basic rule
In the competitive examining process, qualified and available applicants should be considered for employment referral regardless of their place of residence. It is clear that in almost all cases, residency is a non-merit factor and violates the merit principles of open competition and job relatedness. As a non-merit factor, residency as an examination requirement is prohibited in 5 CFR Part 300.103(c).

Exception
The only exception to the basic rule is when a residency requirement is established by statute. For these circumstances, you can certify only eligibles who reside within the area of competition defined by the statute. These cases are very rare.

Excessive number of well-qualified applicants
When an excessive number of well-qualified applicants compete for a job, you are permitted to require applicants to choose a reasonable number of locations for which they will be given referral consideration.

http://www.opm.gov/policy-data-oversight/hiring-authorities/competitive-hiring/deo_handbook.pdf
Merit System Principles
5 U.S.C. § 2301

Competitive service; examinations; when held
5 U.S.C. § 3305

Additional points in examining for preference eligibles
5 U.S.C. § 3309

Competitive service; register of eligibles
5 U.S.C. § 3313

Certification of names for appointment
5 U.S.C. § 3317

Competitive service; selection from certificates
5 U.S.C. § 3318

Employment (General)
5 CFR Part 300

Appeals, grievances and complaints
5 CFR Part 300

Temporary and term appointments
5 CFR Part 316

Period of competition and eligibility
5 CFR Part 332

Recruitment and selection through competitive examination
5 CFR Part 332

Category Rating
5 CFR Part 337

Controlling paperwork burdens on the public
5 CFR Part 1320

Uniform Guidelines on Employee Selection Procedures
29 CFR Part 1607
www.uniformguidelines.com

OPM delegated examining web page
www.opm.gov/deu

Job Qualifications System for Trades & Labor Occupational Handbook
www.opm.gov/qualifications/x-118c/index.htm

Operating Manual for General Schedule Positions
www.opm.gov/qualifications

Records retention and disposition schedule
Appendix C

Transmutation tables for general schedule positions
Appendix J

abusive cycle= author + reviewer + editor ?

i know it is chicken

students in Taiwan

Researchers Have Found That Plants Know They Are Being Eaten

http://www.businessinsider.com/plants-know-they-are-being-eaten-2014-10?utm_content=buffer28274&utm_medium=social&utm_source=facebook.com&utm_campaign=buffer

台灣女孩拿下設計首獎 姚彥慈:因為對失智症外婆的愛

http://www.thenewslens.com/post/85256/

sleeping pug