Thursday, July 31, 2014

public employee’s first amendment rights can be a complicated legal issue

Garcetti v. Ceballos, 547 U.S. 410, 418 (2006) (holding that the Government “has broader discretion to restrict speech when it acts in its role as employer, but the restrictions it imposes must be directed at speech that has some potential to affect the entity’s operations”)

Connick v. Myers, 461 U.S. 138, 154 (1983) (holding that a supervisor was “not required to
tolerate action which he reasonably believed would disrupt the office, undermine his authority, and destroy close working relationships”)

Kohl v. U.S. Postal Service, 115 F. App’x 49, 52 (Fed. Cir. 2004) (NP) (holding that the “First Amendment does not require an agency to tolerate letters that disrupt a government workplace and intimidate other employees”).

knowingly violate veteran preference----PPPs

The Senate report that accompanied the VEOA statute briefly described a few of the PPPs already codified and explained that “[p]ersons found by the MSPB to have knowingly committed such practices may be removed or suspended from Federal employment, or fined. Section 5 of the Committee bill would amend 5 U.S.C. § 2302 to add violations of veterans’ preference laws to the listing of prohibited personnel practices. Thus, persons who knowingly fail to comply with veterans’ preference requirements could be disciplined in accordance with standards applicable to prohibited personnel practices.” S. Rep. No. 105-340 at 17 (1998) (internal citations omitted).

Willing the impossible: an interview with Judith Butler

Over 800 Palestinians and 34 Israelis have now been killed in Operation Protective Edge, while last night the largest protest since the second intifada took place in the West Bank. Judith Butler on the Israel/Palestine conflict and a one state solution. This interview was first published on 23 July 2013.

https://www.opendemocracy.net/transformation/ray-filar/willing-impossible-interview-with-judith-butler

Plastic microbeads pile up into problems for the Great Lakes

Senators address colleges’ accountability for sexual assault

Special Counsel v. Lynn, 29 M.S.P.R. 666, 668-69 (1986)

https://osc.gov/Resources/annual%20report%201986.pdf

Tuesday, July 29, 2014

affirmative defense, MSPB

See Leaton v. Department of the Interior, 65 M.S.P.R. 331, 341 (1994), aff’d, 64 F.3d 678, (Fed. Cir. 1995) (Table) (holding that the Board may adjudicate a claim that a PPP has occurred “when such a claim is interposed as an affirmative defense to an otherwise appealable action”). An affirmative defense occurs when an employee claims that an action should not be sustained because: (1) there was a harmful error in the agency’s procedures for taking the action; (2) the decision was based on a PPP; or (3) the decision was otherwise not in accordance with the law. 5U.S.C. § 7701(c)(2). While an agency has the burden to prove that its action is supported by a preponderance of the evidence, the appellant asserting an affirmative defense bears the burden to prove the affirmative defense by a
preponderance of the evidence. 5 C.F.R. § 1201.56(a)(2).

Prohibited Personnel Practices (PPPs), OSC

https://osc.gov/Pages/PPP.aspx

Thursday, July 24, 2014

Ralph Waldo Emerson

George Bernard Shaw

The Best Vegan Restaurants in Los Angeles

http://laist.com/2014/07/23/the_best_vegan_restaurants_in_la.php

The Best Vegan Restaurants in Los Angeles

http://laist.com/2014/07/23/the_best_vegan_restaurants_in_la.php

Monday, July 21, 2014

Sunday, July 20, 2014

balancing work and life for assistant professor

https://faculty.diversity.ucla.edu/resources-for/work-life/family-friendly-academy/balancing-work-and-life-as-an-assistant-professor

Jessie J - Price Tag ft. B.o.B

Saturday, July 19, 2014

AOM in Philadelphia

Friday, July 18, 2014

Ego Strengthening and Ego Surrender

http://wellness-institute.org/images/Journal_3-2_Ego_Surrender.pdf

Crash Claims Leading AIDS Researcher

http://www.nytimes.com/2014/07/19/health/leading-aids-researcher-killed-in-malaysia-airlines-crash.html?smid=fb-nytimes&WT.z_sma=HL_LAR_20140718&bicmp=AD&bicmlukp=WT.mc_id&bicmst=1388552400000&bicmet=1420088400000&_r=2

How Geraldine Ferraro changed politics for women

Thursday, July 17, 2014

Taiwanese food

Could Brooklyn hipsters help save the middle class?

US code search

http://uscode.house.gov/search/criteria.shtml

http://uscode.house.gov/

law library of Congress

http://www.law.cornell.edu/uscode/text/5 (update)

How to Use Special Appointing Authorities for Veterans

http://www.fedshirevets.gov/hire/hm/use/

Wednesday, July 16, 2014

Veterans Federal Employment Data

http://www.fedshirevets.gov/hire/hrp/reports/index.aspx

kindness is a lifestyle

施壓「掛名」論文?疫苗中心主任遭控 疾管署送政風確認

http://news.msn.com.tw/news3789503.aspx

論文「掛名」風暴滾雪球,民進黨立委管碧玲今(16)天再指,衛福部疾管署研究檢驗及疫苗研製中心主任吳和生也遭人檢舉,疑似侵占部屬研究成果。疾管署副署長莊人祥回應表示,這是舊案,疾管署已於今年5月進行過調查,訪談過9位同仁,皆表示論文未被施壓要求「掛名」,但為求萬全,將交由政風體系確認。
繼昨晚臉書爆料、質疑衛福部長邱文達在2005年的論文數量異常後,管碧玲今天再指出,辦公室接獲來自研檢中心的內部檢舉,指控吳和生施壓同仁配合其發表論文,似有侵占部屬研究成果之嫌;更曾有不願配合者因此遭轉調其他單位。
莊人祥表示,疾管署早在今年5月就曾進行相關調查,訪談9位同仁,皆表示論文未被吳和生要求擔任通訊作者,吳和生也沒有以計畫主持人身分要求分配研究資源,或施壓同仁配合其發表論文,更沒有人因不配合憤而轉調其他單位,立委所指與事實不符。
吳和生除擔任疾管署研檢中心主任外,同時也擔任國家流感中心主任及腸道腹瀉實驗室負責人,實際參與流感、腸病毒及腹瀉病毒等相關研究,經疾管署初步統計,8年共發表18篇擔任通訊作者的論文,其中9篇與流感病毒相關,5篇與腸病毒相關,3篇與諾羅病毒相關,另1篇則與細菌相關,論文發表皆與其他實驗室負責人做法一致,並無不妥。
莊人祥強調,依疾管署規定,同仁所發表的學術論文,必須依實際參與程度及簽辦長官核定,且經所有共同作者簽名確認與相關組室同意後才可投稿,過程相當嚴謹。
不過,既然外界有所質疑,今年6月才到任的疾管署新任署長郭旭嵩最後栽示,指控雖屬舊案,但為求萬全,將交由政風體系確認。

Tuesday, July 15, 2014

pug and his friends

Sexual harassment, federal government

http://www.eeoc.gov/policy/docs/currentissues.html

http://www.eeoc.gov/laws/types/sexual_harassment_guidance.cfm

http://www.eeoc.gov/laws/types/sexual_harassment.cfm

http://www.eeoc.gov/eeoc/statistics/enforcement/sexual_harassment.cfm

Monday, July 14, 2014

pug

Veterans' Preference in Reduction in Force

http://www.opm.gov/policy-data-oversight/veterans-services/vet-guide/

Veterans have advantages over nonveterans in a reduction in force (RIF). Also, special provisions apply in determining whether retired military members receive preference in RIF and whether their military service is counted. This chapter deals with RIF in the competitive service; some, but not all, of the provisions apply in the excepted service.

Eligibility for Veterans' Preference in RIF

Determinations of Veterans' preference eligibility are made in accordance with the information under Preference in Appointments in Chapter 2, except that a retired member of a uniformed service must meet an additional condition to be considered a preference eligible for RIF purposes. This condition differs depending on the rank at which the individual retired from the uniformed service. Uniformed service as defined in 5 United States Code (U.S.C.) 2101 means the Armed Forces, the commissioned corps of the Public Health Service, and the commissioned corps of the National Oceanic and Atmospheric Administration.
Retirees below the rank of major (or equivalent) get preference if:
  • Retirement from the uniformed service is based on disability that either resulted from injury or disease received in the line of duty as a direct result of armed conflict, or was caused by an instrumentality of war and was incurred in the line of duty during a period of war as defined in section 101(11) of title 38, U. S. C. "Period of war" includes World War II, the Korean conflict, Vietnam era, the Persian Gulf War, or the period beginning on the date of any future declaration of war by the Congress and ending on the date prescribed by Presidential proclamation or concurrent resolution of the Congress; or
  • The employee's retired pay from a uniformed service is not based on 20 or more years of full-time active service, regardless of when performed but not including periods of active duty for training; or
  • The employee has been continuously employed in a position covered by the 5 U.S.C. chapter 35 since November 30, 1964, without a break in service of more than 30 days.
Retirees at or above the rank of major (or equivalent) get preference if they are disabled veterans as defined in 5 U.S.C. 2108(2) (includes XP, CP, and CPS) and also meet one of the criteria above for a person retired below the rank of major.
A preference eligible who at age 60 becomes eligible as a reservist for retired pay under 10 U.S.C. chapter 1223 (previously chapter 67) and who retires at or above the rank of major (or equivalent) is considered a preference eligible for RIF purposes at age 60 only if he or she is a disabled veteran as defined in 5 U.S.C. 2108(2) (includes categories XP, CP, and CPS). Receipt of retired pay under chapter 1223 meets the requirement that retired pay not be based on 20 or more years of full-time active service. Eligibility for retired reservist pay occurs at age 60; up to that time a reservist is not considered a retired member of a uniformed service and, if otherwise eligible, is a preference eligible for reduction in force purposes.
5 U.S.C. 3501, 3502; 5 CFR 351.501

RIF Retention Standing

Employees are ranked on retention registers for competitive levels (groups of similar jobs) based on four factors: tenure, Veterans' preference, length of service, and performance.
First they are placed in Tenure Group I, II, or III, depending on their type of appointment. Within each group, they are placed in a subgroup based on their veteran status:
  • Subgroup AD includes each preference eligible who has a compensable service-connected disability of 30 percent or more.
  • Subgroup A includes all other preference eligibles not in Subgroup AD, including employees with derived preference (see Chapter 2).
  • Subgroup B includes all employees not eligible for Veterans' preference.
Within each subgroup, employees are ranked in descending order by the length of their creditable Federal civilian and military service, augmented by additional service according to the level of their performance ratings.
When a position in a competitive level is abolished, the employee affected (released from the competitive level) is the one who stands the lowest on the retention register. Because veterans are listed ahead of nonveterans within each tenure group, they are the last to be affected by a RIF action.
Employees are not subject to a reduction in force while they are serving in the uniformed services. After return from active duty, they are protected from RIF action. If they served for more than 180 days, they may not be separated by RIF for 1 year after their return. If they served for more than 30 but less than 181 days, they may not be separated by RIF for 6 months.
5 U.S.C. 3502; 5 CFR 351.404(a), 351.606(a), and Subpart E

Category Rating

http://www.opm.gov/policy-data-oversight/veterans-services/vet-guide/

Category rating is an alternative ranking and selection procedure authorized under the Chief Human Capital Officers Act of 2002 (Title XIII of the Homeland Security Act of 2002) and codified at 5 U.S.C. § 3319. Category rating is part of the competitive examining process. Under category rating, applicants who meet basic minimum qualification requirements established for the position and whose job-related competencies or knowledge, skills and abilities (KSAs) have been assessed are ranked by being placed in one of two or more predefined quality categories instead of being ranked in numeric score order. Preference eligibles are listed ahead of non-preference eligibles within each quality category. Veterans' preference is absolute within each quality category. For more detailed information on Category Rating please visit Chapter 5 of the Delegated Examining Operations Handbook.

The "Rule of Three" and Veteran pass overs

Selection must be made from the highest three eligibles on the certificate who are available for the job--the "rule of three." However, an agency may not pass over a preference eligible to select a lower ranking nonpreference eligible or nonpreference eligible with the same or lower score.
Example: If the top person on a certificate is a 10-point disabled veteran (CP or CPS) and the second and third persons are 5-point preference eligibles, the appointing authority may choose any of the three.
Example: If the top person on a certificate is a 10-point disabled veteran (CP or CPS), the second person is not a preference eligible, and the third person is a 5-point preference eligible, the appointing authority may choose either of the preference eligibles. The appointing authority may not pass over the 10-point disabled veteran to select the nonpreference eligible unless an objection has been sustained.

Category Rating

Category rating is an alternative ranking and selection procedure authorized under the Chief Human Capital Officers Act of 2002 (Title XIII of the Homeland Security Act of 2002) and codified at 5 U.S.C. § 3319. Category rating is part of the competitive examining process. Under category rating, applicants who meet basic minimum qualification requirements established for the position and whose job-related competencies or knowledge, skills and abilities (KSAs) have been assessed are ranked by being placed in one of two or more predefined quality categories instead of being ranked in numeric score order. Preference eligibles are listed ahead of non-preference eligibles within each quality category. Veterans' preference is absolute within each quality category. For more detailed information on Category Rating please visit Chapter 5 of the Delegated Examining Operations Handbook.

veteran preference-- 5 point

http://www.opm.gov/policy-data-oversight/veterans-services/vet-guide/

5-Point Preference (TP)

Five points are added to the passing examination score or rating of a veteran who served:
  • During a waror
  • During the period April 28, 1952 through July 1, 1955; or
  • For more than 180 consecutive days, other than for training, any part of which occurred after January 31, 1955, and before October 15, 1976; or
  • During the Gulf War from August 2, 1990, through January 2, 1992; or
  • For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning September 11, 2001, and ending on the date prescribed by Presidential proclamation or by law as the last day of Operation Iraqi Freedom;or
  • In a campaign or expedition for which a campaign medal has been authorized. Any Armed Forces Expeditionary medal or campaign badge, including El Salvador, Lebanon, Grenada, Panama, Southwest Asia, Somalia, and Haiti, qualifies for preference.
http://www.fedshirevets.gov/job/vetpref/#5point

you are a 5 point preference eligible if your active duty service meets any of the following:
  1. 180 or more consecutive days, any part of which occurred during the period beginning September 11, 2001 and ending on a future date prescribed by Presidential proclamation or law as the last date of Operation Iraqi Freedom, OR
  2. Between August 2, 1990 and January 2, 1992, OR
  3. 180 or more consecutive days, any part of which occurred after January 31, 1955 and before October 15, 1976.
  4. In a war, campaign or expedition for which a campaign badge has been authorized or between April 28, 1952 and July 1, 1955.

nice pillow------pug

5 USC 2018 (3)-- preference eligible, veterans

(3) “preference eligible” means, except as provided in paragraph (4) of this section or section 2108a (c)
(A) a veteran as defined by paragraph (1)(A) of this section;
(B) a veteran as defined by paragraph (1)(B), (C), or (D) of this section;
(C) a disabled veteran;
(D) the unmarried widow or widower of a veteran as defined by paragraph (1)(A) of this section;
(E) the wife or husband of a service-connected disabled veteran if the veteran has been unable to qualify for any appointment in the civil service or in the government of the District of Columbia;
(F) the mother of an individual who lost his life under honorable conditions while serving in the armed forces during a period named by paragraph (1)(A) of this section, if—
(i) her husband is totally and permanently disabled;
(ii) she is widowed, divorced, or separated from the father and has not remarried; or
(iii) she has remarried but is widowed, divorced, or legally separated from her husband when preference is claimed;
(G) the mother of a service-connected permanently and totally disabled veteran, if—
(i) her husband is totally and permanently disabled;
(ii) she is widowed, divorced, or separated from the father and has not remarried; or
(iii) she has remarried but is widowed, divorced, or legally separated from her husband when preference is claimed; and
(H) a veteran who was discharged or released from a period of active duty by reason of a sole survivorship discharge (as that term is defined in section 1174 (i) of title 10);
but does not include applicants for, or members of, the Senior Executive Service, the Defense Intelligence Senior Executive Service, the Senior Cryptologic Executive Service, or the Federal Bureau of Investigation and Drug Enforcement Administration Senior Executive Service;

schedule A : appointing authority for people with disabilities

no specifically for veterans
is an excepted authority that agencies can use to appoint eligible veterans who have a severe physical, psychological, or intellectual diabilites

Saturday, July 12, 2014

you hurt me.....pug

world cup for pug.......

birthday gift for me?? pug

good night, pug sleeping on hands

vet guide

http://www.opm.gov/policy-data-oversight/veterans-services/vet-guide/

Employment of Veterans in the Federal Executive Branch - Fiscal Year 2012

http://www.fedshirevets.gov/hire/hrp/reports/EmploymentOfVets-FY12.pdf

Positions Restricted to Veterans

There are several jobs in the competitive service for which competition is restricted to
preference eligibles as long as there are qualified preference eligibles available (5 U.S.C. §
3310).

Types of jobs

The types of jobs restricted to preference eligibles are:

• Custodian;
• Elevator Operator;
• Messenger; and
• Guard.

Definition of Custodian

Custodian is one who:

• Performs cleaning or other ordinary routine maintenance duties in or about a small
Government building or a building under Federal control, a park, a monument, or another
Federal reservation; or
• Acts as a foreman of laborers engaged in cleaning or janitorial duties in or about a large
Government building or a building under Federal control, a park, a monument, or another
Federal reservation; or
• Fires a heating plant in a Federal building as a part of his/her duties in connection with the
cleaning and ordinary maintenance of the building.
Exception: This term does not include: 
 
• Skilled or semi-skilled trades positions; or 
• Laborer or foreman of laborers when the duties are not custodial in nature. 
 
You may wish to use the general rule that the position is restricted only when 50 percent or 
more of the duties are custodial services. 
 
Definition of Elevator Operator 
 
An individual whose primary duty is the running of freight or passenger elevators. The work 
includes opening and closing elevator gates and doors, working elevator controls, loading and 
unloading the elevator, giving information and directions to passengers such as the locations of 
offices, and reporting problems in running the elevator. 

Definition of Messenger 
 
A messenger is one who supervises or performs general messenger work (such as running 
errands, delivering messages, and answering call bells) or other light and simple manual or 
mechanical work, and incidentally performs miscellaneous tasks of a simple or routine nature. 
 
Definition of Guard 
 
A Guard is one who is: 
 
• Assigned to a station, beat, or patrol area in a Federal building or a building under 
Federal control to prevent illegal entry of persons or property or the illegal removal of 
persons or property; or 
 
• Required to stand watch at or to patrol a Federal reservation, industrial area, or other 
area designated by Federal authority, in order to protect life and property; make 
observations for detection of fire, trespass, unauthorized removal of public property or 
hazards to Federal personnel or property. 
 
How to announce for a position restricted to veterans 
 
For positions restricted to preference eligibles, your job announcement should contain a 
statement identifying the position as restricted to preference eligibles and explaining whether 
applications will be accepted from non-preference applicants. If you accept applications from 
non-preference eligibles, you should state in the announcement that they will not be considered 
if preference eligibles are available.


numerical rating procedures

You have three numerical rating procedures available for rating applicants:

• Rank and Select Using Numerical Test Scores;
• Rank and Select Using A-C-E (Quality level Rating); and
• Rank and Select Using Education/Training and Experience (Generic Rating).

Each of the numerical rating procedures produces a score on a 100-point scale.

You also have an alternative rating procedure available for ranking and selecting applicants:

• Category Rating.

Numerical Rating Procedures 
 
A-C-E or Quality Level Rating 
 
The A-C-E or Quality Level Rating procedure combines an applicant’s total qualifying 
experience and education/training into a single quality level rating. It also provides for 
assigning additional points, on the basis of an evaluation of the applicant in terms of specific 
competencies/KSAs that are important for successful performance of the duties of the position. 
This procedure uses three quality levels. 
 
Definition of quality levels 
 
Each quality level is defined in terms of increasing levels of difficulty or complexity. For 
example, you may define the quality levels as: 
 
A = Exceptional experience for the position for which the applicant is being 
considered. 
C = Good experience for the position for which the applicant is being considered. 
E = Minimally qualifying experience for the position for which the applicant is being 
considered.
Example of quality levels 
 
In this example, applicants are assigned points based on their quality level: 
 
90 points = Typically assigned to applicants at the "A" quality level 
80 points = Assigned to applicants at the "C" quality level 
70 points = Typically equated with minimum qualification, "E" quality level 
 
You should define quality levels broadly, as shown above, because applicants may have a wide 
variety of job-related experiences and training that you need to consider in determining the 
appropriate quality level. 
 
Additional points to augment the rating 
 
In cases where you have a large number of applicants with tied scores within a quality level, 
you should refine the scores by assigning additional points to the quality level score (i.e., A - C 
- E levels) of each applicant. You can achieve this by using job-related competencies/KSAs. 
 
You may use quality ranking factors to break tied scores by assigning points based on the 
applicant’s proficiency levels on the competencies/KSAs. However, when there are only a few 
applicants in the quality level(s) being considered, you may use a tie breaking procedure for 
selection among applicants within a quality level (see Chapter 6, Section B for Tie Breaking 
Procedures). 

Generic Ratings
The second third numerical rating procedure is the Generic Rating Procedure. In some cases, 
based on occupational analyses, you will find that several positions have the same minimum 
qualification and general competency/KSA requirements, differing primarily with respect to the 
technical specialty areas. This happens most often with entry-level positions. 
 
Example of generic ratings 
 
Entry-level engineering positions have the same basic minimum qualifications and general 
competency/KSA requirements. However, the specialty or specialized experience required 
varies by series such as Electronic Engineering or Mechanical Engineering. 
 
In these situations, you may choose to use a common set of quality level definitions to assign 
applicants to a quality level and then use a quality ranking factor to assess specialized training 
or experience relevant to the position to assign additional points within a quality level. 

Maximum number of allowable points per quality level 
 
The A-C-E and the Generic Rating numeric rating procedures allow the same maximum number 
of additional points for each quality level. These points can be added to an applicant's quality 
level score as long as the additional points, with the exception of veterans' preference, do not 
raise the applicant's rating to the next rating level. 
 
For quality levels “E” and “C”, the maximum number of points a rating could be augmented is 
9 points. For quality level “A”, a rating can be augmented by 10 points because doing so will 
not raise the applicant to a higher quality level. 
 
Applying veterans' preference 
 
After you determine the final earned rating of the applicant, you then add veterans’ preference 
points for the final numerical rating. For information on ordering eligibles on a certificate, see 
Chapter 6, Order of Certification. 



Category Rating Procedures

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

Category rating is a ranking and selection procedure authorized under the Chief Human
Capital Officers Act of 2002 (Title XIII of the Homeland Security Act of 2002) and
codified at 5 U.S.C. § 3319. Category rating is part of the competitive examining process.
Under category rating, applicants who meet basic minimum qualification requirements
established for the position and whose job-related competencies/KSAs or knowledge, skills and
abilities (KSAs) have been assessed are ranked by being placed in one of two or more
predefined quality categories instead of being ranked in numeric score order. Preference
eligibles are listed ahead of non-preference eligibles within each quality category. Veterans’
preference is absolute within each quality category.

Job announcement requirement

Under 5 CFR part 337, subpart C, you are required to describe each quality category in your job
announcements. You must use the “Basis of Rating” section to communicate to applicants that
category rating procedures will be used to rank and select eligible candidates. Agencies are not
expected to disclose crediting plans and/or rating schedules with scoring keys. Quality category
descriptions can be as simple as naming the categories such as, “Highly Qualified and
Qualified” or “Highly-Qualified, Well-Qualified, and Qualified”. In addition, you must clearly
describe how veterans’ preference is applied under category rating procedures.

Agency responsibilities

To use category rating procedures, an agency must fulfill certain requirements, both generally
and with respect to filling specific positions.

1. Agencies are required to meet the following general requirements:

• Establish a category rating policy that identifies the requirements for implementing
category rating for all competitive positions in the agency; and
• For the first 3 years after establishing the category rating policy, submit an annual report
to Congress and OPM (see below).

2. Agencies are required to meet the following requirements when filling a position:

• Define each quality category through job analysis (see Appendix G) conducted in
accordance with the “Uniform Guidelines on Employee Selection Procedures.” Each
category must have a clear definition that distinguishes it from other categories;
• Describe each quality category in the job announcement and apply the provisions in 5
CFR 330, subparts B, F, and G; and
• Place applicants into categories based upon their job-related competencies/KSAs; and
• Establish documentation and record keeping procedures for reconstruction purposes.
Defining quality categories 
 
In category rating, you must establish and define a minimum of two quality categories. Quality 
categories should be written to reflect the requirements to perform the job successfully and to 
distinguish differences in the quality of candidates’ job-related competencies/KSAs. Each 
quality category will have eligible candidates who have demonstrated, through an assessment 
tool(s), similar levels of proficiency on the critical job-related competencies/KSAs. 
 
Quality categories must be established and defined by the employing agency prior to 
announcing the job. Some factors to consider when defining quality categories may include: 
 
• Breadth and scope of competencies/KSAs; 
• Increased levels of difficulty or complexity of competencies/KSAs; 
• Successful performance on the job; and 
• Level of the job. 
 
You may use test scores as part of the job-related criteria to place eligible candidates into 
quality categories, as long as the test assesses job-related competencies/KSAs. When defining 
quality categories using numerical scores, you must be consistent with the technical standards in 
the Uniform Guidelines on Employee Selection Procedures (see 29 CFR part 1607, section 14) 
with respect to the development of any applicant assessment procedure. You must also comply
with the laws, regulations, and policies of merit selection (see 5 U.S.C. § 2301 and 5 U.S.C. § 
2302). 
 
When using scores from the Administrative Careers With America (ACWA) assessment for 
ACWA positions, your agency should coordinate with its legal office on the implementation of 
your agency’s category rating system. 

veteran, Delegated Examining Operations Handbook: A Guide for Federal Agency Examining Offices

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

Pastor Saves Unwanted Children From Abandonment With Baby Drop Box

http://iacknowledge.net/pastor-saves-unwanted-children-from-abandonment-with-baby-drop-box/

Coaching parents on toddler talk to address word gap

HIV returns in young child believed cured

別人的花火,我們的火燒厝─談中韓政經整合

http://www.stormmediagroup.com/opencms/review/detail/5a77c2d9-0819-11e4-8645-ef2804cba5a1/?uuid=5a77c2d9-0819-11e4-8645-ef2804cba5a1

上週中國國家主席習近平率領了龐大的官商代表團,浩浩蕩蕩出訪韓國。除不在話下的備受禮遇外,中韓雙方更發表聯合聲明及簽署多項合作協議,全面提升雙邊在經貿、文化、安全等領域的夥伴關係,並宣布將在今年底完成中韓FTA的談判。這次的韓國之行,中韓雙方各取所需,面子、裡子都雙贏,絕對值得放煙火慶祝,但隔岸旁觀的台灣,卻好像還沒意識到別人的花火,卻可能是讓自己火燒厝的惡火。

這次席的出訪,對中韓雙方的政治及經貿的正面效益都很巨大。先看經貿的互惠利益。中國早已成為韓國最大的出口市場,佔韓國出口總值26%(加上香港更高達31%),而且韓國年年享有巨額順差,2013年時就已超過950億美金,今年可望突破1000億。同時中國也是韓國主要的海外投資地,累計投資金額超過560億美金。三星、LG及樂天等集團,都在中國有既廣又深的投資佈局。三星更以「複製第二個三星」為發展目標,企圖建立從搖籃到墳墓的完整版圖。加深與中國的合作關係,取得更優惠的市場進入條件,繼續擴大貿易順差,降低服務業及投資的限制,當然是韓國的優先政策。

特別是2009年兩岸洽簽ECFA後,一時之間中-台ChiWan產業大聯盟呼之欲出,一個有技術有經驗,一個有市場有資金,迫使韓國即便已經有美國、歐盟二大FTA,仍要卯足全力推動中韓FTA來對抗。如今ChiWan如過往雲煙,而中韓FTA 卻後發先至,對韓國而言自然是喜事一樁。尤其是中韓FTA還沒簽署,韓國就藉這次到訪,先取得合資電影無配額限制、貨幣互換及800億人民幣QFII配額等超值前菜,未來中韓FTA簽署後,不只是關稅及投資的自由化,更可能爭取到中國的政府採購市場等大餅。而在政治上,韓國與中國的夥伴關係一方面給日本帶來壓力,也讓韓國儼然成為美、中二國在朝鮮半島事務的共同介面,安全地位更加確保,不放煙火實在無法表達韓國的喜悅。

於此同時,中國的得分項目,應該是政治多於經貿。中國這次打破多年慣例,未訪北韓而先到南韓,清楚的表達了對北韓金正恩屢勸不聽、不可預測的叛逆行為失去耐心,並有意重塑中國與南北韓互動模式的訊息。這種將北韓「留校察看」並提升南韓對話地位的改變,使中國在朝鮮半島事務上取得更為寬廣的迴旋空間及主動權。其次,韓國向來為美國亞太安全佈局的核心。美國歐巴馬總統今年四月份的亞洲之旅,重點也在強化與韓國及日、馬、菲四國的安全夥伴關係,其中不免帶有圍堵中國的考量。雖然本次中韓的安全合作尚屬於宣誓性質,但至少展現了中國俱有突破圍堵的政治及經濟實力,亦可藉此拉攏韓國對抗日本,同時利用中韓FTA的完成,給兩岸經貿協議的僵局帶來外部條件改變的壓力。一箭三雕,也是一步好棋。

中韓雙方賓主盡歡,既有面子又有裡子,台灣卻除了馬總統的「心急如焚」外,好像拿不出什麼對策。過去中國因兩岸服貿及貨貿協議正在談判,為顧及台灣感受及利益,各界研判可能有一種「先台後韓」的規劃,待兩岸經貿協議完成後,才會簽署中韓FTA。如今眼見兩岸協議前景不明,先收割中韓FTA又對中國有多重效果,導致中韓FTA應該會超車先進站。對台灣而言,潛在衝擊極為險惡。以我國出口的主力產品液晶面板為例,臺、韓面板是中國主要的進口來源,市佔率分別是23及27%,纏鬥激烈,而目前中國面板關稅高達10.2%,一旦中韓FTA給予韓國降稅待遇,其影響很快就會反應在我國整體出口表現上。其他如機械、塑膠及化學品等,也是關稅超過5%且臺韓競爭激烈的品項。除此之外,中韓FTA在服務業、投資、及政府採購的開放,也都會逐漸侵蝕台商的利基。更重要的是,眼見各國交叉結盟,相互拉抬戰略地位,牌越打越好,但台灣卻一直舉棋不定,不但經貿利益流失,政經地位也不斷被邊緣化,就快成為可有可無的角色,才是令人憂心之處。

話雖如此,心急如焚也無濟於事。即便我們都知道中韓FTA的威脅可能很快要火燒厝,也知道要靠兩岸經貿協議來滅火,但在兩岸互動缺乏安全感,對政府缺乏信心等基本問題未明顯改變前,就怕大家情願以不變應萬變,也不願向前跨出一步。最近一份民調顯示,仍有高達四成五的受訪者不贊成兩岸服貿協議,加上社會普遍對中韓FTA冷感,恐怕都是跡象。因此雖有燃眉之急,但先蹲好安全感及建立信心二個馬步,才是政府的當務之急。

*作者為中華經濟研究院WTO中心副執行長

建中生愛數學 吳博生世界第一

http://news.msn.com.tw/news3784683.aspx

Taiwanese food

Friday, July 11, 2014

Lego Gets A Lesson In Gender Stereotypes From A 7-Year-Old Girl

http://iacknowledge.net/lego-gets-a-lesson-in-gender-stereotypes-from-a-7-year-old-girl/

“Dear Lego company:
My name is Charlotte. I am 7 years old and I love legos but I don’t like that there are more Lego boy people and barely any Lego girls.
Today I went to a store and saw legos in two sections the girls pink and the boys blue. All the girls did was sit at home, go to the beach, and shop, and they had no jobs but the boys went on adventures, worked, saved people, and had jobs, even swam with sharks.
I want you to make more Lego girl people and let them go on adventures and have fun ok!?!
Thank you.
From Charlotte

If "birth control" logic were applied to men.



every sperm is precious.......

pugs in Taiwan

peer review sticker?

moarcites
your choice is not dominated by reasons
you have the power to make the choice, through making your own choices to become and reflect who you are

Exploring Anaheim's Little Arabia

http://www.kcet.org/socal/departures/columns/block-by-block/exploring-anaheims-little-arabia.html

Game-based school uses play to engage kids

Graffiti artists in Brazil combat violence against women

nice wall

You Broke Peer Review. Yes, I Mean You

http://codeandculture.wordpress.com/2013/11/18/youbrokepeerreview/

Thursday, July 10, 2014

Contacting Fear

There is physical fear. You know, when you see a snake, a wild animal, instinctively there is fear; that is a normal, healthy, natural fear. It is not fear, it is a desire to protect oneself, that is normal. But the psychological protection of oneself, that is, the desire to be always certain, breeds fear. A mind that is seeking always to be certain is a dead mind, because there is no certainty in life, there is no permanency. When you come directly into contact with fear, there is a response of the nerves and all the rest of it. Then, when the mind is no longer escaping through words or through activity of any kind, there is no division between the observer and the thing observed as fear. It is only the mind that is escaping that separates itself from fear. But when there is a direct contract with fear, there is no observer, there is no entity that says, "I am afraid." So, the moment you are directly in contact with life, with anything, there is no division; it is this division that breeds competition, ambition, fear.So what is important is not "how to be free of fear?" If you seek a way, a method, a system to be rid of fear, you will be everlastingly caught in fear. But if you understand fear, which can only take place when you come directly in contact with it, as you are in contact with hunger, as you are directly in contact when you are threatened with losing your job, then you do something; only then will you find that all fear ceases;we mean all fear, not fear of this kind or of that kind. - Krishnamurti, J. Krishnamurti, The Book of Life

Fear Is Nonacceptance of What Is

Fear finds various escapes. The common variety is identification, is it not?identification with country, with society, with an idea. Haven't you noticed how you respond when you see a procession, a military procession or a religious procession, or when the country is in danger of being invaded? You then identify yourself with the country, with a being, with an ideology.There are other times when you identify yourself with your child, with your wife, with a particular form of action, or inaction. Identification is a process of self-forgetfulness.So long as I am conscious of the "me" I know there is pain, there is struggle, there is constant fear. But if I can identify myself with something greater, with something worthwhile, with beauty, with life, with truth, with belief, with knowledge, at least temporarily, there is an escape from the "me", is there not? If I talk about "my country" I forget myself temporarily, do I not? If I can say something about God, I forget myself. If I can identify myself with my family, with a group, with a particular party, with a certain ideology, then there is a temporary escape.Do we now know what fear is? Is it not the non-acceptance of what is? We must understand the word acceptance. I am not using that word as meaning the effort made to accept. There is no question of accepting when I perceive what is. When I do not see clearly what is, then I bring in the process of acceptance. Therefore, fear is the non-acceptance of what is. - Krishnamurti, J. Krishnamurti, The Book of Life

between shoes, a nice place to sleep, pug

Taiwanese food

Taiwanese food

中韓FTA 台四分之一產業受威脅

http://m.udn.com/xhtml/ViewFreeArticle?type=news&cate=0&page=1&articleid=3879904&sn=1

Wednesday, July 09, 2014

Psychologists Have Uncovered a Troubling Feature of People Who Seem Nice All the Time

http://mic.com/articles/92479/psychologists-have-uncovered-a-troubling-feature-of-people-who-seem-nice-all-the-time

Tuesday, July 08, 2014

Who's really benefiting from the GI Bill?

two types of preference that may apply to a member of a Veteran's family

  • 1. Derived Preference
     Family Members With Derived Preference 
Derived Preference is given in situations when a Veteran is not able to use Veterans’ Preference. This occurs when a Veteran:
  • Is unemployed and rated by the military or Department of Veterans Affairs (VA) at 100% disabled or unemployable.
  • Has retired, been separated, or resigned from a civil service position on the basis of a disability that is service-connected in origin.
  • Is deceased.
In these cases, preference may be given to spouses, widows, widowers, or mothers of Veterans. However, none of these individuals may receive preference if the Veteran is living and is qualified for Federal employment. In some cases, both a Veteran's mother and spouse, including a widow or widower, may be entitled to Derived Preference on the basis of the same Veteran's service if they both meet the requirements.

10-point preference is given based on the following criteria for spouses, widows or widowers, and mothers of deceased or 100% disabled Veterans. Select each one to explore more information about it.

   Noncompetitive Appointment of Certain Military Spouses
This hiring authority was created to minimize disruptions to military families due to permanent relocation, disability, and deaths resulting from active duty service. Spouses do not get a hiring preference or priority, but may be selected outside of the normal hiring process. The authority allows agencies to appoint a military spouse without competition. Agencies can choose to use this authority when filling Competitive Service positions on a temporary, term, or permanent basis. However, the authority does not entitle spouses to an appointment over any other applicant.
Under Permanent Change of Station (PCS) orders, a spouse:
  • Must be authorized to relocate on the PCS orders.
  • Must actually relocate to the new duty station.
  • May only be appointed within the reasonable daily commuting distance of the new duty station.
  • Must be appointed within 2 years of the PCS.
  • 2. Military Spouse Preference
  • Military Spouse Preference is a separate Department of Defense (DoD) program applicable to positions being filled by the DoD both in the continental United States and at overseas locations. Spouses can apply to any job on USAJOBS.gov and apply noncompetitively as a military spouse. As part of the application process, you'll need to state on your résumé that you are eligible under the Military Spouse Preference hiring authority, and may need to submit corresponding documentation such as your spouse's PCS orders or your marriage license.
    More information about this preference can be obtained from your local DoD personnel office.