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Mar 27, 2013 · Prohibited Personnel Practice to: Coerce political activity of any person (including providing any political contribution or service) Reprising against an employee or applicant for employment for the refusal of any person to engage in political activity.
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Searches related to 12 prohibited personnel practices opm
Prohibited Personnel Practices (5 USC § 2302 (b)) Any employee who has authority to take, direct others to take, recommend, or approve any personnel action, shall not, with respect to such authority—. discriminate for or against any employee or applicant for employment—.
Prohibited Personnel Practice 12: Violating Merit System Principles. Any employee who has authority to take, direct others to take, recommend, or approve any personnel action, shall not, with respect to such authority—
Prohibited personnel practices (PPPs) are employment-related activities that are banne d in the federal workforce because they violate the merit system through some form of employment discrimination, retaliation, improper hiring practices, or failure to adhere to laws, rules, or regulations that directly concern the merit system principles.
- Merit System Principles
- Concern For The Public Interest
- Efficiency and Effectiveness
- Performance Management Process - Merit System Principle
- Education and Training
- Retention Or Separation
- Incentives and Recognition
With the deregulation of performance appraisal and awards, agencies have been given authority and freedom to manage performance effectively. But delegation, deregulation, and simplification also mean increased accountability. The merit system principles provide a framework for responsible behavior and are key to mission success. The five component ...
Planning and establishing clear performance goals is a fundamental performance management process for managers and employees. Acknowledging and including customers as stakeholders in establishing those performance plans and goals can keep the public interest in the forefront. By planning and communicating the performance outcomes and results that w...
Ensuring the efficient and effective use of the workforce is not an annual or even occasional event. It requires continuous monitoring and improvement of financial and program performance against plans and standards. Leaving inefficient or ineffective performance unexamined and uncorrected is not consistent with basic merit system principles. Conti...
Planning – "All employees should maintain high standards of integrity, conduct, and concern for the public interest." Monitoring – "The Federal work force should be used efficiently and effectively." Developing – "Employees should be provided effective education and trainingin cases in which such education and training would result in better organi...
The capacity to perform was not taken for granted by the framers of the merit system principles. Providing appropriate development and training aimed at improving individual and organizational performance is considered a fundamental aspect of conducting the public's business under a merit system. Agencies should use their broad authorities to give ...
An organization under a merit system does not tolerate poor performance. The individual opportunity that the merit system protects must be matched by maintaining individual accountability. The appraisal requirements established in law and regulation for all employees create the foundation for that accountability. Employees must be told what is expe...
A merit system's underlying values include a strong sense of fairness. That sense of fairness is realized not only through due process protections and open competition, but also by establishing that better performance deserves greater reward and recognition. Agencies can use their broad, deregulated incentive awards authorities to establish a wide ...
The Office of Special Counsel (OSC) receives and investigates claims of prohibited personnel practices, including this provision. 5 U.S.C. § 1214 (a) (1) (A). If OSC concludes that there has been a violation, it may request the Merit Systems Protection Board (MSPB) to impose discipline against the violator. Id. § 1215.
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Sep 1, 2013 · This memo from the DOJ Personnel Staff explains the nine Merit System Principles and the twelve Prohibited Personnel Practices for federal employees. It also provides links to online courses and resources for managers and supervisors.
