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- Reassignment
- Reassignment is the noncompetitive movement of an employee to another position for which he/she qualifies at the same grade level and with an equivalent target grade if applicable.
- White papers 1998-11-18
- Military Leave
- An employee is entitled to time off at full pay for certain types of active or inactive duty in the National Guard or as a Reserve of the Armed Forces.
- White papers 1998-11-18
- Administrative Leave
- An absence from duty administratively authorized, without loss of pay and without charge to leave.
- White papers 1998-11-18
- Home Leave
- Leave earned by service abroad for use in the U.S., Commonwealth of Puerto Rico, or in the territories or possessions of the U.S.
- White papers 1998-11-18
- Funeral Leave
- Absence from duty without charge to leave for up to 3 days to make arrangements for, or attend the funeral services of an immediate relative who dies as a result of an injury, disease, or wounds incurred while serving as a member of the Armed Forces in a combat zone....
- White papers 1998-11-18
- Removal for Unsatisfactory Performance
- There are certain rules with which the manager must comply before terminating an employee for poor performance. When notice of proposed removal is given to an employee.
- White papers 1998-11-18
- Reprimand
- A formal disciplinary letter issued to an employee by a management official who has authority to discipline the employee. The Letter of Reprimand is the least severe formal penalty.
- White papers 1998-11-18
- Merit Promotion Program
- The Merit Promotion Program deals with the placement, promotion, transfer, reassignment and other movement of competitive service employees
- White papers 1998-11-18
- Self Development
- Self-development efforts are initiated and funded by the employee and are normally completed during non-duty hours. Supervisors can affect both outcomes by working with employees to identify training and development needs and by encouraging participation in the continuing educational activities of schools and professional associations.
- White papers 1998-11-18
- Supervisory and Managerial Training
- It is U.S. Department of the Interior practice to provide initial training for all newly selected supervisors to bridge the gap between skills required at the working level and those required at the supervisory and/or managerial level.
- White papers 1998-11-18
- Interagency Training
- Interagency training facilities are used to promote cost-efficiency, address common training needs and increase the quality and consistency in training.
- White papers 1998-11-18
- New Employee Orientation Program
- New employee orientation programs are designed to assist new employees in adjusting to their jobs and work environment and to instill a positive work attitude and motivation.
- White papers 1998-11-18
- Management Rights
- Management rights is a term which defines those areas over which management exercises exclusive decision-making authority.There are two categories of management rights, “mandatory” or reserved rights, such as the right to determine mission, budget, internal security and “permissive” rights.
- White papers 1998-11-18
- Demotion
- When notice of proposed demotion is given to an employee, the supervisor must comply with certain rules like advance notice, being given the time period, being given a reasonable amount of time etc.
- White papers 1998-11-18
- Court Leave
- An authorized absence (without loss of, or reduction in pay, leave entitlement, credit for time or service, or performance or efficiency rating) of an employee from work status for attending judicial proceedings for jury duty or in a non-official/official capacity as a witness on behalf of the U.S.
- White papers 1998-11-18
- Official Time
- An employee representing a union is entitled to official time for representational purposes including while negotiating a collective bargaining agreement during the time the employee otherwise would be in a duty status. The entitlement extends to time expended in proceedings designed to resolve an impasse in negotiations.
- White papers 1998-11-18
- Direct Hire Authority
- Direct-hire authority is designed to provide the needed flexibilities to effectively recruit eligibles for career- conditional appointment to positions in shortage or critical shortage occupations.
- White papers 1998-11-18
- On-the-Job-Training
- It is the responsibility of supervisors and managers to utilize available resources to train, qualify, and develop their employees. OJT will generally be the primary method used for broadening employee skills and increasing productivity. It is particularly appropriate for developing proficiency skills unique to an employee's job.
- White papers 1998-11-18
- Job Analysis
- Job analysis is information about a position to be filled that helps to identify the major job requirements MJR and links them to skills, education, training, etc., needed to successfully perform the functions of that job.
- White papers 1998-11-18
- Federal Employees' Group Life Insurance
- Most permanent Federal employees, including part-time employees, are eligible to enroll in the FEGLI program. Participation is entirely voluntary. However, if you are eligible, you are automatically enrolled in Basic insurance unless you waive this coverage.
- White papers 1998-11-18
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