| 1. |
The MSPB in Federal work force stands for: The US Merit Systems Protection Board |
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True |
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False |
| 2. |
The PPPs in Federal work force stands for: Prohibited personal practice |
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True |
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False |
| 3. |
The 12 PPPs identified at 5 U.S.C. § 2302 (b), are, in short:
- Discriminate against an employee or applicant based on race, color, religion, sex, national origin, age, disability, marital status, or political affiliation;
- Solicit or consider any recommendation that is not job-related and based on personal knowledge of the employee or applicant;
- Coerce the political activity of any person;
- Deceive or obstruct any person from competing for employment;
- Influence anyone from withdrawing from competition;
- Give an unauthorized preference or advantage to an employee or applicant;
- Give employment advantages to relatives;
- Retaliate against employees or applicants for whistleblowing;
- Retaliate against employees or applicants for filing an appeal, complaint, or grievance;
- Discriminate based on personal conduct which is not job related;
- Violate veterans’ preference requirements; and
- Take or fail to take any personnel action that violates any law, rule, or regulation directly concerning the merit system principles.
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True |
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False |
| 4. |
These prohibitions are important because they help ensure that managers treat employees fairly and equitably, while strengthening the trust that the American public has that their public servants are not being managed arbitrarily or based on non-merit factors. Avoiding each of these PPPs is critical since the existence of just one of these actions can damage the working environment in any organization. |
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True |
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False |
| 5. |
The studies that were conducted by MSPB in the 1990s, indicated that minorities and woman were not discriminated against in the federal work force. |
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True |
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False |
| 6. |
Promotion rates are generally comparable across lines of ethnicity/race and gender, but some differences persist. Statistical analysis indicates that those differences are driven primarily, although not exclusively, by factors such as occupation, education, and experience. The analy¬sis also suggests that the value of factors such as education and experience depends more on relevance and quality than on sheer quantity. For example, we found that supervisory experi¬ence from an earlier position makes little difference in initial advancement but gains impor¬tance at higher levels. |
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True |
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False |
| 7. |
Figure 4 shows: |
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Percentage of employees perceiving denial of a job, promotion, or other job benefit on the basis of age, by age group, 1992-2007 |
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The rate of unemployment at different age group |
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The health cost of the employees in federal work force at various age group |
| 8. |
The followings are not considered PPPs:
- Obstructing any person with respect to such person’s right to compete for employment (5 U.S.C. § 2302(b)(4));
- Influencing any person to withdraw from competition for any position for the purpose of improving or injuring the prospects of any other person for employment (5 U.S.C. § 2302(b)(5));
- Granting unauthorized preference to any employee or applicant for employment for the purpose of improving or injuring the prospects of any particular person for employment (5 U.S.C. § 2302(b)(6)); and,
- Appointing, employing, promoting, advancing, or advocating for appointment, employment, promotion, or advancement any individual who is a relative (5 U.S.C. § 2302(b)(7)).
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True |
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False |
| 9. |
In particular, American Indian and Black employees were more likely to report that they were "passed over" because a position had been filled unfairly. These differences reinforce the importance of openness in terms of advertising opportunities, communicating the criteria for advancement, and in assuring that employees have equitable access to opportunities, such as training and high-profile work assignments, that can enhance an employee’s chances of promotion. |
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True |
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False |
| 10. |
Veterans’ preference is a benefit granted by law to individuals who meet certain criteria related to military service. Its purpose is to recognize the personal sacrifices veterans have made to society through their military service. The most visible form of veterans’ preference is preference in Federal hiring. |
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True |
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False |
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