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| Preface | |
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| Introduction | |
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| Introduction: Personnel Management in Government Agencies and Nonprofit Organizations | |
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| Productivity | |
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| Government Setting | |
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| Nonprofit Setting | |
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| Personnel Specialists | |
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| Plan of the Book | |
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| Case Study | |
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| Public Policies for Personnel Management in Government Agencies and Nonprofit Organizations | |
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| The Development of the Merit System | |
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| George Washington and his Men of Character | |
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| Andrew Jackson and Spoils | |
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| The Merit System and Machine Politics | |
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| Merit and the Constitution | |
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| Scientific Management and Efficient Government | |
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| The New Deal and Public Management | |
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| Specialization and Professionalism | |
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| Re-Thinking Merit | |
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| Contracting: The New Patronage? | |
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| Ethics, Rights, and Responsibilities | |
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| Political Neutrality: Government Employees | |
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| Free Speech | |
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| Restrictions on Nonprofit Organizations | |
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| Religion | |
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| Whistleblowing | |
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| Codes of Ethics for Public and Nonprofit Employees | |
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| Rights to Privacy | |
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| Drug Testing | |
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| Privacy and New Technologies | |
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| Liability of New Government Employees | |
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| Case Study | |
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| Diversity | |
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| The Concept of Representative Bureaucracy | |
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| Who Is Represented | |
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| Measures of Diversity | |
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| The Record | |
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| The Legal Mandates | |
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| Diversity Planning | |
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| Productivity | |
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| Job Design | |
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| Ability | |
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| Effort | |
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| Working Conditions | |
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| Evaluation | |
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| Organization for Personnel Management | |
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| Organization Theory | |
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| History of Personnel Organization in Government | |
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| Technical Core Structures of Personnel Management | |
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| Agency Linkages | |
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| Management in a Central Personnel Office | |
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| Institutional Relations | |
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| Organizational Needs | |
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| Succession Planning | |
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| Incrementalism and Personnel Management | |
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| Use of Human Resource Planning | |
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| Approaches Toward Succession Planning | |
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| A Model for Succession Planning | |
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| Position Analysis and Job Evaluation | |
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| Approaches to Position Analysis | |
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| Conducting a Functional Job Analysis | |
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| Position Description | |
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| Position Classification | |
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| Maintaining a Classification System | |
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| Alternatives to Position Classification | |
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| Job Evaluation | |
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| Position Analysis Exercise | |
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| Performance Evaluation | |
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| The Use of Performance Evaluations | |
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| Problems of Measurement | |
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| Types of Performance Evaluation | |
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| The Evaluators | |
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| Appeals | |
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| Performance Interview | |
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| Performance Evaluation Exercises | |
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| Selecting Employees | |
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| The Selection Process: An Overview | |
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| Recruitment | |
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| Job Announcements | |
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| Application forms | |
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| Minimum Qualifications | |
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| Examinations | |
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| Types of Examinations | |
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| Examination Validity and Reliability | |
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| Determining Passing Scores | |
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| Veterans' Preference Points | |
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| Certification | |
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| Interviews and Selection | |
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| Probationary Period | |
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| Job Announcement Exercise | |
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| Employee Needs | |
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| Employee Training and Development | |
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| Systematic Approach to Training | |
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| Volunteers | |
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| Career Development | |
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| Career Planning Exercise | |
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| Health and Safety | |
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| Violence | |
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| Safety | |
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| Personal Care | |
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| Family Care | |
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| Case Study | |
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| Discipline and Dismissal | |
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| Historical Developments | |
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| Types of Job Security | |
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| Why Fire Employees? | |
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| Disciplinary Processes | |
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| Standards for Disciplinary Action | |
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| Sexual Harassment | |
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| Retaliation | |
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| Appeal of Employee Dismissal Exercise | |
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| Compensation | |
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| The Principles of Compensation | |
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| Forms of Compensation | |
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| Setting Levels of Compensation | |
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| Cutting Pay | |
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| Conducting a Pay Survey Exercise | |
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| Collective Bargaining | |
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| Organizational Conflict and Collective Bargaining | |
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| The Emergence of Public Sector Bargaining | |
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| Unions and Nonprofit Organizations | |
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| Collective-Bargaining Structures | |
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| Scope of Bargaining | |
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| Bargaining Process | |
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| Impasse Resolution | |
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| Implementing Contract Provisions | |
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| Grievance and Arbitration | |
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| The Impacts of Collective Bargaining | |
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| Collective Bargaining Exercise | |
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| Conclusion | |
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| Summary and Conclusions | |
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| The Contemporary Vision of Personnel Management in Government Agencies and Nonprofit Organizations | |
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| General Sources in Personnel Management | |
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| Index | |