§ 2302. Prohibited personnel practices
(1) For the purpose of this title, “prohibited personnel practice” means any action described in subsection (b).
(2) For the purpose of this section—
(A) “personnel action” means—
(i) an appointment;
(ii) a promotion;
(iii) an action under chapter 75 of this title or other disciplinary or corrective action;
(iv) a detail, transfer, or reassignment;
(v) a reinstatement;
(vi) a restoration;
(vii) a reemployment;
(viii) a performance evaluation under chapter 43 of this title or under title 38;
(ix) a decision concerning pay, benefits, or awards, or concerning education or training if the education or training may reasonably be expected to lead to an appointment, promotion, performance evaluation, or other action described in this subparagraph;
(x) a decision to order psychiatric testing or examination;
(xi) the implementation or enforcement of any nondisclosure policy, form, or agreement; and
(xii) any other significant change in duties, responsibilities, or working conditions;
with respect to an employee in, or applicant for, a covered position in an agency, and in the case of an alleged prohibited personnel practice described in subsection (b)(8), an employee or applicant for employment in a Government corporation as defined in section 9101 of title 31;
(B) “covered position” means, with respect to any personnel action, any position in the competitive service, a career appointee position in the Senior Executive Service, or a position in the excepted service, but does not include any position which is, prior to the personnel action—
(i) excepted from the competitive service because of its confidential, policy-determining, policy-making, or policy-advocating character; or
(ii) excluded from the coverage of this section by the President based on a determination by the President that it is necessary and warranted by conditions of good administration;
(C) “agency” means an Executive agency and the Government Publishing Office, but does not include—
(i) a Government corporation, except in the case of an alleged prohibited personnel practice described under subsection (b)(8) or section 2302(b)(9)(A)(i), (B), (C), or (D);
(ii)(I) the Federal Bureau of Investigation, the Central Intelligence Agency, the Defense Intelligence Agency, the National Geospatial-Intelligence Agency, the National Security Agency, the Office of the Director of National Intelligence, and the National Reconnaissance Office; and(II) as determined by the President, any executive agency or unit thereof the principal function of which is the conduct of foreign intelligence or counterintelligence activities, provided that the determination be made prior to a personnel action; or
(iii) the Government Accountability Office; and
(D) “disclosure” means a formal or informal communication or transmission, but does not include a communication concerning policy decisions that lawfully exercise discretionary authority unless the employee or applicant providing the disclosure reasonably believes that the disclosure evidences—
(i) any violation of any law, rule, or regulation; or
(ii) gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety.
(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—
(1) discriminate for or against any employee or applicant for employment—
(A) on the basis of race, color, religion, sex, or national origin, as prohibited under section 717 of the Civil Rights Act of 1964 (42 U.S.C. 2000e–16);
(B) on the basis of age, as prohibited under sections 12 and 15 of the Age Discrimination in Employment Act of 1967 (29 U.S.C. 631, 633a);
(C) on the basis of sex, as prohibited under section 6(d) of the Fair Labor Standards Act of 1938 (29 U.S.C. 206(d));
(D) on the basis of handicapping condition, as prohibited under section 501 of the Rehabilitation Act of 1973 (29 U.S.C. 791); or
(E) on the basis of marital status or political affiliation, as prohibited under any law, rule, or regulation;
(2) solicit or consider any recommendation or statement, oral or written, with respect to any individual who requests or is under consideration for any personnel action unless such recommendation or statement is based on the personal knowledge or records of the person furnishing it and consists of—
(A) an evaluation of the work performance, ability, aptitude, or general qualifications of such individual; or
(B) an evaluation of the character, loyalty, or suitability of such individual;
(3) coerce the political activity of any person (including the providing of any political contribution or service), or take any action against any employee or applicant for employment as a reprisal for the refusal of any person to engage in such political activity;
(4) deceive or willfully obstruct any person with respect to such person’s right to compete for employment;
(5) influence any person to withdraw from competition for any position for the purpose of improving or injuring the prospects of any other person for employment;
(6) grant any preference or advantage not authorized by law, rule, or regulation to any employee or applicant for employment (including defining the scope or manner of competition or the requirements for any position) for the purpose of improving or injuring the prospects of any particular person for employment;
(7) appoint, employ, promote, advance, or advocate for appointment, employment, promotion, or advancement, in or to a civilian position any individual who is a relative (as defined in section 3110(a)(3) of this title) of such employee if such position is in the agency in which such employee is serving as a public official (as defined in section 3110(a)(2) of this title) or over which such employee exercises jurisdiction or control as such an official;
(8) take or fail to take, or threaten to take or fail to take, a personnel action with respect to any employee or applicant for employment because of—
(A) any disclosure of information by an employee or applicant which the employee or applicant reasonably believes evidences—
(i) any violation of any law, rule, or regulation, or
(ii) gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety,
if such disclosure is not specifically prohibited by law and if such information is not specifically required by Executive order to be kept secret in the interest of national defense or the conduct of foreign affairs;
(B) any disclosure to the Special Counsel, or to the Inspector General of an agency or another employee designated by the head of the agency to receive such disclosures, of information which the employee or applicant reasonably believes evidences—
(i) any violation (other than a violation of this section) of any law, rule, or regulation, or
(ii) gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety; or
(C) any disclosure to Congress (including any committee of Congress) by any employee of an agency or applicant for employment at an agency of information described in subparagraph (B) that is—
(i) not classified; or
(ii) if classified—(I) has been classified by the head of an agency that is not an element of the intelligence community (as defined by section 3 of the National Security Act of 1947 (50 U.S.C. 3003)); and(II) does not reveal intelligence sources and methods.1 1 So in original. The period probably should be a semicolon.
1 So in original. The period probably should be a semicolon.
(9) take or fail to take, or threaten to take or fail to take, any personnel action against any employee or applicant for employment because of—
(A) the exercise of any appeal, complaint, or grievance right granted by any law, rule, or regulation—
(i) with regard to remedying a violation of paragraph (8); or
(ii) other than with regard to remedying a violation of paragraph (8);
(B) testifying for or otherwise lawfully assisting any individual in the exercise of any right referred to in subparagraph (A)(i) or (ii);
(C) cooperating with or disclosing information to the Inspector General (or any other component responsible for internal investigation or review) of an agency, or the Special Counsel, in accordance with applicable provisions of law; or
(D) refusing to obey an order that would require the individual to violate a law, rule, or regulation;
(10) discriminate for or against any employee or applicant for employment on the basis of conduct which does not adversely affect the performance of the employee or applicant or the performance of others; except that nothing in this paragraph shall prohibit an agency from taking into account in determining suitability or fitness any conviction of the employee or applicant for any crime under the laws of any State, of the District of Columbia, or of the United States;
(A) knowingly take, recommend, or approve any personnel action if the taking of such action would violate a veterans’ preference requirement; or
(B) knowingly fail to take, recommend, or approve any personnel action if the failure to take such action would violate a veterans’ preference requirement;
(12) take or fail to take any other personnel action if the taking of or failure to take such action violates any law, rule, or regulation implementing, or directly concerning, the merit system principles contained in section 2301 of this title;
(13) implement or enforce any nondisclosure policy, form, or agreement, if such policy, form, or agreement—
(A) does not contain the following statement: “These provisions are consistent with and do not supersede, conflict with, or otherwise alter the employee obligations, rights, or liabilities created by existing statute or Executive order relating to (1) classified information, (2) communications to Congress, (3) the reporting to an Inspector General or the Office of Special Counsel of a violation of any law, rule, or regulation, or mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety, or (4) any other whistleblower protection. The definitions, requirements, obligations, rights, sanctions, and liabilities created by controlling Executive orders and statutory provisions are incorporated into this agreement and are controlling.”; or
(B) prohibits or restricts an employee or applicant for employment from disclosing to Congress, the Special Counsel, the Inspector General of an agency, or any other agency component responsible for internal investigation or review any information that relates to any violation of any law, rule, or regulation, or mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety, or any other whistleblower protection; or
(14) access the medical record of another employee or an applicant for employment as a part of, or otherwise in furtherance of, any conduct described in paragraphs (1) through (13).
This subsection shall not be construed to authorize the withholding of information from Congress or the taking of any personnel action against an employee who discloses information to Congress. For purposes of paragraph (8), (i) any presumption relating to the performance of a duty by an employee whose conduct is the subject of a disclosure as defined under subsection (a)(2)(D) may be rebutted by substantial evidence, and (ii) a determination as to whether an employee or applicant reasonably believes that such employee or applicant has disclosed information that evidences any violation of law, rule, regulation, gross mismanagement, a gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety shall be made by determining whether a disinterested observer with knowledge of the essential facts known to and readily ascertainable by the employee or applicant could reasonably conclude that the actions of the Government evidence such violations, mismanagement, waste, abuse, or danger.
(1) In this subsection—
(A) the term “new employee” means an individual—
(i) appointed to a position as an employee on or after the date of enactment of this subsection; and
(ii) who has not previously served as an employee; and
(B) the term “whistleblower protections” means the protections against and remedies for a prohibited personnel practice described in paragraph (8) or subparagraph (A)(i), (B), (C), or (D) of paragraph (9) of subsection (b).
(2) The head of each agency shall be responsible for—
(A) preventing prohibited personnel practices;
(B) complying with and enforcing applicable civil service laws, rules, and regulations and other aspects of personnel management; and
(C) ensuring, in consultation with the Special Counsel and the Inspector General of the agency, that employees of the agency are informed of the rights and remedies available to the employees under this chapter and chapter 12, including—
(i) information with respect to whistleblower protections available to new employees during a probationary period;
(ii) the role of the Office of Special Counsel and the Merit Systems Protection Board with respect to whistleblower protections; and
(iii) the means by which, with respect to information that is otherwise required by law or Executive order to be kept classified in the interest of national defense or the conduct of foreign affairs, an employee may make a lawful disclosure of the information to—(I) the Special Counsel;(II) the Inspector General of an agency;(III) Congress (including any committee of Congress with respect to information that is not classified or, if classified, has been classified by the head of an agency that is not an element of the intelligence community and does not reveal intelligence sources and methods); or(IV) another employee of the agency who is designated to receive such a disclosure.
(3) The head of each agency shall ensure that the information described in paragraph (2) is provided to each new employee of the agency not later than 180 days after the date on which the new employee is appointed.
(4) The head of each agency shall make available information regarding whistleblower protections applicable to employees of the agency on the public website of the agency and on any online portal that is made available only to employees of the agency, if such portal exists.
(5) Any employee to whom the head of an agency delegates authority for any aspect of personnel management shall, within the limits of the scope of the delegation, be responsible for the activities described in paragraph (2).
(d) This section shall not be construed to extinguish or lessen any effort to achieve equal employment opportunity through affirmative action or any right or remedy available to any employee or applicant for employment in the civil service under—
(1) section 717 of the Civil Rights Act of 1964 (42 U.S.C. 2000e–16), prohibiting discrimination on the basis of race, color, religion, sex, or national origin;
(2) sections 12 and 15 of the Age Discrimination in Employment Act of 1967 (29 U.S.C. 631, 633a), prohibiting discrimination on the basis of age;
(3) under section 6(d) of the Fair Labor Standards Act of 1938 (29 U.S.C. 206(d)), prohibiting discrimination on the basis of sex;
(4) section 501 of the Rehabilitation Act of 1973 (29 U.S.C. 791), prohibiting discrimination on the basis of handicapping condition; or
(5) the provisions of any law, rule, or regulation prohibiting discrimination on the basis of marital status or political affiliation.
(1) For the purpose of this section, the term “veterans’ preference requirement” means any of the following provisions of law:
(A) Sections 2108, 3305(b), 3309, 3310, 3311, 3312, 3313, 3314, 3315, 3316, 3317(b), 3318, 3320, 3351, 3352, 3363, 3501, 3502(b), 3504, and 4303(e) and (with respect to a preference eligible referred to in section 7511(a)(1)(B)) subchapter II of chapter 75 and section 7701.
(B) Sections 943(c)(2) and 1784(c) of title 10.
(C) Section 1308(b) of the Alaska National Interest Lands Conservation Act.
(D) Section 301(c) of the Foreign Service Act of 1980.
(E) Sections 106(f),1 1 See References in Text note below.
1 See References in Text note below.7281(e), and 7802(5) 1 of title 38.
(F)Section 1005(a) of title 39.
(G) Any other provision of law that the Director of the Office of Personnel Management designates in regulations as being a veterans’ preference requirement for the purposes of this subsection.
(H) Any regulation prescribed under subsection (b) or (c) of section 1302 and any other regulation that implements a provision of law referred to in any of the preceding subparagraphs.
(2) Notwithstanding any other provision of this title, no authority to order corrective action shall be available in connection with a prohibited personnel practice described in subsection (b)(11). Nothing in this paragraph shall be considered to affect any authority under section 1215 (relating to disciplinary action).
(1) A disclosure shall not be excluded from subsection (b)(8) because—
(A) the disclosure was made to a supervisor or to a person who participated in an activity that the employee or applicant reasonably believed to be covered by subsection (b)(8)(A)(i) and (ii);
(B) the disclosure revealed information that had been previously disclosed;
(C) of the employee’s or applicant’s motive for making the disclosure;
(D) the disclosure was not made in writing;
(E) the disclosure was made while the employee was off duty;
(F) the disclosure was made before the date on which the individual was appointed or applied for appointment to a position; or
(G) of the amount of time which has passed since the occurrence of the events described in the disclosure.
(2) If a disclosure is made during the normal course of duties of an employee, the principal job function of whom is to regularly investigate and disclose wrongdoing (referred to in this paragraph as the “disclosing employee”), the disclosure shall not be excluded from subsection (b)(8) if the disclosing employee demonstrates that an employee who has the authority to take, direct other individuals to take, recommend, or approve any personnel action with respect to the disclosing employee took, failed to take, or threatened to take or fail to take a personnel action with respect to the disclosing employee in reprisal for the disclosure made by the disclosing employee.
(Added Pub. L. 95–454, title I, § 101(a), Oct. 13, 1978, 92 Stat. 1114; amended Pub. L. 101–12, § 4, Apr. 10, 1989, 103 Stat. 32; Pub. L. 101–474, § 5(d), Oct. 30, 1990, 104 Stat. 1099; Pub. L. 102–378, § 2(5), Oct. 2, 1992, 106 Stat. 1346; Pub. L. 103–94, § 8(c), Oct. 6, 1993, 107 Stat. 1007; Pub. L. 103–359, title V, § 501(c), Oct. 14, 1994, 108 Stat. 3429; Pub. L. 103–424, § 5, Oct. 29, 1994, 108 Stat. 4363; Pub. L. 104–197, title III, § 315(b)(2), Sept. 16, 1996, 110 Stat. 2416, Pub. L. 104–201, div. A, title XI, § 1122(a)(1), title XVI, § 1615(b), Sept. 23, 1996, 110 Stat. 2687, 2741; Pub. L. 105–339, § 6(a), (b), (c)(2), Oct. 31, 1998, 112 Stat. 3187, 3188; Pub. L. 108–271, § 8(b), July 7, 2004, 118 Stat. 814; Pub. L. 110–417, [div. A], title IX, § 931(a)(1), Oct. 14, 2008, 122 Stat. 4575; Pub. L. 112–199, title I, §§ 101(a), (b)(1)(B), (2)(B), (C), 102–104(b)(1), 105, 112, Nov. 27, 2012, 126 Stat. 1465–1468, 1472; Pub. L. 112–277, title V, § 505(a), Jan. 14, 2013, 126 Stat. 2478; Pub. L. 113–235, div. H, title I, § 1301(b), Dec. 16, 2014, 128 Stat. 2537; Pub. L. 114–113, div. J, title II, § 238, Dec. 18, 2015, 129 Stat. 2700; Pub. L. 115–40, § 2, June 14, 2017, 131 Stat. 861; Pub. L. 115–73, title I, §§ 103, 107(a)(1), Oct. 26, 2017, 131 Stat. 1236, 1238; Pub. L. 115–91, div. A, title X, § 1097(b)(1)(B), (c)(1), Dec. 12, 2017, 131 Stat. 1616, 1618; Pub. L. 116–92, div. E, title LVII, § 5721, Dec. 20, 2019, 133 Stat. 2175; Pub. L. 116–283, div. A, title XI, § 1138, Jan. 1, 2021, 134 Stat. 3905.)
What are the merit system principles of Title 5 USC 2301? ›
Merit System Principles (5 USC § 2301)
Equal pay should be provided for work of equal value, with appropriate consideration of both national and local rates paid by employers in the private sector, and appropriate incentives and recognition should be provided for excellence in performance.
Merit System Principle
Treat employees and applicants fairly and equitably, with proper regard for their privacy and constitutional rights. Provide equal pay for work of equal value and recognize excellent performance. Maintain high standards of integrity, conduct, and concern for the public interest.
For example, Merit System Principle No. 9 provides that employees "should be protected against reprisal for the lawful disclosure" of waste, fraud, and abuse, while the list of prohibited personnel practices also prohibits reprisal for such disclosures. 5 U.S.C. § 2302(b)(8).What do merit system principles ensure? ›
A common conception of the Federal Government's merit system principles is that they are designed to ensure fair and open recruitment and competition and employment practices free of political influence or other nonmerit factors.Which of the five general principles could be described as doing good and trying not to harm others? ›
Principle A: Beneficence and nonmaleficence
The beneficence and non maleficence principle of the APA general principles guides psychologists to perform work that is beneficial to others yet does not hurt anyone in the process of carrying out that work.
Civil Service and the Merit Principle
The requirement that only a person's ability to do the job be considered when making decisions is known as “the merit principle”. The process of hiring and promoting people is called the “Merit System”.
The Constitution rests on seven basic principles. They are popular sovereignty, limited government, separation of powers, federalism, checks and balances, republicanism, and individual rights.What are the 5 principles our government is based upon? ›
The constitutional principles of checks and balances, federalism, limited government, popular sovereignty, republicanism, and separation of powers. .What is merit system principle 2? ›
The second principle, concerning fair and equitable treatment, sets forth the vision that Federal personnel management be free of unfair treatment and discrimination, where decisions are made solely on legitimate merit-based considerations.What is the merit system explanation? ›
Civil service, also known as the merit system, was created to assure that the recruitment and retention of a qualified work force, and, the selection and promotion of employees providing public services and compensated by tax dollars is conducted in a fair and impartial manner and in a competitive fashion.
How many merit systems principles are there? ›
There are nine Merit System Principles, which can be found in Section 230l(b) of title 5, U.S.C. These Merit System Principles provide guidance on how managers and supervisors should manage our human resources and how human resources staff should provide oversight of our core values.Which is an example of a merit system principle quizlet? ›
Treat employees and applicants fairly and equitably. Provide equal pay for equal work and reward excellent performance. Maintain high standards of integrity, conduct, and concern for the public interest.What is the merit principle quizlet? ›
Merit Principle. The idea that hiring should be based on entrance exams and promotion ratings to produce administration by people with talent and skill. Hatch Act (1933 and 1993)What are the objectives of merit system? ›
The primary objective of merit rating is to reward an employee on the basis of his merit. Merit rating supports a system of incentive ignoring the detailed procedure of work study.What is the merit system quizlet? ›
merit system. A system of public employment in which selection and promotion depend on demonstrated performance rather than political patronage. Office of Personnel Management (OPM) Agency that administers civil service laws, rules, and regulations.What are the five 5 main principles of ethics? ›
The five principles, autonomy, justice, beneficence, nonmaleficence, and fidelity are each absolute truths in and of themselves. By exploring the dilemma in regards to these principles one may come to a better understanding of the conflicting issues.
Being an ethical speaker is easy when you follow the five principles: trustworthiness, integrity, respect for others, dignity in conduct, and truthfulness in the message.What are the four ethical principles and why are they important to follow? ›
The Fundamental Principles of Ethics. Beneficence, nonmaleficence, autonomy, and justice constitute the 4 principles of ethics. The first 2 can be traced back to the time of Hippocrates “to help and do no harm,” while the latter 2 evolved later.What is a good score on a civil service application? ›
Generally, a score of four should be enough to secure an interview. Assuming you have been successful, interview slots are then made available so that you can select a convenient date and time.What are the principles of merit based recruitment? ›
Merit based selection
- psychometric testing.
- aptitude testing.
- information sought from referees.
What is a good score for civil service? ›
Typically, a score of 70% or above is good enough to pass. Your score places you on a ranking list, comparing you to others who have taken the exam. The better you do, the higher your rank, which can put you ahead of other applicants interested in civil service jobs.What are the 5 principles stated in the preamble? ›
"We the People of the United States, in Order to form a more perfect Union, establish Justice, insure domestic Tranquility, provide for the common defense, promote the general Welfare, and secure the Blessings of Liberty to ourselves and our Posterity, do ordain and establish this Constitution for the United States of ...Which of the following are part of the 5 principles of the principles model? ›
The five original principles are: Constructionist, Simultaneity, Anticipatory, Poetic, and Positive.What are the 6 basic principles of the Constitution and their significance purpose? ›
Summarize What are the six underlying principles of the Constitution? The six underlying principles of the Constitution are popular sovereignty, federalism, separation of powers, checks and balances, judicial review, and limited government.Who created the 5 principles of humanity? ›
What Jean Vanier's Five Principles of Humanity can teach student affairs professionals.What are 5 principles of democracy that are integral to the judicial branch? ›
Which principles of democracy are integral to the judicial branch? Why is an independent judiciary a key element of a democracy? The rule of law, accountability, transparency, control of the abuse of power, and independent judiciary.What are basic principles? ›
Definitions of basic principle. principles from which other truths can be derived. synonyms: basics, bedrock, fundamental principle, fundamentals.What is the opposite of merit system? ›
The merit system is the process of promoting and hiring government employees based on their ability to perform a job, rather than on their political connections. It is the opposite of the spoils system.What are the 12 prohibited personnel practices? ›
What are the 14 PPPs? An agency official shall not discriminate against an employee or applicant based on race, color, religion, sex, national origin, age, disability (or handicapping condition), marital status, or political affiliation. 5 U.S.C. § 2302(b)(1).What is the merit system in schools? ›
WHAT ARE THE PRINCIPLES OF THE MERIT SYSTEM? Selection and promotion based on merit and fitness, as determined by competitive examinations. Retention on the basis of demonstrated performance. Classification of positions on the basis of the duties and responsibilities actually performed.
What is merit example? ›
: to deserve (something, such as attention or good treatment) by being important or good. Both ideas merit further consideration. These issues merit special attention. His good work merits a raise. She did well enough to merit a second interview.What is the advantages of merit system? ›
(1) It provides a scientific basis for judging the capability of employees who will try to improve their performance if it is not up to their satisfaction. Hence it helps in making comparisons. ADVERTISEMENTS: (2) It provides a sound basis for the purpose of promotion, demotion, transfer or termination of employees.Which best describes merit system principle 1? ›
Merit Principle 1 – Recruitment and Selection
Employees are recruited, selected, and advanced on the basis of their relative ability, knowledge, and skills, including open consideration of qualified applicants for initial appointment.
An agency official shall not discriminate against an employee or applicant based on race, color, religion, sex, national origin, age, disability (or handicapping condition), marital status, or political affiliation. 5 U.S.C. § 2302(b)(1).What is merit systems principles msp 7 training? ›
Merit System Principle 7: Training. "Employees should be provided effective education and training in cases in which such education and training would result in better organizational and individual performance."What is the purpose of the Merit Systems Protection Board quizlet? ›
Merit Systems Protection Board ensures candidates are hired based on merit.What are the four major ethical principles quizlet? ›
Beneficence, nonmaleficence, respect for autonomy, and justice. These four principles are the beginnings of a common moral language and framework.How is the merit principle related to those who work as bureaucrats? ›
The bureaucracy carries out the responsibilities of the federal government. The merit system, in which bureaucrats are hired and promoted based on their skills rather than their political connections, has enhanced the effectiveness of the bureaucracy.What is Title 5 USC Section 2301? ›
(1) Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a work force from all segments of society, and selection and advancement should be determined solely on the basis of relative ability, knowledge, and skills, after fair and open competition which assures that all ...What is the significance of merit? ›
the quality of being good and deserving to be praised or rewarded, or an advantage that something has: Proposals will be judged strictly on merit by an external committee.
Why are the merit system principles important? ›
A common conception of the Federal Government's merit system principles is that they are designed to ensure fair and open recruitment and competition and employment practices free of political influence or other nonmerit factors.What is merit based decision making? ›
A merit-based system refers to a situation in which everyone has an equal chance of receiving opportunities or earning rewards based on their individual merits or performance, regardless of their gender, age, race, or background.What is a merit assessment? ›
Assessment tests are designed to predict how a person will succeed in learning new things. Merit tests are designed to allow applicants to demonstrate knowledge of tasks they routinely perform. There is no constant testing.What are the three parts of the United States Code USC Title 5? ›
- PART I—THE AGENCIES GENERALLY (§§ 101 – 913)
- PART II—CIVIL SERVICE FUNCTIONS AND RESPONSIBILITIES (§§ 1101 – 1508)
- PART III—EMPLOYEES (§§ 2101 – 11001)
Merit selection ensures that selection is based only on a person's ability to perform the work. Merit selection aims to choose the best person for the job, resulting in a quality workforce.What does 5 U.S.C. stand for? ›
Title 5 of the United States Code is a positive law title of the United States Code with the heading "Government Organization And Employees."What is Title 5 USC Code of Federal Regulations? ›
The Code of Federal Regulations Title 5 contains the codified Federal laws and regulations that are in effect as of the date of the publication relating to senior administrative personnel for each Federal Department and Agency.What section of 5 U.S.C. pertains to classification? ›
|Section of title 5||Source (U.S. Code)||Source (Statutes at Large)|
|5102(c)(26)||5 App.: 1082(36).||June 9, 1966, Pub. L. 89–444, §4, 80 Stat. 198 .|