Merit System Principles and Personnel Practices

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Questions and Answers

What is the primary purpose of Merit System Principles (MSP)?

To favor certain political affiliations in federal employment

To ensure hiring is based on ability without discrimination (correct)

To provide specific quotas for diverse hiring

To prioritize internal promotion over external hiring

Which group is primarily responsible for making decisions that directly affect hiring and retention of federal employees?

Agency leaders

Regulatory bodies

HR staff

Supervisors, managers, and executives (correct)

Direct Hiring Authorities (DHAs) are primarily used for what purpose?

To implement strict qualifications for candidates

To expedite the external hiring process (correct)

To restrict hiring to internal candidates only

To eliminate competition in hiring

Which is NOT considered a merit system principle?

Recruitment based on race Signup and view all the answers

Who acts as advisors regarding Personnel Authorities and merit system principles in an agency?

HR staff Signup and view all the answers

What should be the basis for recruitment, selection, and advancement according to the Merit System Principles?

Merit after fair and open competition Signup and view all the answers

Which of the following is a responsibility of agency leaders regarding merit system principles?

Being role models for MSPs and PPPs Signup and view all the answers

What is the consequence of not adhering to Prohibited Personnel Practices (PPP)?

Potential disciplinary action Signup and view all the answers

What is the duration of the probationary period for DoD employees appointed via competitive services?

2 years Signup and view all the answers

Which schedule is aimed at individuals with disabilities, chaplains, or attorneys?

Schedule A Signup and view all the answers

What is the main purpose of the probationary period for federal employees?

To evaluate conduct and performance Signup and view all the answers

Under the Veterans Recruitment Appointment, which veterans receive special hiring consideration?

30% disabled veterans Signup and view all the answers

What does Schedule C typically include?

SES and political appointees Signup and view all the answers

Who serves a concurrent probationary period with a new hire in the DoD competitive service?

New DoD competitive service supervisors Signup and view all the answers

Which of the following is NOT a part of the Interchange Agreements with other merit systems?

Department of Justice Signup and view all the answers

Under EO 13473, which group of individuals can receive a noncompetitive appointment?

Certain military spouses Signup and view all the answers

Which agency is NOT responsible for overseeing the Merit System?

Federal Bureau of Investigation Signup and view all the answers

What is one of the primary goals of the Merit System Principles?

To balance system flexibility with integrity Signup and view all the answers

Which of the following statements aligns with the merit system principle regarding employee treatment?

Employees and applicants must be treated fairly and equitably. Signup and view all the answers

What must occur for a violation of 5 U.S.C. § 2302(b)(6) to be established?

Intentional or purposeful personnel action to give preference Signup and view all the answers

Which merit system principle concerns the need for training employees?

Educate and train employees for performance enhancement Signup and view all the answers

What is a prohibited personnel practice regarding political influence?

Allowing political favoritism in promotions Signup and view all the answers

How does the merit system address the issue of reprisal in 'whistleblower' cases?

By protecting employees from reprisals for lawful disclosures Signup and view all the answers

Which of the following is NOT included in the nine merit system principles?

Managing employees based on political affiliation Signup and view all the answers

What is a requirement for veterans to be eligible for the Veterans Employment Opportunity Act of 1998?

Discharged under honorable or general conditions and completed three years of active service Signup and view all the answers

Which group of veterans is eligible for the Veterans Recruitment Appointment (VRA)?

Veterans who earned a campaign badge or an Armed Forces Service Medal Signup and view all the answers

What is the maximum GS level to which eligible veterans can be appointed under the VRA?

GS 11 Signup and view all the answers

What must a veteran complete to convert from a VRA to a competitive service status?

Two years of satisfactory performance Signup and view all the answers

Which appointment is likely aimed at 30% disabled veterans?

Provisional Appointment Signup and view all the answers

What is the purpose of the Delegated Examining (DE) authority?

To fill competitive civil service jobs through a competitive process Signup and view all the answers

Under the VRA, who receives veterans' preference when there are multiple candidates?

Preference-eligible veterans among the candidates Signup and view all the answers

What characterizes a Provisional Appointment?

It is a temporary role awaiting conversion to a non-temporary position Signup and view all the answers

Positions that are not confidential or policy determining are placed in which schedule?

Schedule B Signup and view all the answers

In which schedule are SES and political appointees placed?

Schedule C Signup and view all the answers

Who is the approving authority for Interchange Agreements?

Office of Personnel Management (OPM) Signup and view all the answers

Pathway programs, Interns, and Recent Grads are placed in which schedule?

Schedule B Signup and view all the answers

What is a period of absence that may count towards completion of the probationary period for a total of 22 workdays?

Leave Without Pay (LWOP)-US Signup and view all the answers

What action is taken if an employee fails to complete the probation during the probationary period?

Removal Signup and view all the answers

How many total workdays are creditable towards completion of the probationary period while in an approved non-pay status?

22 workdays Signup and view all the answers

Which block on the DD-214 provides information on the campaign or expeditionary medals of a service member?

Block 23 Signup and view all the answers

Study Notes

Merit System Principles (MSP) and Prohibited Personnel Practices (PPP)

All federal employees have the responsibility to uphold merit system principles and avoid prohibited personnel practices.
MSPs ensure job qualification is based on ability, preventing discrimination based on race, religion, national origin, sex, political affiliation, or other non-merit factors.
Recruitment, selection, and advancement must be based on merit after fair and open competition.

Agency Leaders, Supervisors, Managers & HR Staff

Agency leaders are decision-makers and role models for MSP and PPP values.
Supervisors, managers, and executives directly impact hiring, working conditions, utilization, and retention of federal employees.
HR staff advise management on personnel authorities and how to exercise them, ensuring awareness of MSP, PPP, and EEO.

Key Agencies responsible for MSP and PPP Oversight

Office of Personnel Management (OPM): Oversees and administers merit system principles.
U.S. Office of Special Counsel (OSC): Protects federal employees from prohibited personnel practices.
U.S. Merit System Protection Board (MSPB): Addresses appeals from federal workers alleging MSP and PPP violations.
U.S. Government Accountability Office (GAO): Provides oversight and investigates government agencies.
Equal Employment Opportunities Commission (EEOC): Enforces federal laws prohibiting discrimination in the workplace.

Goals of MSP/PPP

Clarifying expectations.
Balancing system flexibility with system integrity.
Promoting efficiency and effectiveness within federal agencies.
Establishing accountability for avoiding prohibited personnel practices.

Nine Basic Standards of MSP

Recruit, select, and advance on merit after fair and open competition.
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.
Manage employees efficiently and effectively.
Retain or separate employees on the basis of their performance.
Educate and train employees if it will result in better organizational or individual performance.
Protect employees from improper political influence.
Protect employees against reprisal for the lawful disclosure of information in "whistleblower" situations.

Prohibited Personnel Practices and Intent

The act itself may not be a violation; intent behind the action must be considered.
Improper purpose behind a decision, preselection, or illegal advantage granted can constitute a prohibited personnel practice.
5 U.S.C. § 2302(b)(6) must be proven to have an intentional or purposeful preference for a particular individual to violate MSP.

Special Hiring Authorities

Section 1599c(a): Enhanced appointments and compensation for healthcare professionals caring for wounded or injured military personnel.
Certain former overseas employees (EO 12721): Provides for noncompetitive appointment of certain former overseas employees.
Noncompetitive appointment of certain military spouses (EO 13473/ now covered by 5 U.S.C.): Authorizes the noncompetitive hiring of military spouses.
Veterans Recruitment Appointment (VRA): Allows agencies to appoint eligible veterans non-competitively to positions at any GS level up to GS 11.
30% Disabled Veterans Appointing Authority: Provides for noncompetitive appointment of veterans with at least a 30% disability rating.
Interchange Agreements with other merit systems (5 CFR 6.7): Allows for the transfer of employees between different merit systems.
Schedule Appointments:
- Schedule A: Individuals with disabilities, chaplains, or attorneys.
- Schedule B: Positions not suitable for a competitive exam.
- Schedule C: SES and political appointees.
- Schedule D: Pathways, interns, recent grads, and Presidential Management Fellows.

Probationary Period

Purpose: Evaluates the individual's conduct and performance to determine if the appointment should become final.
DoD Competitive Service: 2-year probationary period for new career or career conditional appointees.
DoD Competitive Service Supervisors: 1-year probationary period, served concurrently with new hire's probationary period.

Veterans Employment Opportunity Act (VEOA)

Provides opportunity to compete for permanent competitive service positions after initial excepted service appointment.
Eligibility:
- Veterans discharged honorably or under general conditions.
- Completed 3 or more years of active service.
- Preference-eligible veterans.
- Meeting qualification requirements.

Veterans Recruitment Appointment (VRA)

Excepted authority to appoint eligible veterans non-competitively to positions up to GS 11.
2 years of satisfactory performance required for competitive service conversion.
Permanent, term, or temporary appointments available.
Veteran's preference applies if more than one VRA candidate is preference-eligible.
Eligible veterans:
- All disabled veterans.
- Veterans with a campaign badge or expeditionary medal.
- Veterans who participated in a military operation for which an Armed Forces Service Medal was awarded.
- Veterans recently separated with honorable or general discharge within the past 3 years.

Provisional Appointments

Temporary appointments to continuing positions, with the intent to convert to non-temporary appointment.
Commonly used for 30% disabled veteran appointments.

Delegated Examining (DE)

OPM delegates to agencies to fill competitive civil service jobs through a competitive process.
Open to all U.S. citizens, including current federal employees.
Used for filling jobs that are not confidential or policy-determining and where it is impractical to apply qualification standards.

Schedule A

Positions that are not confidential or policy determining, and where it is impracticable to examine/apply qualification standards.

Schedule C

Positions designated for SES and political appointees.

Interchange Agreements

Agreements between agencies that allow for the transfer of employees.
Approved by the Office of Personnel Management (OPM).

Schedule D

Positions designated for Pathway programs, interns, recent grads, and Presidential Management Fellows.

Creditable Absence During Probationary Period

22 workdays: Period of absence in non-pay status (sick leave, annual leave, LWOP) may be counted toward probationary period completion.

Failure to Complete Probation

An employee who fails to complete probation during the probationary period may be subject to removal.

Probationary Period Exceptions

Transfers of employees who have not completed probation.
Career or Career Conditional appointments.
Veterans Employment Opportunity Act (VEOA) appointments.
Veterans Recruitment Appointment (VRA) appointments.

Creditable Time During Probationary Period

Time spent in approved non-pay status while on the rolls is creditable towards completion of the probationary period.
22 workdays: Creditable towards probationary period completion.

Standard Form (SF) 50 Tenure Indicators

Tenure 2: Indicates a temporary appointment in the competitive service.

Veterans' Preference Rules

Code of Federal Regulations (CFR) Part 335: Codifies Veterans’ Preference rules.

Campaign or Expeditionary Medals

DD-214 Block 23: Provides information on the campaign or expeditionary medals of a service member.

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Description

This quiz covers the essential concepts of Merit System Principles (MSP) and Prohibited Personnel Practices (PPP) as they relate to federal employees. Participants will learn about the responsibilities of agency leaders, supervisors, managers, and HR staff in upholding these principles and ensuring fair practices in recruitment and advancement. Additionally, it highlights the key agencies responsible for oversight of MSP and PPP.