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Handbook of Human Resource Management in Government Second E
8.1Percentage of Younger and Older Workers in the United States, by Level of Government and Sector, 20011708.2Best Practices in Federal Agency Succession Planning17418.1Key U.S. Supreme Court Actions or Decisions on Affirmative Action40819.1Sexual Harassment in the Armed Services: Percentage of Respondents Reporting at Least One Incident in the Past Year42421.1Three Sets of Motivational Needs48024.1Harborville Police Department Tentative Dimension-Exercise Matrix56927.1Selected Standards for Iowa’s Public Libraries63227.2Process Flowchart Symbols64028.1Tools Employed in the Planning Cycle66631.1Public Employee Benefits Summary73832.1Annual Cost Savings for Fire Stations Staffed with Student Firefighters76032.2Cost of Implementation of the City of Big Spring Personnel Project762FIGURES26.1Constructing Pay Ranges60928.1The Strategic Planning Cycle65128.2The Planning Wheel65228.3A Police Department Planning Wheel (Rings 1, 2, and 4)65528.4Police Department Planning Wheel (Rings 1 Through 4)65928.5Detail of Step 3 of the Police Department Planning Cycle664EXHIBITS8.1City Managers’ Descriptions of Achievements and Obstacles18010.1Sample Job Description for a Volunteer Position22912.1IPMA-HR Principles and Values Statement26212.2Sample Ethics Training Outline26613.1Changing Notions of Human Resource Development27513.2Checklist to Determine the Best Organizational Assessment Strategy27813.3Examples of Two Approaches to Management Training Programs:Performance Gap and Comprehensive28213.4Checklist of Possible Needs of Individuals28313.5Checklist of Instructional Methods by Instructional Family28814.1Organizational Climate Index30514.2Survey of Organizational Climate307
15.1 An Analysis of Mediator Knowledges and Skills 339 18.1 Sample Table of Contents and Language for an Affirmative Action Plan for Midtown, USA 415 19.1 Athens-Clarke County Government Policy Manual 432 22.1 Employee Performance Evaluation Form 510 22.2 MBO Appraisal 515 22.3 Corrective Counseling Report 520 23.1 Sample PAQ Items 542 23.2 Knowledge and Skills for the Position of Police Lieutenant Determined Through Task Analysis 547 23.3 Two Scales That Might Be Used in Task Analysis Ratings 549 23.4 Excerpts from the Uniform Guidelines on Employee Selection Procedures 551 24.1 Harborville Police Department 2004 Lieutenants’ Assessment Center Roll-Call Training Exercise 561 25.1 Career Path Identification by Classification and Current Grade 587 25.2 Sample Job Description 593 25.3 Sample Guide Chart 595 26.1 Five Examples of Salary Range Alternatives 613 27.1 Oregon Benchmarks 627 27.2 Reporting Progress on Oregon’s Benchmarks: Benchmarks 40 and 41 628 27.3 Benchmarks for Prompt Referral of Job Candidates 634 27.4 Benchmarks for Prompt Position Audits for Reclassification and Compensation Requests 636 27.5 Benchmarks for Prompt Hearing and Resolution of Employee Grievances: Selected Cities 637 27.6 Process Chart: Requisitioning Small Tools 642 27.7 Process Chart: Proposed Process with Improvements 643 28.1 Useful Tools for Identifying Vision, Values, and Mission 653 29.1 Sample Employee Attitude Survey Schedule (Pencil-and-Paper Version) 673 29.2 Sample Employee Attitude Survey 674 29.3 Factors That Reduce Survey Reliability and Validity 678 29.4 Sample Questions for Use in a Workplace Ethics Audit Interview 683 29.5 The Interview Development and Implementation Process 684 29.6 Conducting a Focus Group 687 29.7 Preamble and Questions for Use in a Focus Group on Servant-Leadership 688 29.8 Steps in a Return-on-Investment Analysis 693 29.9 Return-on-Investment Analysis for a Religious Diversity Training Program 694
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