26
tions and performance on the duties
and scope of the job.
FOURTH PROGRAM: To Strengthen
Supervisor-Employee Relationships.
1. Federal employees should be
granted uniform appear privileges and
the right to organize« and consult with
management.
2. Efficiency rating should be^epn-
fined to an appraisal by the-.supervisory
of each employee’s performance^ pro
gress and growth potential. Summary
rating should be dropped or made op
tional with supervisors.
3. The reticenc«> ïî supervisors to
request the removal of employees for
unsatisfactory work iW ÿ ° r m a n ^ e
should be overcome by less cumber
some and time-consuming procedures.
4. The retention standing of em
ployees should be based upon their
suitability for the remaining tasks of
the organization, as well as upon their
past performance and SehfôjjB a B
5. The absolute retention preference
now accorded veterans should be re
placed by a formula granting addi
tional seniority credit for military ser
vice.
6. Supervisors should be required to
certify the eligibility of employees^ for
within-grade A vancement, and great
er use of the reward for superior ac
complishment should be encouraged.
FIFTH PROGRAM: To Reorient the
Efforts of Personnel Organizations
throughout the Federal Service, im
plementing the principle of decen
tralized administration under cen
tralized control.
1. The commission form of organiza
tion should be retained in the central
^ Isö n n el agency, but one commission-
ersshould be vested with full respon
sibility for administrative direction.
2. The personnejfedministrator and
chairman of the' Civil Service; Com
mission should be chosen by the Presi
dent with regard for his capacity, as a 4
administrator.
.
||H I
3. The internal organization of the
Civil Service Commission should be
realized to place greater ’emphasis up
on standards, inspection and informa
tion activities.
4. The' ^operating divisions of the
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I
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Salem, Oregon
Phone 3-4311
375 Chemeketa