Posted by
The Blue Eye View of Blue Eye , MO on Friday, July 18, 2008 7:23:57 PM
Is THERE SHAME IN BEING a FEDERAL EMPLOYEE?
The purpose of this article is not the disparagement of
minorities, nor women, nor the majority of federal employees. The purpose
is to point out just how commonplace the misapplication of Federal Laws,
Executive Orders, and personnel programs affecting US Civil Service lower
quality of Government Services by promoting inexperienced through preferential discrimination
favoring only a select few minorities.
From the top to the bottom, from the Presidents’ cabinets and
administrations to new hires of every agency, the federal work force is controlled
and run by people for whom diversity and EEO are not the desired ends
but the MEANS to power. Their liberal, socialistic attitudes toward
their jobs rob Civil Service of the best and brightest people for the Federal
workforce and impede quality work as well as the hiring, training, and
promotion of the best qualified candidates. And our Congress and Media (who are
supposed to be fair minded overseers) simply ignore the problems. Our present
illegal alien problem and one presidential candidate are highly visible
examples of the mindset that minorities must receive preference.
Far too many appointments and promotions have been and will
continue to be filled with people chosen more for color, gender, and
controllability than knowledge, experience or ability and this practice hurts
the entire country. (Perhaps controllability was also a principal reason for Clinton’s selection of so many very
young and inexperienced.) Too many appointees are also found virtually
incompetent as they are neither knowledgeable about their jobs, agencies, nor even
their supposed areas of operations for which they make and enforce policies to
which everyone else must adhere.
Not too many years ago, Color
and Gender were considered improper selective factors and were the basis
for discrimination suits. Now they are the primary selection factors.
Consider Pena (DOT), Elders (Health), Cisneros (Housing), and Reich (Labor).
Which of those had actually successfully held previous jobs in fields for which
they made policy? Fortunately, these are only political appointees.
Consider Barack Obama, the
present Democrat Party designee for the next President. He only has about 140
or so hours of experience as a senator and none at all in business, personnel, law,
or anything else that might equip him with sufficient experience for office. Of
course, the Media fawn all over him and excuse his every foolish pronouncements
because he is sorta black, the first such minority to not make a complete fool
of himself by being Conservative as well (there have been other black
candidates, you know, but they weren’t “Liberals”).
Such foolishly liberal policies promoting diversity above
experience or even education ensure continued failures by larger than normal
percentages of minorities by promoting inexperience and ignorance to positions
well beyond their abilities to effectively cope. Such supposedly enlightened
policies hurt the nation and federal work force. Too many minorities fail who
would have had a much greater chance for success and could have become much
more effective if given sufficient training and allowed to accumulate
sufficient experience before being promoted. This is true at all levels and
areas of Civil Service from cabinet to field levels. BO is a mere example.
Unfortunately, within all realms of Civil Service, existing director,
manager, and supervisor effectiveness reports are partly graded and greatly
influenced by who, which, and how many minorities they manage to promote. (see
enclosure) Of course, ANY promotions
not handed to PC acceptable femmes/minorities are often immediately
challenged by partisan protected "Alphabet" groups (such as NBCFAE,
PWC, NHCFAE, NAACP, etc.) run by social minority members of those groups.
Women, Blacks, and Hispanics are currently all favored regardless of any other
quality.
Resulting Equal Employment
Opportunity complaints force all selecting officials to completely justify
every selection factor, often falsely. (Anything less may result in a selecting
official's being demoted or fired for "discrimination").
Self-protecting managers, therefore, take the easier approach of lowering acceptable
minimum selection standards, then protecting, and covering up their selections
mistakes. Here’s how it’s done.
For every Civil Service (and these rules apply to Corporations
as well) promotional vacancy, a public bid is published which lists the
required qualifications for selection. If the highest candidates for any
particular position might score 100 points on some arbitrary scale of
education, experience, and awards but the nearest minority only scores 75
points, then lowering minimum acceptable cutoff points to below 75
allows even poorly qualified applicants to be considered. Since all candidates
scoring above the minimum are selectable,
selecting officials may then choose whichever female or minority that will make
them look best in their own annual evaluation reports regardless of their selections
qualifications. In some cases lower standards have become institutionalized,
that is, lower standards have now been written into some Agency regulation
manuals thereby insuring the continued lowest possible range or point minimum
necessary to make the cut-off lists. Nearly every Agency has a list of required
minimum qualifications for any given agency job. Dumb those standards down far
enough and you can select anyone you choose to do anything regardless of the
job type (which is what happens).
Another common strategy is to disallow or give no credence to
particular or common work related experiences that have direct bearing upon any
specific job understanding or performance ability. For example, when applying
for management jobs within FAA's Air Traffic Division, an obvious aviation
related organization, aviation
experiences, other than direct Air Traffic Control, such as pilots' licenses,
aviation management, aviation related college degrees, etc. are given no points
nor credit at all; neither are Computer related degrees nor Personnel Management
degrees. In fact higher education of any sort is given little weight when
applying for any FAA management or supervisory positions regardless of
division. Result: poor decisions. Witness ATR-420 icing deaths.
This has become a common practice throughout the Federal work
force. Even Military Commanders are now under pressure to promote "under
represented" (normally spelled b-l-a-c-k) categories so that work forces
will be more "diverse" regardless of qualifications. Leadership
always suffers when nonqualitative factors dictate to whom and why promotions
are given. Not color nor genders denote any merit, ability, nor capability for anything
in particular so why are they deciding factors?
In the not too distant past, being a Federal employee was a
source of pride. Federal employees were generally considered competent,
dedicated, educated, well trained, and productive. The Civil Service exam was
supported by other agency and subject specific exams weeding out undereducated,
incompetent, and lazy. Today, most entry level CS jobs require but a High
School education or GED equivalency, however, even the outstanding scholar
program intended to help in the hiring of superior academic achievers, is being
abused to force hiring of Hispanics through waivers of required achievements.
In 1996 only 25% of all hirees were required to take any sort of qualifying
exam. Once hired for any job, socialistic programs intended to ensure
minority equality and promote diversity are further abused to promote
"under-represented" under qualified candidates over more qualified
whether minority or not. Upgrade training is also lax and, too often,
nonexistent.
Such incompetence is viral spreading upward as under qualified,
under educated, inexperienced, and ignorant people are pushed ever upward to
higher positions of authority. As the inexperience and ignorance spreads
upward, increasingly incompetent decisions and policies are foisted on the
lower echelons resulting in further deterioration of services.
Rampant socialism was the bane of the USSR but our liberal socialists, hiding under the guise of Congress (mostly the
Democrat Party), still seem to believe in, and are constantly striving for,
ever larger bureaucracies with ever more regulations to justify their own
existence. Unfortunately, such policies filter down into those of the states,
cities, and counties. Is this utopianism or just stupidity?
Less this be misunderstood, there is definite need for some
bureaucracy and Federal regulation in some major areas. And most
bureaucrats are still fairly technically competent dedicated individuals
regardless of whether minority status or not even though this percentage
is steadily decreasing. However, the socialization of military and government
agencies is under-mining our freedoms, promoting unworkable solutions, and
forcing immoral, sometimes illegal, actions on the work force and the general
populace. The Constitution is the forgotten document. California’s gross immoralities are
pure examples.
Simply put, multiculturalism, the belief that every cultural
concept is of equal moral value and must be accepted as a valid lifestyle
choice, is absurd but enforced within CS. Aiding and abetting this foolishness
is a full time job for most, if not all, federal employee Unions and several
offices set within the Departments and Agencies. Offices such as Human Rights,
Equal Employment Opportunity, Civil Rights, Public Affairs, etc. are becoming
separate entities no longer contained within agency personnel offices. They
have become key offices through which every
promotion or selection must be acceptable and which have veto power
over the selection methods and qualifications of every selection factor. Of
course, in practice, all affirmative action and diversity policies call for
these offices to be staffed by the very minorities and femmes who have
considerable stake in their selection processes.
To assure minority power, these offices all too often force or
require other hiring offices to give preference to minorities and femmes
rather than minority status being the additional selecting factor when all
else is equal as the law intended (see enclosures) making race/gender
the primary factors in promotional consideration. Any complainant is
immediately labeled a bigoted, prejudiced, crybaby and becomes unpromotable, a
pariah within their agencies. For a white male managerial to actually complain
about mis-application of laws or the selection process has become the kiss of
death for many federal careers.
The Nation suffers whenever all poor
choices and uninformed
decisions
are made, but particularly in the realms controlled by
various
Civil Service offices. We very much need to return to
merit and measurable promotional
standards. Only Congress has
the
power to affect such a return to meritocracy. Only the
voting
public can force Congressional action when the tide of
minority
PACs are against the return to the merit promotion
system.
B.O. is merely the latest, but highest, minority
selectee
unqualified for the position they seek. Don’t let his
rhetorical
pretensions and the Media sway your actions. Let’s
make
a real effort to eradicate incompetent Government.
PL
Booth, the Blue Eye View, Blue Eye, MO