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Quota Hiring Case Study

911 words - 4 pages

The merit system standards case is based on Congressman Wally Herger’s comments regarding the United States Department of Agriculture’s (USDA) civil rights program (Reeves, 2006). In an attempt to persuade the House of Representatives that change was necessary, Herger quoted several United States Forest Service job announcements that included language such as “only unqualified applicants may apply” and “only applicants who do not meet Office of Personnel Management (OPM) qualification requirements will be considered” (Reeves, 2006). The This case study analysis will focus on the Forest Service’s unfair practice of actively recruiting and hiring unqualified applicants, the reasons for ...view middle of the document...

These issues have created hostility in Forest Service current employees and potential candidates that has manifested in an increased number of complaints filed with the EEOC, and costs to defend against and settle these complaints (Reeves, 2006). Berman, Bowman, West, and Van Wart indicates that an affirmative action program should not be used to maintain gender or racial imbalances indefinitely – which appears to be the case based on the information provided (Berman, Bowman, West, & Van Wart, 2013). This practice should be discontinued and the position openings filled with qualified candidates that meet all standard requirements.
In 2011, President Obama issued executive order number 13583 establishing a coordinated government-wide initiative to promote diversity and inclusion in the federal workforce (Executive Order 13583, 2011). The order requires government to consolidate compliance efforts established through statutory mandates, executive orders and regulatory requirements (Executive Order 13583, 2011). It also directs agencies to continue best efforts to identify and adopt best practices to promote diversity and remove barriers to equal employment opportunity, consistent with merit system principles and applicable law (Executive Order 13583, 2011). Development and issuance of the government-wide diversity and inclusion strategic plan, to be updated a minimum of every four years, is the major accomplishment of the order (Executive Order 13583, 2011). The plan highlights comprehensive strategies for government’s recruitment, hiring, promotion, retention, and development of employees focusing on workforce diversity, workplace inclusion and agency accountability (Executive Order 13583, 2011). The first published plan suggests a few actions for promoting diversity including: (1) the coordination of outreach and recruitment strategies to maximize the ability to recruit from a diverse and broad spectrum of applicants; (2) ensuring that outreach and recruitment strategies are designed to draw from all segments of society; (3) develop strategic partnerships with...

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