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Recruitment, Retention, and Utilization of Federal Scientists and Engineers (1990) / Chapter Skim
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EXECUTIVE SUMMARY
Pages 1-4

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From page 1...
... , and the President makes about 150 appointments of individuals to leadership positions of importance to science and engineering (see Appendix A, Table 11~. Thus, the Commission asked the National Research Council's Committee on Scientists and Engineers in the Federal Government to review what is known about the ability of federal agencies to recruit, retain, and utilize scientists and engineers effectively.
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From page 2...
... Management Practices Relating to the Career Work Force 3. Perceptions about factors affecting the federal government's ability to recruit and retain scientists and engineers have remained basically the same for the past 30 years, in spite of specific efforts by OPM and individual federal agencies to en hance such recruitment and retention.
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From page 3...
... Direct-hire authority, computer-assisted classifications, more generic classifications. Performance appraisals and multiple components of pay increase that are not mutually exclusive; bonuses; awards Using adjunct personnel such as postdocs; flexibility in considering force factors other than seniority; simplified classification systems that enable the labs to retrain RIFed staff.
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From page 4...
... Several managers of federal scientists and engineers revealed difficulties in hiring women and minorities. CPDF data on the race/eth nicity and sex of federal employees, used by agencies such as the Equal Employ ment Opportunity Commission to monitor a variety of federal affirmative action programs, could also indicate where the federal government might pursue initia tives to respond to projected shortages of scientists and engineers, tapping groups currently underrepresented in the sciences and engineering.
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  • occupational classifications

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