Merit System Standards: Hiring The Unqualified

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Cassie Higgins PAS 325 Merit System Standards: Hiring the Unqualified 23 January 2012 Introduction: Congressman Wally Herger wrote a letter to the House of Representatives commenting on USDA Civil Rights Programs. In his letter Herger clearly states his strong support of the Civil Rights Act of 1964 and mentions the regrettable fact that the United States Department of Agriculture civil rights programs put in place to support this act in fact do quite the opposite. Herger stresses that the USDA civil rights programs’ obsession on race and gender creates an unfair environment in hiring and promoting workers. He goes on to urge that we return to the ideals of hiring and promoting workers based on their expertise and knowledge and not on the color of their skin or their sex (Reeves, 2006, pp. 41-42). In this paper I will address my reasons for discontinuing the Forest Service’s practice of reserving certain designated positions to be filled by unqualified applicants, the implied correlation between an increase in EEOC complaints and the filling of positions with unqualified applicants, and the options available for achieving the Forest Service’s goal of increased diversity without compromising the merit system. Discussion: I feel that if we want to see a Forest Service, or any public sector area, that is strong, competent, and dependent we need to discontinue the practice of reserving certain positions for unqualified applicants in the name of civil rights. The original goal of the merit system was to “reward employees who are competent and those who exhibit integrity” (Berman, Bowman, West, & Van Wart, 2010, pp. 11). Unfortunately as is pointed out in our case study, many affirmative action programs are “nothing more than quota programs” (Reeves, 2006, pp. 42). Instead of rewarding employees who are good at their jobs by offering opportunities for

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