Feds Recruit New World Order Cronies to Work for the Beast, the United Governments of the World, and Generously Compensate Them with Funds from the Public Treasury While 'Ordinary' Taxpayers Make the Sacrifices

The elites establishing world government have openly stated a plan to exterminate 6 billion people. The system is not run by people who are just corrupt, it is controlled by blood lusting control freaks who are unspeakably evil. - Infowars.com, March 11, 2012

In Search of Highly Skilled Workers: The Study on the Hiring of Upper Level Employees from Outside the Federal Government

A Report to the President and the Congress of the United States by the U.S. Merit Systems Protection Board

February 2008

Dear Sirs and Madam:

In accordance with the requirements of 5 U.S.C. 1204(a)(3), it is my honor to submit this U.S. Merit Systems Protection Board (MSPB) report, “In Search of Highly Skilled Workers: A Study on the Hiring of Upper Level Employees from Outside the Federal Government.” This report presents the findings of a study the MSPB conducted on the hiring of new employees at the upper level grades 12, 13, 14 and 15 in the General Schedule (GS) or similar pay plans in fiscal year 2005.

Each year, the Government hires tens of thousands of new employees. Traditionally, the vast majority of these new employees were appointed at grades GS-11 and below. However, the number of new hires at grades GS-12 and above has been increasing, especially since FY 2000. This trend is likely to continue as more employees retire, many of whom must be replaced to ensure that the Government has the expertise it needs to achieve its missions. In addition, as the needs of the American people become more complex, new programs often require the influx of new expertise at higher levels in the organization.

As the senior or journeyman-level specialists, analysts, supervisors and managers, these new upper level employees have critical roles in the effective and efficient operation of the government. MSPB studied this group of new employees to determine whether the Government is hiring the best applicants for these jobs in accord with the merit system principles and to find ways to improve the hiring of these highly skilled and experienced personnel.

I believe that you will find this report useful as you consider issues regarding the future of the Federal civil service.

Respectfully,
Neil A. G. McPhie, Chairman
U.S. Merit Systems Protection Board

Excerpt:

Since FY 1990, the number of new upper level employees hired has steadily increased. In FY 2005, the Government hired more than 12,000 new upper level employees. This number is 39 percent more than the 8,600 new upper level employees hired in FY 1990—the year preceding the downsizing and restructuring that occurred in the 1990s. The Government’s hiring pattern largely follows its overall priorities.

Homeland security, national defense, and the need to deliver services to the American public through the use of technology were three of the many Government priorities in FY 2005. These priorities were mirrored in who was hired in the Government, the types of upper level positions filled, and the agencies that did most of the hiring.

• Eighty percent of the new upper level employees were hired by 10 agencies, with the Department of Defense (DoD) and its major components (i.e., Air Force, Army, Navy and Marines) accounting for about half (47 percent) of the new hires. However, the hiring of new upper level employees did not occur equally across a department or agency. Rather, this hiring was concentrated in a few subordinate agencies of a department, or in a certain office or division of an agency, with responsibility to carry out priority programs.

• Although the new hires were appointed in 219 occupations, more than half (53 percent) were appointed in only 10 occupations. Many of the occupations support homeland security and national defense. Nevertheless, the number one occupation filled was information technology management, which is common to virtually all agencies.

• Many of the new hires had Government-related experience, which was gained either as employees of Federal contractors or members of the military service. Former employees of Federal contractors and former military members comprised almost half (48 percent) of FY 2005’s upper level new hires.

The hiring processes agencies used influenced who was hired.

• Although agencies relied on USAJOBS to advertise job vacancies, this was not the survey respondents’ primary source of job information. More new hires relied on their network of friends, their relatives, and their new Federal supervisors and co-workers to learn about job opportunities. Word of mouth is effective not only for some applicants, but also for agencies trying to find high-quality applicants. However, this approach has a limited reach and cannot be relied upon to ensure a diverse applicant pool.
  

• Assessment methods were sometimes used that unnecessarily limited who can qualify for vacant jobs. To ensure they get the person they believe is right for the job, agencies sometimes restrict competition through the use of selective factors. Although selective factors can ensure that only those with the right qualifications are hired for the job, they can also limit the pool of applicants who can qualify and, ultimately, the number of applicants referred for selection. Furthermore, agencies sometimes use selective factors inappropriately. Selective factors that are too restrictive can act as artificial barriers to open competition, eliminating qualified applicants from further consideration.

• The use of competitive examining—the traditional method of filling competitive service jobs—decreased from 64 percent in FY 1999 to 39 percent in FY 2005 for hiring new upper level employees. This decrease corresponded with the implementation of the Veterans Employment Opportunity Act of 1998. Since its implementation in FY 2000, hiring of new upper level employees under the Act increased from 6 percent of all the Government’s new upper level employees to 26 percent in FY 2005. The proportion of former military members hired under the Act has had considerable influence on the composition of the upper level new hires.

In 1953, about 75 percent of federal employees had a GS level of 7 or below. By 2009, in contrast, more than 70 percent of the workforce was GS 8 or higher (the 2011 pay scale for a GS 8 is $37,631 - $48,917; for a GS 15, it is $99,628 - $129,517, and can reach a high of $155,500 when locality pay is factored in). In 2009, there were 857,275 federal employees in grades GS9-GS15 — this figure represents the entire federal workforce, not just those in the Washington, DC metropolitan area. There were 445,749 federal employees in grades GS1-GS8. Of the total U.S. workforce, about 10 million Americans have incomes over $100,000 per year. [Source]

The average public sector worker spends about 30 years in the workforce and 30 years retired, and the average private sector worker spends about 40 years in the workforce and 20 years retired. California public sector retirees, on average, receive a retirement pension equal to 66% of their average base pay after working 30 years while private sector retirees receive retirement benefits equal to 33% of their base pay after working 40 years (in California the average base pay of public servants is $68,000 while the average base pay of private workers is $41,500). Extrapolated to the United States as a whole, it is clear that the California model would mean that public sector retirees would cost taxpayers $862 billion per year, which is only 6% less than the entire bill for Social Security for more than six times as many people. In other words, local and state public sector workers (16% of the workforce in California) retire 10 years earlier with retirement benefits 33% greater than private sector workers (84% of the workforce) — all at the expense of the taxpayers. [The Cost of Retirement Security in America, Free Republic, January 1, 2011]

If private citizens cannot collect Social Security benefits until age 62, and if the maximum Social Security benefit is $21,636 per individual, then why are federal employees allowed to retire at age 50 and why aren't their pensions capped at $21,636 per individual. Since 1987, federal employees including members of Congress have had the benefit of three guaranteed income payments in their retirement [for many federal retirees, their income is virtually unchanged — their retirement income is almost as much as their income while still employed by the federal government; and because they can retire so young, many of them start a second government career, double dipping into the public treasury].