Evening star. [volume] (Washington, D.C.) 1854-1972, 1953-08-09
u. S. Workers Rights Abused
In Job Cuts, House Unit Says
But Policies Lead to Overstoffine,
Report Asserts; Sick Time Tactics Hit

in classifying sickness, and fall
ure to correct conditions which
lead to sickness of the employee.
More Reports Due.
The subcommittee is headed
by Representative Corbett, Re-
publican. of Philadelphia. It's
initial report will be followed by
others as its investigation pro-
crosses.
The subcommittee said that
mo other single operation in
Government contributes more to
loss of efficiency, lowering of
morale and break down of the
Civil Service merit system than
does the present reduction-in-
force programs as they are ad-
miniStered in the departments
and agencies"
It said the net result has been
the retention of a large number
of inefficient or unqualified per-
sons in jobs for which they have
not been trained, while efficient
career employees with consider
able ability and years of service
are let go.
"In turn" the report said, "thiS
has required additional person.
mel and overtime work to accom-
plish the missions of the agency.
The requests for additional
money and personnel which has
so often closely followed a major
reduction in force usually can be
traced to the inefficiency of the
personnel left to do the required
work"
List Widespread Abuses.
Here are the abuses and irreg-
ularitieS which the subcommit-
tee said existed in virtually every
department and agency in Gov
eminent:
/. Failure to maintain a reten-
ton register based on position
descriptions and appointment
actions which are current and
truly reflect the requirements
and responsibilities of the posi-
tionS.
2. Failure to establish realistic,
fair, and recognizable area of
competition and to maintain
these areas instead of continu-
ally changing them to suit a
particular purpose or action.
3. Failure to take the expert
ence, ability, and personality of
the employe into consideration in
reassigning him to a new posi-
ton.
4. Failure to consult with the
head of the organiZational unit
to which an employee is being
transferred before the action is
consummated.
5. Failure to have copies of
the retention register available
for employe inspection until too
late to allow the employe to exer-
else his right of appeal.
6. Failure to let the employee
examine all areas of the reten-
ton registers which affect his
employment.
7. Failure to advise either the
employe or his supervisor as to
the name and register position
of the person by whom he is be-
ing bumped"
8. Deliberately effecting
changes in grade, appointment
title. type of appointment, and
performance rating of a favored
employe to save him from being
dropped.
8. Failure to take sufficient
time to work out the complete
series of actions before a separa-
ton notice is issued to the en-
ploye.
1O. establishment OF arDlCrary
and inflexible separation rules
which ignore the human element
of personnel relationships.
The subcommittee declared
many thousands of non-essential
Government jobs can be elm
mated by improved management
and personnel practices.
The group said its initial stud
les have uncovered the following
causes leading to excess use of
in Government:
/. Duplicating functions and
agencies. This subcommittee
recognizes that the administra-
ton is looking into this problem
as q whole. 1t feels, however,
(See CIVIL SERVICE, Page A-2.)