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| Author | : |
| Publisher | : |
| Total Pages | : 108 |
| Release | : 2008 |
| Genre | : Affirmative action programs |
| ISBN | : |
Workforce statistics and analysis covering primarily the permanent classified workforce in the executive branch of Wisconsin state government at the close of fiscal year 2008 (June 2008). Includes state affirmative action reports for FY 2007 and FY 2008.
| Author | : Wisconsin. Office of State Employment Relations |
| Publisher | : |
| Total Pages | : 114 |
| Release | : 2014 |
| Genre | : Affirmative action programs |
| ISBN | : |
"Workforce statistics and analysis covering primarily the permanent classified workforce in the executive branch of Wisconsin state government at the close of fiscal year 2012 (June 2012) and including affirmative action statistics for fiscal years 2011 and 2012."--2012 edition
| Author | : United States. Congress. House. Committee on Oversight and Government Reform. Subcommittee on Federal Workforce, Postal Service, and the District of Columbia |
| Publisher | : |
| Total Pages | : 176 |
| Release | : 2009 |
| Genre | : Diversity in the workplace |
| ISBN | : |
| Author | : Donald E. Klingner |
| Publisher | : Routledge |
| Total Pages | : 385 |
| Release | : 2015-07-17 |
| Genre | : Political Science |
| ISBN | : 1317344936 |
Distinguished by its coherent values perspective, Public Personnel Management focuses on the conflicts, political processes, and management techniques that provide the context for personnel administration in the public sector. Organized around the four principal personnel functions that must be fulfilled in any complex organization, this book provides a comprehensive exploration of the planning, acquisition, development, and sanctions within public personnel management.
| Author | : |
| Publisher | : |
| Total Pages | : 114 |
| Release | : 2010 |
| Genre | : Affirmative action programs |
| ISBN | : |
Workforce statistics and analysis covering primarily the permanent classified workforce in the executive branch of Wisconsin state government at the close of fiscal year 2010 (June 2010) and including affirmative action statistics for fiscal years 2009 and FY 2010.
| Author | : United States. Congress. Senate. Committee on Health, Education, Labor, and Pensions |
| Publisher | : |
| Total Pages | : 168 |
| Release | : 2008 |
| Genre | : |
| ISBN | : |
| Author | : Frances Garcia |
| Publisher | : DIANE Publishing |
| Total Pages | : 36 |
| Release | : 2009-03 |
| Genre | : Social Science |
| ISBN | : 1437910165 |
GAO, like other fed. agencies, faces challenges in increasing diversity in its workforce, including top leadership. Because of congressional interest in the effectiveness of diversity offices and the under-representation of women and minorities in legislative branch agencies, Congress asked the GAO¿s Inspector General to: (1) determine whether GAO¿s diversity efforts are achieving better representation of women and minorities in top leadership; (2) evaluate the accuracy and completeness of GAO¿s FY 2007 complaint and discrimination data; and (3) assess the independence and reporting relationships of the head of GAO¿s Office of Opportunity and Inclusiveness. Includes recommendations. Illustrations.
| Author | : Illinois. Department of Central Management Services |
| Publisher | : |
| Total Pages | : 592 |
| Release | : 2009 |
| Genre | : Affirmative action programs |
| ISBN | : |
| Author | : |
| Publisher | : |
| Total Pages | : 640 |
| Release | : 1999 |
| Genre | : Economic assistance, Domestic |
| ISBN | : |
| Author | : Frances Garcia |
| Publisher | : DIANE Publishing |
| Total Pages | : 18 |
| Release | : 2009-03 |
| Genre | : Business & Economics |
| ISBN | : 143791019X |
Discuss the results of a review of GAO¿s diversity programs. Examines diversity at the top levels of 5 legislative branch agencies. Garcia¿s testimony addresses: (1) whether GAO¿s diversity programs and initiatives are achieving better representation of women and minorities in the agency¿s Senior Exec. Service (SES) and managerial ranks (GS-15), and their equivalents; (2) the accuracy and completeness of the FY 2007 complaint and discrimination data reported to Congress; and (3) the independent authority and reporting relationships of the Managing Director of GAO¿s Office of Opportunity and Inclusiveness. Charts and tables.
