| Your
responsibilities as a supervisor or manager in regard to managing
human resources assigned to you are described in Section 2301 (b)
of Title 5, U.S.C., the Merit System Principles. The Merit System
Principles provide guidance on how managers and supervisors should
manage their human resources. They are the core values that should
be expressed in every human resources decision you make.
These Principles
state that managers and supervisors will:
- Recruit
qualified individuals from all segments of society and select
and advance employees on the basis of merit after fair and open
competition.
- Treat employees
and applicants fairly and equitably, without regard to political
affiliation, race, color, religion, national origin, sex, sexual
orientation, marital status, age, or handicapping condition.
- Provide equal
pay for equal work and reward excellent performance.
- Maintain
high standards of integrity, conduct, and concern for the public
interest.
- Manage employees
efficiently and effectively.
- Retain or
separate employees on the basis of their performance.
- Educate and
train employees when it will result in better organizational or
individual performance.
- Protect employees
from improper political influence.
- Protect employees
against reprisal for the lawful disclosure of information in "whistleblower"
situations (i.e., protecting people who report things like illegal
and/or wasteful activities).
The Prohibited
Personnel Practices, which can be found in Section 2302 of Title
5, U.S.C., are those actions that should never occur. They read
as follows:
Any employee
who has authority to take, direct others to take, recommend, or
approve any personnel action, shall not, with respect to such authority:
- Discriminate
on the basis of race, color, religion, sex, national origin, age,
handicapping condition, marital status, or political affiliation.
- Solicit or
consider any personnel recommendation or statement not based on
personal knowledge or records of performance, ability, aptitude,
general qualifications, character, loyalty, or suitability.
- Coerce an
employee's political activity.
- Deceive or
obstruct any person with respect to such person's right to compete
for employment.
- Influence
a person to withdraw from competition.
- Grant any
preference or advantage not authorized by law, regulation, or
rule.
- Employ or
promote a relative.
- Retaliate
against employees or applicants who exercise their appeal rights,
testify or cooperate with an inspector general or the Special
Counsel, or refuse to break a law.
- Discriminate
based on actions not adversely affecting performance.
- Violate any
law, rule, or regulation implementing or directly concerning the
merit principles.
Use the following
links to view full text versions of these documents:
Merit
Systems Principles
Prohibited
Personnel Practices
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