The following message was sent out to federal employees at
SPAWAR Systems Center San Diego on May 8, 2002 by Valerie Miller, who is
the Human Resources Site Director. They are very enlightening of the
ethical and legal duties and responsibilities of federal employees under
the Merit System of pay.
It is time once again to remind all employees of the principles by
which we all are expected to operate. These are referred to
as the Merit System Principles and are accompanied
by a set of Prohibited Personnel Practices.
Personnel Practices.
The Merit System Principles express the public's expectations of a
system that is efficient, effective, fair, free from
political interference and staffed by honest,
competent and dedicated employees. As the federal
government experiences continued change in the management
of its human resources, it becomes increasingly important that
employees, line supervisors and managers incorporate these principles
into their decision making processes. They are:
- Recruit qualified individuals from all segments of society and
select and advance individuals on their merit after fair
and open competition which assures that all
receive equal opportunity.
- Treat employees and applicants fairly, without regard to political
affiliation, race, color, religion, national origin, sex,
sexual orientation, marital status, age or
handicapping condition and with proper regard for
privacy and constitutional rights.
- Provide equal pay for equal work and recognize excellent performance.
- Maintain high standards of integrity, conduct, and concern for the
public interest.
- Manage employees efficiently and effectively.
- Retain and 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 arbitrary action, personal favoritism or
coercion for partisan political pursuit.
- Protect employees against reprisal for lawful disclosure of information
in "whistleblower" situations.
Prohibited Personnel Practices
These practices apply to those who have the authority
to take, direct others to take, or approve any personnel
action. They are:
- You may not discriminate for or against any employee or applicant
for employment on the basis of race, color, religion,
sex, sexual orientation, national origin, age,
handicapping condition, marital status or
political affiliation.
- You may not solicit or consider employment recommendations based
on factors other than personal knowledge or records of
job-related abilities or characteristics.
- You may not coerce the political activity of any person.
- You may not deceive or willfully obstruct any person
from competing for employment.
- You may not influence anyone to withdraw from competition for any
position so as to improve or injure the prospects of
another person.
- You may not give preference or advantage to anyone so as to improve
or injure the employment prospects of any particular employee or
applicant.
- You may not employ, promote, or advocate for employment or advancement
any relative or family member for a civilian position.
- You may not engage in reprisal for whistleblowing.
- You may not take or fail to take or threaten to take or fail to
take any personnel action against an employee or
applicant for exercising an appeal, complaint or
grievance right.
- You may not discriminate for or against any employee or applicant
based on personal conduct which is unrelated to
on-the-job performance.
- You may not knowingly take, recommend, approve or fail to take,
recommend or approve any personnel action if the action
violates a veteran's preference requirement.
- You may not take or fail to take any personnel action if it violates
any law, rule or regulation concerning the merit system principles
cited above.
For addition information on prohibited personnel practices and whistleblower
protection, see the Office of Special Counsel web site at http://www.osc.gov/
The principles and prohibited practices listed above are summarized.
The full text verion of the United States Code on both may
be viewed at
http://www.opm.gov/ovrsight/mspidx.htm and
http://www.opm.gov/ovrsight/proidx.htm
respectively.
Please contact your Personnel Management Advisor in the Human Resources
Office if you have questions or concerns.
VALERIE MILLER
HR Site Director
619-553-1838
millerve@spawar.navy.mil