ANALYSIS OF THE OFFICE OF MANAGEMENT AND BUDGET, OFFICE OF FEDERAL Essay - 1

ANALYSIS OF THE OFFICE OF MANAGEMENT AND BUDGET, OFFICE OF FEDERAL PROCUREMENT POLICY PROPOSED POLICY FOR IN SOURCING WORK RESERVED FOR PERFORMANCE BY FEDERAL GOVERNMENT EMPLOYEES - Essay Example In accordance to circular, its main purpose is to achieve economy and enhance productivity, retain governmental functions in-house, and rely on the commercial sector. Though it provides a structure to the government for outsourcing functions but did not provide clear guidance to the contractors. Government personnel the â€Å"inherently governmental† performing work in which policy and law functions in accordance to the â€Å"intimately related to the public interest†. Federal Activities Inventory Reform (FAIR) Act of 1998, legally defines the functions of the â€Å"inherently government†. The fact that differing between the work must be performed by government employees versus what type of work should be performed by government employees. In 2009, Congress noticed the lack of clarity over whether the functions should only be performed by government employees or can be performed by either government employees or contractors. In Obama’s administration, this debate over the â€Å"inherently governmental† has prioritized the contracting policy memorandum on 4 March, 2009 (Obama, 2009). The memorandum states: Government outsourcing for services also raises special concerns. For decades, the Federal Government has relied on the private sector for necessary commercial services used by the Government, such as transportation, food, and maintenance. Office of Management and Budget Circular A-76, first issued in 1966, was based on the reasonable premise that while inherently governmental activities should be performed by Government employees, taxpayers may receive more value for their dollars if non-inherently governmental activities that can be provided commercially are subject to the forces of competition. (Obama, 2009) The line between inherently governmental activities has been defined inadequately. And as a result the contractors are performing as inherently governmental functions. In response to the debate, Office of

U08a1 Compensation & Benefits Assignment Template Essay

U08a1 Compensation & Benefits Assignment Template - Essay Example Legally mandated benefits involve guaranteed pay; these are monetary reward provided by an employer based on the relationship between employee and employer. In most cases, guaranteed pay is best presented in basic salary (Andrus, 2012). On the other hand, variable pay is an example of voluntary benefits paid by an organization to a worker that is based on management discretion, effectiveness or results realized. Usually, voluntary benefits are best represented in bonus forms and sales incentives. Benefit communication should involve offering employees the right information on the incentives they stand to gain and allowing them adequate time to make hard decisions, if any. The practice also involves helping them go about permanent conditions, which is usually easier to manage than awaiting the eleventh hour. Employees should be educated on behaviors like maintaining good health and refraining from drug use (Tacchino, & Littell, 2011). Compensation policies are often riddled with different problems. These include the challenge of hiring the right employee to a given position. Unfavorable Political, Economic, Social, Technological, Legal and Environmental conditions hinder the implementation of better compensation policies (Szendrei, & Rodriguez, 2010). Pros. Formal pay structure is advantageous because an employee can make permanent plans based on it. Non-monetary compensation enables the employee to save monetary resources, and feels part of the organization. Cons. Monetary compensation can be easily wasted by the employee. Non-monetary compensation may sound a long-drawn burden to an employee, especially those who have access to better non-monetary compensation offered by an organization. Organizations carry out a cost benefit analysis to find out how effective, or how badly, an intended action will impact organizational goals. Even though, the analysis can be employed for almost any case, it is usually executed on