WorldCat Identities

Stalcup, George H.

Overview
Works: 29 works in 52 publications in 1 language and 4,258 library holdings
Genres: Rules 
Roles: Author
Classifications: E98.F3,
Publication Timeline
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Most widely held works by George H Stalcup
Issues related to poor performers in the federal workplace by George H Stalcup( )

2 editions published in 2005 in English and held by 273 WorldCat member libraries worldwide

Limitations in DOD's evaluation plan for EEO complaint pilot program hinder determination of pilot results by George H Stalcup( )

2 editions published in 2008 in English and held by 265 WorldCat member libraries worldwide

U.S. Office of Special Counsel's role in enforcing law to protect reemployment rights of veterans and reservists in federal employment by George H Stalcup( )

1 edition published in 2004 in English and held by 260 WorldCat member libraries worldwide

Data on hispanic representation in the federal workforce by George H Stalcup( )

2 editions published in 2007 in English and held by 259 WorldCat member libraries worldwide

U.S. Office of Special Counsel's procedures for assigning incoming cases to and within organizational units by George H Stalcup( )

3 editions published in 2007 in English and held by 257 WorldCat member libraries worldwide

Bureau of Prisons : written policies on lateral transfers and assessment of temporary assignments needed : report to congressional requesters by United States( )

2 editions published in 2009 in English and held by 254 WorldCat member libraries worldwide

The Department of Justice's Federal Bureau of Prisons (BOP) is responsible for the custody and care of more than 202,000 federal offenders with approximately 35,000 employees, almost half of whom are correctional officers, dispersed across BOP's 114 correctional facilities in 6 regions. In response to a request, GAO identified whether BOP had policies and procedures and how it assessed the management of those policies and procedures for (1) employee-requested lateral transfers of BOP employees between correctional facilities and (2) day-to-day changes in correctional services or temporary assignments of BOP employees within a correctional facility. GAO reviewed available documentation on BOP's policies and procedures on lateral transfers and temporary assignments. GAO also interviewed officials from BOP's central and regional offices and seven facilities selected on the basis of the number of staff; at least one facility was selected from within each of BOP's six regions. BOP does not have written policies and procedures on lateral transfers of staff. Each correctional facility evaluates requests for lateral transfers on a case-by-case basis. Typically, when an employee requests a lateral transfer to another facility, the warden at the employee's current facility determines whether to forward the request to the desired facility's warden. The processes for requesting a lateral transfer and the criteria for forwarding, granting, or denying such requests varied across the facilities GAO reviewed, and generally no documentation on decisions reached or actions taken was maintained. Further, BOP does not systematically review decisions concerning these requests at any level. As a result, BOP cannot determine the number of requests for lateral transfers, the outcome of these requests, or whether requests were handled consistently within or among facilities. GAO has previously reported that agencywide policies and procedures help ensure consistent treatment of staff when agencies have geographically dispersed locations. Other Department of Justice law-enforcement components have written policies, procedures, and a review process concerning requests for lateral transfers. Unlike lateral transfers, BOP has written policies and procedures on how facilities are to temporarily assign staff to fill in for absences or to meet other needs that arise in a facility. However, BOP has not systematically assessed how facilities are managing temporary assignments. As part of a cost reduction strategy affecting temporary assignments, in 2005, BOP designated mission critical posts, that is, assignments that were deemed essential for the safe and secure operations of its facilities and that would be vacated only in rare circumstances. The mission critical post initiative was intended to reduce facilities' reliance on overtime and non-correctional services staff, who had typically been used for temporary assignments. A memorandum from the Assistant Director of Correctional Programs described how each facility was to gather information for 6 months on overtime and staffing under the mission critical post initiative and how BOP would evaluate the effectiveness of the initiative. However, BOP conducted no such evaluation. BOP officials also generally do not review temporary assignments at any level, including the effect of leaving mission critical posts unassigned. According to the Standards for Internal Control in the Federal Government, federal agencies are to employ internal control activities, such as top-level review, to help ensure that management's directives are carried out and to determine if agencies are effectively and efficiently using resources. Without assessing its mission critical post initiative and data on temporary assignments, BOP does not know whether it is efficiently and effectively using staff for temporary assignments or achieving the desired cost savings. Also, without reviewing the effect of leaving mission critical posts unassigned, BOP cannot assess the effect, if any, of unassigned posts on the safety and security of its facilities
Office of Special Counsel needs to follow structured life cycle management practices for its case tracking system by George H Stalcup( )

3 editions published in 2007 in English and held by 249 WorldCat member libraries worldwide

OWCP access to SSA wage data by George H Stalcup( )

1 edition published in 2002 in English and held by 247 WorldCat member libraries worldwide

Discusses whether Congress should provide the Department of Labor with legislative authority to access the Social Security Administration's (SSA) wage data, which Labor could then cross-match with Federal Employee Compensation Act (FECA) benefits
The Judgment Fund : status of reimbursements required by the No FEAR Act and Contract Disputes Act by George H Stalcup( )

2 editions published in 2008 in English and held by 240 WorldCat member libraries worldwide

Human capital : workforce diversity governmentwide and at the Department of Homeland Security : testimony before the Committee on Homeland Security, House of Representatives by George H Stalcup( )

2 editions published in 2008 in English and held by 217 WorldCat member libraries worldwide

Human capital diversity in the federal SES and senior levels of the U.S. Postal Service and processes for selecting new executives : testimony before congressional committees by Katherine Siggerud( )

2 editions published in 2008 in English and held by 216 WorldCat member libraries worldwide

Office of Workers' Compensation Programs : further actions are needed to improve claims review by George H Stalcup( )

1 edition published in 2002 in English and held by 201 WorldCat member libraries worldwide

Military Personnel: Federal Agencies Have Taken Actions to Address Servicemembers' Employment Rights, but a Single Entity Needs to Maintain Visibility to Improve Focus on Overall Program Results( )

2 editions published in 2007 in English and held by 34 WorldCat member libraries worldwide

Since September 11, 2001, the Department of Defense (DoD) has mobilized more than 500,000 National Guard and Reserve members. As reservists return to civilian life, concerns exist about difficulties with their civilian employment. The Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994 protects the employment rights of individuals, largely National Guard and Reserve members, as they transition back to their civilian employment. GAO has issued a number of reports on agency efforts to carry out their USERRA responsibilities. DoD, the Department of Labor (DOL), the Department of Justice (DOJ), and the Office of Special Counsel (OSC) have key responsibilities under the act. GAO was asked to discuss the overall process that the agencies use to implement USERRA. Specifically, this testimony addresses the following: (1) organizational accountability in the implementation of USERRA, and (2) actions that the agencies have taken to improve their processes to implement USERRA. For this testimony, GAO drew from its most recent reports on USERRA. In October 2005 GAO suggested that Congress make a single entity accountable for maintaining visibility over the entire USERRA complaint resolution process. Designating one single entity would, in GAO's view, enhance efforts to improve overall program results
 
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Audience Level
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  Kids General Special  
Audience level: 0.46 (from 0.28 for Military P ... to 0.61 for Financial ...)

Associated Subjects
Armed Forces--Reserves Civil service Civil service--Evaluation Civil service--Minority employment Contract Disputes Act of 1978 (United States) Data protection--Government policy Discrimination in employment--Government policy Discrimination--Law and legislation Diversity in the workplace Employees Employees--Evaluation Employees--Transfer Executives Expenditures, Public Government executives--Recruiting Hispanic Americans Indians of North America--Finance Indians of North America--Finance--Evaluation Information technology Labor laws and legislation Performance technology Personnel management Prisons--Officials and employees Public trustees Trusts and trustees Uniformed Services Employment and Reemployment Rights Act of 1994 (United States) United States United States.--Bureau of Indian Affairs United States.--Bureau of Prisons United States.--Department of Defense United States.--Department of Homeland Security United States.--Department of Labor United States.--Department of the Treasury United States.--Employment Standards Administration.--Office of Workers' Compensation Programs United States.--Merit Systems Protection Board.--Office of the Special Counsel United States.--Office of Special Counsel United States.--Small Business Administration United States.--Social Security Administration United States Postal Service Veterans--Employment Veterans--Employment--Law and legislation Veterans--Legal status, laws, etc Wages Women in the civil service Workers' compensation--Government policy Workflow--Management
Languages
English (39)