WorldCat Identities

Schwemle, Barbara L.

Overview
Works: 67 works in 164 publications in 1 language and 2,232 library holdings
Genres: Directories 
Roles: Author
Publication Timeline
.
Most widely held works by Barbara L Schwemle
Federal civilian employment reductions by Barbara L Schwemle( Book )

8 editions published between 1996 and 1999 in English and held by 110 WorldCat member libraries worldwide

Federal employees pay comparability act : locality-based pay by Barbara L Schwemle( Book )

6 editions published between 1993 and 1994 in English and held by 99 WorldCat member libraries worldwide

Political activities : proposals in the 103rd Congress to amend the Hatch Act by Barbara L Schwemle( Book )

6 editions published in 1993 in English and held by 97 WorldCat member libraries worldwide

Homeland security : human resources management by Barbara L Schwemle( Book )

9 editions published between 2002 and 2004 in English and held by 87 WorldCat member libraries worldwide

H.R. 5005, as passed, includes a provision at Section 761, which would provide flexibility to the Secretary of Homeland Security and the Director of the Office of Personnel Management to establish, and from time to time adjust, a human resources management (HRM) system for some or all of the organizational units of the new department. The provision has generated considerable discussion, which has centered on the need for personnel flexibility at the department and concerns about preserving the civil service standards of merit-based hiring and preference in hiring for veterans, among other issues. If Section 761 (or a similar provision) were enacted, issues of staffing requirements and the hiring and pay systems at the new department would likely be debated. If the provision were not included in the legislation enacted, Congress could designate specific funds for the new department for personnel flexibilities and direct the department to use fully the current Title 5 United States Code personnel flexibility authorities available to executive branch agencies in lieu of granting authority for a new HRM system. H.R. 5710, Homeland Security Act of 2002, was introduced in the House of Representatives by Representative Armey on November 12, 2002. As passed by the House, H.R. 5710 includes provisions on human resources management at Section 841. These are the same provisions that are at Section 761 of H.R. 5005, as passed by the House, except for three differences. The House-passed H.R. 5710 also includes new provisions on federal workforce management at Title XIII
Sick leave for federal employees : amendments to law by Barbara L Schwemle( Book )

5 editions published between 1994 and 1998 in English and held by 84 WorldCat member libraries worldwide

Federal pay : FY1999 salary adjustments by Barbara L Schwemle( Book )

4 editions published in 1998 in English and held by 73 WorldCat member libraries worldwide

Women in the United States Congress by Barbara L Schwemle( Book )

5 editions published between 1982 and 1983 in English and held by 62 WorldCat member libraries worldwide

The Hatch Act : existing statutes compared with 102d Congress proposals by Barbara L Schwemle( Book )

3 editions published in 1991 in English and held by 61 WorldCat member libraries worldwide

Overtime and premium pay for U.S. Customs Service inspectors by Barbara L Schwemle( Book )

3 editions published in 1991 in English and held by 61 WorldCat member libraries worldwide

Federal employees pay comparability act of 1990 : a summary of provisions by Sharon S Gressle( Book )

3 editions published in 1991 in English and held by 61 WorldCat member libraries worldwide

Commemorative legislation by Stephen W Stathis( Book )

4 editions published between 1990 and 1991 in English and held by 59 WorldCat member libraries worldwide

Overtime and premium pay for U.S. Customs Service officers : 103d Congress amendments by Barbara L Schwemle( Book )

3 editions published in 1994 in English and held by 51 WorldCat member libraries worldwide

Political activities : regulations to implement the Hatch act reform amendments of 1993 by Barbara L Schwemle( Book )

3 editions published in 1994 in English and held by 50 WorldCat member libraries worldwide

Federal white-collar pay : FY2006 and FY2007 salary adjustments by Barbara L Schwemle( Book )

6 editions published between 2004 and 2008 in English and held by 27 WorldCat member libraries worldwide

Federal white-collar employees are intended by law to receive an annual pay adjustment and a locality-based comparability payment, effective in January of each year, under Section 529 of P.L. 101-509, the Federal Employees Pay Comparability Act (FEPCA) of 1990. The law has never been implemented as originally enacted; annual and locality payments pursuant to the statute have been reduced each year. Although the annual adjustment and the locality payment are sometimes referred to as cost-of-living adjustments, neither is based on changes in the cost of living. The annual pay adjustment is based on the Employment Cost Index (ECI), which measures changes in private-sector wages and salaries. The size of the locality payment is determined by the President and is based on a comparison of non-federal and General Schedule (GS) salaries in 32 pay areas nationwide. (The GS is the pay schedule that covers white-collar employees under the Civil Service.) By law, the disparity between non-federal and federal salaries was to be gradually reduced to 5% during the years 1994 to 2002. Continuing in each year thereafter, FEPCA requires that amounts payable may not be less than the full amounts necessary to reduce the pay disparity to 5%. For the January 2009 pay adjustment, the ECI shows that the annual across-the-board increase would be 2.9%. The Federal Salary Council and the Pay Agent recommend that, to carry out FEPCA, the 2009 locality payments range from 23.40% in the "Rest of the United States" (RUS) pay area to 59.65% in the San Jose-San Francisco pay area, and be 53.94% in the Washington, DC, pay area. Because the new locality rates replace the existing locality rates, the rate change is derived by comparing 2008 locality payments with those recommended for 2009. This comparison results in recommended net increases for 2009, if the ECI and locality-based comparability payments were granted as required by law, of 12.19% in the RUS pay area, 23.96% in the San Jose-San Francisco pay area, and 31.03% in the Washington, DC, pay area. The nationwide average net pay increase, if the ECI and locality-based comparability payments were granted as required by law, would be 19.24% in 2009. The Pay Agent stated that it would be unwise for the recommended locality payments to take effect because of the "current national emergency." The President's FY2009 budget proposed a 2.9% federal civilian pay adjustment. This report will be updated as events dictate
DOD's national security personnel system : provisions of law and implementation plans( Book )

3 editions published in 2005 in English and held by 17 WorldCat member libraries worldwide

Title XI of the National Defense Authorization Act for FY2004, P.L. 108-136, includes provisions on a National Security Personnel System (NSPS) for the Department of Defense (DOD) and provisions on personnel management that are applicable government-wide. The law was enacted on November 24, 2003. Title XI, Subtitle A, of the law authorizes the Secretary of Defense and the Director of the Office of Personnel Management (OPM) to establish a new human resources management (HRM) system for DOD's civilian employees and to jointly prescribe regulations for the system. The Secretary and the Director are authorized to establish and adjust a labor relations system and are required to provide a written description of the proposed personnel system or any adjustments to such system to the labor organizations representing DOD employees. A collaboration procedure must be followed by the Secretary, Director, and employee representatives. The Secretary is authorized to engage in any collaboration activities and collective bargaining at an organizational level above the level of exclusive recognition. The Secretary also is authorized to establish an appeals process that provides fair treatment for DOD employees covered by the NSPS. Regulations applicable to employee misconduct or performance that fails to meet expectations may not be prescribed until after the Secretary consults with the Merit Systems Protections Board (MSPB) and must afford due process protections and conform to public employment principles of merit and fitness at 5 U.S.C. 3201. A qualifying employee subject to some severe disciplinary actions may petition the MSPB for review of the department's decision. The board could dismiss any petition that does not raise a substantial question of fact or law and order corrective action only if the board finds that the department's personnel decision did not meet some prescribed standards
Telework in the federal government : background, policy, and oversight by Lorraine H Tong( )

1 edition published in 2001 in English and held by 0 WorldCat member libraries worldwide

Telework legislation pending in the 110th Congress : a side-by-side comparison of provisions by Barbara L Schwemle( )

1 edition published in 2008 in English and held by 0 WorldCat member libraries worldwide

S. 1000, the Telework Enhancement Act of 2007, and H.R. 4106, the Telework Improvements Act of 2008, are currently pending in the 110th Congress. The Senate Committee on Homeland Security and Governmental Affairs ordered S. 1000 to be reported, as amended, on November 14, 2007. The House of Representatives passed H.R. 4106 by voice vote under suspension of the rules on June 3, 2008. H.R. 4106 would amend Title 5 of the United States Code by adding a new Chapter 65 entitled "Telework." Under the legislation, the heads of executive branch agencies would be required to establish policies under which employees (with some exceptions) could be eligible to participate in telework. Legislative branch employees also would be covered by S. 1000. Agencies would have to establish policies on telework within 180 days after enactment of the acts. Employee participation in telework would be required to the maximum extent possible without diminishing either employee performance or agency operations. Executive branch employees not eligible for telework generally would include those whose duties involve the daily handling of secure materials, contact with persons, the use of special equipment, or physical presence. The legislation could require each executive branch agency to appoint a Telework Managing Officer, who would be responsible for implementing the telework policies. The agencies also would be required to provide training to managers, supervisors, and employees participating in telework. H.R. 4106 would require the Comptroller General to evaluate the telework policies in the executive branch. This report presents a side-by-side comparison of the provisions of S. 1000, as ordered to be reported, and H.R. 4106, as passed by the House. It will be updated as events dictate
Military base closures and affected Defense Department civil service employees by Clinton T Brass( Book )

2 editions published in 2006 in English and held by 0 WorldCat member libraries worldwide

As a step in the 2005 round of the base realignment and closure (BRAC) process, the Defense Base Closure and Realignment Commission (commonly referred to as the BRAC Commission) recommended on September 8, 2005, that a number of domestic U.S. military installations be closed or realigned. Overall, the BRAC Commission estimated that the recommended closures or realignments would result in a net decrease of 15,874 federal civilian jobs at the Department of Defense (DoD). On September 15, 2005, the President approved the commission's recommendations and transmitted them to Congress. Congress rejected H.J. Res. 65 (a resolution of disapproval of the BRAC Commission recommendations) on October 27, 2005. The BRAC Commission recommendations took effect on November 9, 2005, and are required to be implemented by 2011. As BRAC-related closures and realignments are implemented, there will likely be several implications and options for affected DoD civil service employees relating to reductions in force (RIFs) and several types of transition assistance. In addition, DoD's National Security Personnel System (NSPS) and labor-management relations could have implications in some respects for how DoD employees are affected by the BRAC process. This report will be updated if major changes occur in the BRAC process regarding DoD civil service employees. Implementation of NSPS is discussed in CRS Report RL31954, "DOD's National Security Personnel System: Statute, Regulations, and Implementation Plans," which was coordinated by Barbara Schwemle
Homeland Security: Final Regulations on Classification, Pay, and Performance Management Compared with Current Law( )

1 edition published in 2005 in English and held by 0 WorldCat member libraries worldwide

The Secretary of the Department of Homeland Security (DHS) and the Director of the Office of Personnel Management were authorized to prescribe joint regulations for a new human resources management system for DHS employees with the enactment of P.L. 107-296, the Homeland Security Act of 2002. The final regulations were published in the Federal Register on February 1, 2005. This report compares the final regulations with current law under Title 5 of the United States Code and relevant regulations under Title 5 of the Code of Federal Regulations. Specifically, Subparts A (General Provisions), B (Classification), C (Pay and Pay Administration), and D (Performance Management) of the final regulations are examined. (The regulations also affect labor-management relations (Subpart E) and adverse actions (Subpart F) and appeals (Subpart G), but these areas are outside the purview of this report.)
Civil Service Reform - H.R. 1836, Homeland Security Act, and Current Law( )

1 edition published in 2003 in English and held by 0 WorldCat member libraries worldwide

The House Government Reform Committee, on May 8,2003, ordered a bill, that would significantly change the system for managing civilian personnel within the Department of Defense (DOD) and the National Aeronautics and Space Administration (NASA), to be reported. If passed, H.R. 1836 would also change the compensation system for Senior Executive Service members throughout the government and make other general systemic changes with regard to human resources management. In April 2003, DOD (General Counsel, William Haynes, sent Congress a significant reform proposal packaged as the "Defense Transformation for the 21st Century Act." Among the changes proposed would be establishing a chapter within Title 5 of the U.S. Code which would govern personnel management provisions unique to DOD. H.R. 1836 incorporates most of these provisions. Some of the provisions have been included in the House or Senate versions of FY2004 Defense Authorizations (H.R. 1588, S. 1050). In particular, H.R. 1588, as reported, incorporates Title I and most of Title II of H.R. 1836, as reported. The Homeland Security Act of 2002 (P.L. 107-296, H.R. 5005) provides that the Secretary of Homeland Security and the Director of the Office of Personnel Management will work together to develop a system of personnel management unique to the Department of Homeland Security (DHS). It also provides for some government-wide changes in workforce management. The system is under development
 
moreShow More Titles
fewerShow Fewer Titles
Audience Level
0
Audience Level
1
  Kids General Special  
Audience level: 0.66 (from 0.44 for Telework l ... to 0.68 for Federal ci ...)

Languages
English (77)