Managing federal employees : engagement and stewardship / Jamal Chasity, editor.

PDF title page (viewed March 28, 2014).

Includes bibliographical references and index.

MANAGING FEDERAL EMPLOYEES: ENGAGEMENT AND STEWARDSHIP; Library of Congress Cataloging-in-Publication Data; CONTENTS; PREFACE; Chapter 1: MANAGING FOR ENGAGEMENT -- COMMUNICATION, CONNECTION, AND COURAGE; EXECUTIVE SUMMARY; EMPLOYEE ENGAGEMENT AND HIGH PERFORMANCE; ENGAGEMENT DRIVER ONE: PRIDE IN ONE'S WORK AND WORKPLACE; ENGAGEMENT DRIVER TWO: SATISFACTION WITH LEADERSHIP; ENGAGEMENT DRIVER THREE: OPPORTUNITY TO PERFORM WELL AT WORK; ENGAGEMENT DRIVER FOUR: POSITIVE WORK ENVIRONMENT; ENGAGEMENT DRIVER FIVE: SATISFACTION WITH THE RECOGNITION RECEIVED.

ENGAGEMENT DRIVER SIX: PROSPECT FOR FUTURE PERSONAL AND PROFESSIONAL GROWTHCONCLUSION AND RECOMMENDATIONS; APPENDIX A. 2007 MERIT PRINCIPLES SURVEY METHODOLOGY; APPENDIX B. COMPARISON OF PERFORMANCE MANAGEMENT PRACTICES IN HIGH AND LOW ENGAGEMENT AGENCIES; APPENDIX C. THE 2007 MERIT PRINCIPLES SURVEY; Chapter 2: MANAGING PUBLIC EMPLOYEES IN THE PUBLIC INTEREST: EMPLOYEE PERSPECTIVES ON MERIT PRINCIPLES IN FEDERAL WORKPLACES; THE MERIT SYSTEM PRINCIPLES -- 5 U.S.C. 2301(B); EXECUTIVE SUMMARY; INTRODUCTION; THE ROLE OF STEWARDSHIP IN THE MERIT SYSTEM PRINCIPLES.

THE MSPS REQUIRE THAT FEDERAL AGENCIES SERVE AS STEWARDS OF THE FEDERAL WORKFORCEVISION AND DIRECTION; INVESTING IN EMPLOYEE AND ORGANIZATIONAL PRODUCTIVITY; EMPLOYEE RETENTION; ADDRESSING RETENTION; RECOGNITION, REWARDS, AND ACCOUNTABILITY; CONCLUSION AND RECOMMENDATIONS; APPENDIX A: INFORMATION ON THE 2010 MERIT PRINCIPLES SURVEY; APPENDIX B: THE 2010 MERIT PRINCIPLES SURVEY INSTRUMENT; APPENDIX C: RESULTS FROM THE 1996 SURVEY QUESTIONS ON MSPS; APPENDIX D: RESULTS FROM THE 2010 SURVEY QUESTIONS ON MSPS; APPENDIX E: THE PROHIBITED PERSONNEL PRACTICES -5 U.S.C. 2302(B)

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