Running head: PART 4 1

Analysis of the Agency’s Policies, Procedures, and Plan Regarding Unions, Privatization,

Pensions and Productivity; Part 4

Korena Wilson

Institute Name

Course Name

Professor’s Name

February 11, 2018

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The Agency and Unions

The Office of Labor-Management Standards governs the FBI which is responsible for

controlling and authorizing the unions of labor for ensuring the measures of monetary are spoken

for the benefit of workers. For every Union member, Agents Bill of Rights has canvassed these

provisions. "The bill of rights establishes requirements for reporting all negotiated information

and the disclosure of all financial information and administrative practices by labor unions"

(opm, 2012). Employers, Union officers, surety companies and labor relation consultants need to

follow particular prerequisites relating to different activities.

My first strategy for analyzing is the strategy which tends to employer benefits and

scaling in the department. This policy states that all FBI employers working as agents in a Law

Enforcement capacity are getting employee benefits as well as an increase of three percent with

every year. According to this policy, the interests of employer increases with the increasing age

of service as a rank of special agent and the tasks assigned to job duties. It is a valid policy as it

denies the action of favoritism in job whereas it is based on the years of service and the yearly

performance of the employer. This procedure is according to the Constitution laws of United

States which guarantee equal employment opportunity and the changes of the system are

performed by representatives of union and agency. This approach enables the worker's union to

arrange pay increments in the interest of the representatives amid each agreement transaction

period.

The next approach which I am going to discuss is related to contract negation. In this

method, a newly made contract is negotiated for four years mainly which is a specified time limit

or towards the end of the current favorable contract. These contract negotiations are vital for

employee and employer as it addresses the concerns of both parties. Representatives are open to
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new opportunities of making talks regarding salary increase, increase in the living cost and the

medical benefits. Besides, it takes into account the FBI employer terms of spending cuts in

different territories which will diminish the adverse effect or response by their workers.

The final approach which I want to discuss is a representation of employee referencing to

the union. It examines the description of the members in various issues like the issue of

discipline. This provides every employee with equal treatment in discipline matters for every

employer of FBI. This approach additionally covers and honors free legitimate portrayal for any

individuals who are associated with different lawful issues in their job description. We will here

discuss an example of a case where an FBI special agent arrests a person guilty in criminal

activity, and the person files a complaint against the agent for unlawful arrest. Then the agent

will be considered to follow all the procedures concerning the rights of officer bill under the

legal counsel.

The Agency and Privatization

In 1982, the policy of privatization in FBI was set up, and it was tended through the

beginning of a Security Addendum. The agency of FBI is in charge of the confidential

information and uses a framework of NCIC (National Crime Information Center) for protecting

the data. On 6 December 1982, this policy was endorsed, and it is said that the data of criminal

justice will be dealt by the criminal agencies and employers relating to these firms. The company

of FBI has implemented a certification which states that the law enforcing firms and sworn

individuals all over the United States were able to access the secret information. For obtaining

this unique information of NCIC database, the sworn individuals of all agencies need to finish an

online course of four hours and get test completion keeping up their accreditation. "In light of the

increasing desire of the FBI to contract with private entities to perform administration of criminal
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justice functions, the FBI sought and obtained approval from the United States Department of

Justice to permit such privatization of traditional law enforcement functions under certain

controlled circumstances" (FBI, 2012). Different private companies are accompanied by FBI for

the administration of support services for reducing the expense on the economy.

Privately owned business organizations are being utilized by FBI for initiating a wide

range of factors such as financial auditing of an organization ensuring that budget is used

adequately within the firm. As per my consideration, I firmly believe that this is a good step of

using outside source for these activities. Financial auditing would be best done by the accounting

firm as they are more knowledgeable and they will perform this action irrespective of bias.

Therefore, it would provide benefit for the organization. Secondly, the reason behind my

bolstering for the outsourcing the services would reduce the expense. This outsourcing will

reduce the cost and spare FBI from managing these services in a specific budget; these

organizations would be creating strategies for using money in smarter ways.

Employee Pension Plans

Every member who has completed six years of employment in FBI are given pension

plans. "The FBI's pension plan is provided by the Federal Employees Retirement System

(FERS), which is a system designed to parallel the best retirement programs in government

sector" (FBI, 2012). FERS consists of three particular advantage plans. FERS first plan is fixed

to an individual Service which is called Basic Benefit Plan. There are two factors of the benefit

plan: Firstly the period of service and secondly an aggregate of the three highest years income.

This formula of Basic Benefit is varying for Professional staff, and special agent as special

agents are given an increase of 2 percent because of their risky service. Members who are having
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military background can also receive benefits of FERS after they complete their ten years of

service. These military members can purchase credits of their pension for up to four years.

I want to analyze the policy which enforces the laws for FBI officers. Officers who retire

at the age of 50 with completing 20 years of service or at any period ending 25 years of service

will receive full FERS Basic Benefit. Special Agents tend to receive 1.7 percent of their three

highest years salary. Pension increases each year depending upon the living benefit basing on

consumer price index. Once a candidate meets the prerequisites, this policy guarantees that each

employee gets their comprehensive benefits of the job. The first privilege of government

employment is the allotment of pension as well as the medical services for a lifetime.

Secondly, I will like to discuss the policy of employment of individuals having military

background regarding their pension plans when they work with FBI. FBI grants credits of FERS

Military Service to the individuals who have remained active in their military service. For this

purpose, these military personnel needs to deposit funds to FERS during their military time like

other non-military workers. This sum is equivalent to three percent of their aggregate base pay

for their active service in the military. The deposit of money to the FERS support must be made

before retirement. This fund is total interest-free if it is completed during the initial three years of

employment. Likewise, if an individual is not capable of achieving it in first three years, then

there will be an interest in it. "If an employee dies during his or her federal service, the surviving

spouse will be given a chance to complete the deposit before the survivor benefits are

determined" (FBI, 2012). This is an excellent approach for people having a military background

as this will increase their retirement pay by crediting the years of military service.

The third policy regarding pension plan in FBI is Federal Thrift Saving Plan (TSP),

which I want to discuss the next. "This is the government equivalent of the private sector's 401-K
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plans and can be utilized as a secondary retirement plan to the standard federal pension" (FBI,

2012). This policy is a pre-tax basing saving plan for the government employees. The members

of FBI in FERS are also linked to TSP, and they likewise create their account for that. FERS-

secured representatives are permitted to contribute any dollar sum or level of their compensation

up to the yearly IRS-permitted most extreme speculation. The main advantage of this strategy is

that individuals can move assets from outside pension to their government plan of pension which

will reduce their retirement age as well as will decrease the tax liability. A share of one percent

of the salary of the employee is added to the individual's account from the side of government

even if they have not invested. On the off chance that the worker puts somewhere in the range of

one to five percent of his or her compensation into the TSP, the government makes a

coordinating aggregate commitment. "When an employee retires they may receive the proceeds

of their TSP account in one, or a combination, of three ways: a single lump-sum payment, a

series of monthly payments, or a life-long annuity" (FBIjob, 2012).

Productivity and Performance Evaluation

The FBI's Department of Justice has developed a policy of evaluation of performance and

productivity. This strategy depicts the performance of employers annually. "The guidelines

ensure that this is a fair and equal evaluation for each employee and that our employees are

evaluated on the same basis and standards" (Westlaw, 2010). The three relevant areas for the

conclusion of job performance are objectives, effectiveness, and skills. This method is solely

introduced, not to degrade the employers. Hence the categories of the process are above

standard, meet standard and below standard. The candidates are evaluated fairly, and they are

also guided for improving their grading. This method of grading the employees is a positive sign

and helps in promotion of advancement as well as increases the morals of employers.

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Recommendation for Improving Productivity and Performance Evaluation

My suggestion for FBI would be improving the evaluation of performance and

productivity, and this would be a reproduction of the present framework of rating. There are

three standards of assessment, i.e., above standards, meet standards and below standards. The

employer gets this rating when they receive points amid their assessment. I would suggest FBI

expel the rating method and instead work on an evaluation system of positive feedback. This

newly recommended system would be specific to the duties and responsibilities of the

employers. My prescribed framework will get positive feedbacks and improve methods, and it

will be suggesting the ways of improving job performance for the employees. I would also

mandate a reward for the employers who can achieve positive assessment. This strategy will help

the organization get excellent job performance and improving morals of the employers. The last

recommendation from my side to FBI regarding their performance and productivity will be of

granting credits for the years of service in the FBI. The case of this system would be, if an

employee completes ten years of his service then afterward with each addition of age in their

service, half of point of his assessment would be given. Each year employer will be rewarded

with one point until his last evaluation of retirement at the completion of his twenty years. The

point framework will be a collection base where these focuses will add to every time of

administration and rewards will be given for every assessment which is evaluated in the 90% tile.

The employer will have an aggregate of the premium of the service when he is going through the

final evaluation at the time of retirement. In final auditing, employers will get a cash reward for

their job performance and the points earned during the years of service. This will be a definite

chance for the employers who are in their last years of getting retired, to receive the cash reward

while performing extraordinarily in their service before they get retired

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References

Federal Bureau of Investigation. (2010, March 17). Organizational leadership of the FBI.
Retrieved November 20, 2017, from FBI.gov: http://www.fbi.gov/stats-
services/publications/law-enforcement-bulletin/October-2010/copy_of_confronting-science-and-
market-positioning

US Office of Personal Management. (2011-2012). Performance Management of

Government Agencies. Retrieved November 20, 2017, from OPM.gov:
http://www.opm.gov/policy-data-oversight/performance-management

USAJOBS.gov (2012). Government Agencies. Retrieved March 7, 2013 from the World
Wide Web:http://www.usa.govjobs.fbi.html

Westlaw (2010). Government Policy. Retrieved November 20, 2017from the World
Wide Web: http://west.thomson.com/westlaw/governmentpoliciesandprocedures.html