Ethics: Disabled Veterans Affirmative Action Program Essay

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Updated: Mar 2nd, 2024

Introduction

The program was initiated by the federal government of United States of America and provides guidelines for development, implementation and evaluation of equal employment opportunity and affirmative action programs for minorities including women and handicapped individuals.

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The federal government is renowned for employing Veterans. This is evident in the fact that they had a higher percentage jobs in the government than in the private sector. This has been facilitated by laws providing veterans with the preference and special appointment by t authorities. The office of the personnel management (OPM) plays a central role of administering entitlement to veterans’ preference in employment under title 5, of United States code. This preference applies in hiring of virtually all jobs be it in the competitive or excepted service. To receive the preferences a veteran must have been discharged from the forces or released form duty while under honorable conditions. (US office of Personnel Management 2008)

All agencies in the United States are required to submit an up to date DVAAP plan to OPM. This departments and agencies are required to have an affirmative action program that outlines how the disabled veterans should are considered in recruitment, employment and advancement in the civil society. This law requires the agencies to develop an annual DVAAP plan. In our discussion we shall examine this concept in detail and contrast this with the affirmative action for women or minorities.

Employment & Veterans Plight

Two classes of jobs exist with the federal government. Those in the competitive civil service of those in expected service. The competitive civil service jobs are subject to law passed by congress and requires that jobs be filled based on merit system.

Veterans are appointed in the competitive civil services by various Methods; competitive appointment through a list of OPM eligible; by non competitive appointment or under by merit promotion selection.

In a competitive appointment the Veterans competes with others on an OPM list of eligible Veterans who qualify as preference eligible are awarded 5 to 10 extra points to their passing score.Before the job is filled through competitive appointment the candidates are verified by the employment services officer which then gives the list of eligible to the selecting officials. Non competitive appointment is supervised by organized organization such as veterans’ recruitment Appointment (VRA), under this selection there is preference for the 30% or more of the disabled veterans. These authorities provide for a non competitive conversion to the competitive services after a suitable period of work.

Under merit promotion selection the Veterans compete with other federal employees under an agencies merit promotion procedure. The agencies however, do not apply any preference when considering candidates under merit promotion procedures.

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The jobs for veterans act, public law 107-288 amended title 38 USC, 4214 in the eligibility criteria for obtaining a veteran recruitment states that hose who are eligible are

  • Veterans who are disabled
  • Veterans who have served in the forces during a war or in a campaign/expedition foe which a campaign badge was authorized.
  • Veterans who, while an active duty in the forces, however participate in a military operations for which a service medal was awarded.
  • Lastly veterans who recently separated under honorable conditions.

Affirmative Action

Affirmative employment is a deliberate effort to ensure minorities the disabled and formant employees are given a full and fair opportunity to be represented in and succeeded into agency work force. The OPM requires that in order to determine the full representation of groups in any agency there must be an affirmative employment program to be undertaken. The specific areas analyzed by an agency include:-

  • Prevention sexual harassment.
  • Promotions.
  • Separations.
  • Recruitments and hiring.
  • Workforce profile.
  • Employee development programs.

Section 4214 of title 38, United States codes specified that agencies must establish an affirmative action program for disabled veterans as part of agency efforts to hire and advance persons with disabilities under rehabilitation action of 1973. The agencies are also required to promote employment of veterans maximally and advancement of job opportunities for all veterans who qualify under non competitive appointment. The section also calls for:-

  • Job placement consideration of 30% or more of disabled veterans under non competitive hiring authorities.
  • Total consideration for employment and advancement based on merit.
  • Establishment of an affirmative action plan for job recruitment and advancement of disabled veterans.

The affirmative employment plan for women and minorities is a detailed analysis of the agencies workforce. The analysis shows the number of women in several occupational categories, job series and grades compared to their presentation in the available civilian labor pool. The women analysis for affirmative actions in most cases only identifies efforts to recruit qualified women and minorities, and to re-evaluate selection criteria to ensure job related requirements are reflected. The affirmative action is not detailed as the case in people with disabilities. The plan unearths women representation in the work place. Barriers to affirmative employment of this group are identified and action, goals and timetable for achieving the above are developed and assigned the responsible management person.

According to (Jackson, 1999) affirmative action policies survey for women benefits 2% i.e. seven out of 314 stories. This is the group that from the studies addressed affirmative actions impact on women and minorities. The DVAAP affirmative plans in the current society leave out the phrase ‘women and minorities’ though they fall under the marginalized groups.

Blau and Winkler (2005) argue that people in America oppose affirmative action because they question the presence of discrimination at all. Affirmative action is meant to suppress the effects of discrimination against women and minority. A recent research has shown that the common white person creating a sizeable gap. (Pp38). Another research showed that the women and minority receive fewer interviews and job offers than equally qualified men and whites. In the real sense the affirmative action referred by many is the presidential decree DVAAP signed by president Lyndon B. Johnson in 1965 which was amended to include women in 1967. (Blau & Winkler 2005)

A number of studies that have been attempted to assess whether affirmative action programs lead to greater employment of women and minorities, have confirmed that the programs yield little or no effort. This is because affirmative action is just a combination of many different employer practices. It cannot be surely concluded in one perspective as Jonathan Leonard 1989 study showed; women and minorities benefited much in firms with federal contacts who were subject to affirmative action.

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In another study Holzer and Neumark found that firms which used the affirmative action had greater shares of minorities and women in workforce when affirmative action programs were used employers would obtain more formal human resource procedures in place to evaluate their employers. This would create more objective evidence when considering women and minority candidates for promotions.

Conclusion

Affirmative action program for the recruitment, employment and advancement of disabled veterans should have broader social benefits than the person hired. The programs under DVAAP eliminate discrimination and create opportunities to the target group.

The benefits of affirmative action in employment are moderately positive for the disabled; women and minorities a like. Concerns about affirmative action policies, can make the program politically sensitive. Other problems associated will it would be their perception by the public as affirmative action beneficiaries rather than equally qualified or equally productive employees. This move can actually result to these employees loosing their morale. On the other hand, failing to endorse the affirmative action would result into loss of opportunities to disadvantaged groups such as women and minorities.

The rights and privileges that these particular groups enjoy should be enforced to restore them into competitive positions for government employment. The government of the United States, of America should look at its future challenge of finding ways to level the playing fields equitably so that everyone has an equal opportunity to succeed.

Reference

Blau, F.D &Winkler, A.E (2005) ‘Army Regulation’ 690–12,4th March 1988.Equal Employment Opportunity and Affirmative Action , Department of the Army Washington, DC. Web.

Hotzer H.J &Neumark D. 2005. ‘What does affirmative action do’ Industrial and labor relations.

Jackson, J. (1999). Affirmative action coverage ignores women and discrimination. Web.

Jonathan, L. 1989. ‘Women and affirmative action’ Journal of economic perspective.

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‘US office of personnel Management: Veterans employment information 2008. Web.

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IvyPanda. (2024) 'Ethics: Disabled Veterans Affirmative Action Program'. 2 March.

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IvyPanda. 2024. "Ethics: Disabled Veterans Affirmative Action Program." March 2, 2024. https://ivypanda.com/essays/ethics-disabled-veterans-affirmative-action-program/.

1. IvyPanda. "Ethics: Disabled Veterans Affirmative Action Program." March 2, 2024. https://ivypanda.com/essays/ethics-disabled-veterans-affirmative-action-program/.


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IvyPanda. "Ethics: Disabled Veterans Affirmative Action Program." March 2, 2024. https://ivypanda.com/essays/ethics-disabled-veterans-affirmative-action-program/.

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