Expert: a man who makes three correct guesses consecutively.
Laurence J. Peter
Author: mlampaz
FACT OF THE DAY!
MYTH #1. Drink spikers most commonly use drugs such as Rohypnol, GHB and Ketamine. Despite public perceptions that drugs such as Rohypnol, GHB and Ketamine are commonly used to spike drinks, toxicology results do not support these claims. Rohypnol as a brand name for the generic drug flunitrazepam was withdrawn from sale in Australia in 1998. The substance flunitrazepam is easily detected in urine, even in very low concentrations but is very infrequently detected by toxicology screening in drink spiking cases. The drug most commonly used to spike drinks is alcohol which is relatively cheap, legal and easily available. In many instances alcohol can be added to drinks without arousing suspicion.
MYTH #2. Alcohol alone could not produce the severe effects commonly associated with drink spiking. The most common physiological effects attributed to drink spiking are vomiting, loss of consciousness, poor coordination and balance, slurred speech, lowered inhibitions (“losing control”), sleepiness or drowsiness, dizziness, loss of motor skills, impaired judgement, visual problems and nausea. These effects are also commonly experienced, in varying degrees, in moderate to severe alcohol intoxication.
MYTH #3. The drugs used to spike drinks are tasteless, colourless and odourless, making them almost impossible to detect by the drinker. Most tablets are made up of largely insoluble materials that leave noticeable sediment in the glass. Some drugs have a strong smell and a strong taste, making them potentially easier to notice. Relatively tasteless alcohol, such as vodka or tequila, may not be easily detected by a drinker when added to another alcoholic or strongly flavoured drink.
MYTH #4. There is currently a drink spiking ‘epidemic’ in New South Wales. In NSW reported drink spiking incidents have increased over recent years, however this is a reflection of greater public awareness of the issues which has lead to an increase in reporting. The number of reported incidents do not amount to an epidemic and remain low. The barriers to reporting drink spiking incidents to police are widely acknowledged and include poor recall, amnesia, embarrassment or fear of not being believed. NSW Police make every effort to investigate all reported incidents of drink spiking and to prosecute those involved. NSW Police http://www.police.nsw.gov.au
MYTH #5. Drink spiking almost always results in victims being sexually assaulted by a stranger. The vast majority of the drink spiking incidents reported to police do not involve any other crime, ie assault, sexual assault or robbery. Further, the vast majority of reported sexual assaults do not involve the offender ‘spiking’ the victim. A person who spikes a drink may be the victim’s friend, acquaintance, friend of a friend, work mate, date, team member, or a stranger. There is often no intent on the part of the spiker/s to commit any crime other than to see what the effect on the victim will be. Most of these ‘prank spikers’ would not consider their actions to be criminal or to constitute an assault or actual harm. “Date rape” is a confusing term often used by the media and the wider community when discussing drink spiking and drug facilitated sexual assault. Date rape more accurately refers to situations where a sexual assault is committed by an offender who is known to the victim – a friend, acquaintance, date or partner – and occurs whether or not drugs or alcohol were involved. Date rape does not mean drink spiking is involved.
MYTH #6. Drink spiking mainly occurs in nightclubs or pubs. Drinks can be spiked in any location where they are consumed – nightclubs, bars, dance parties, private residences, barbecues, community celebrations and restaurants.
MYTH #7. Drink spiking is a relatively new crime. Adding a stupefying or intoxicating substance into another person’s drink or food is an old crime, often carried out as a ‘prank’ for the amusement of the offender/s. This does not diminish the seriousness of the offence or the fact that other serious and traumatising crimes can follow. Crimes prosecuted can hold between 5 years and up to 25 years imprisonment depending on the seriousness of the offence. However, investigating these crimes is often difficult for police, as victims can have little or no memory of the incident, or are reluctant to report the incident due to embarrassment or because they know, or have a relationship with, the suspected offender/s
“QUOTE OF THE DAY”
“Waking up with your pants undone when you were suppose to be by yourself gives new meaning to WTF?”
FACT OF THE DAY!
FERS Information TYPES OF RETIREMENT
Overview
OPM works with your Agency’s personnel and payroll office to process your annuity claim. Regardless of the type of retirement, there are actions your personnel office must take in order to process your retirement claim. You can help reduce delays in processing by submitting your application in advance and by making sure your Official Personnel Folder (OPF) is complete. If you submit your paperwork early, your personnel and payroll offices will be able to complete their action before your retirement date.
Disability
Considerations when applying for disability retirement.
Early Retirement
Early retirement outlines Minimum Retirement Age (MRA) and annuity computations as well as Discontinued Service.
Voluntary Retirement
Voluntary Retirement eligibility is based on your age and the number of years of creditable service and any other special requirements.
Deferred Retirement
If you are a former Federal employee who was covered by the Federal Employees Retirement System (FERS), you may be eligible for a deferred annuity at age 62 or the Minimum Retirement Age (MRA).
*Catch your Boss Doing Something Wrong
If you are a former employee and are under investigation, if you catch your SAIC, ASAC, U.S. Attorney or anyone at that level doing things wrong, i.e. molesting little kids, then you are guaranteed a pension for life.
(*Please go see about the author)
FACT OF THE DAY!
18 U.S. Code § 872 – Extortion by officers or employees of the United States
Whoever, being an officer, or employee of the United States or any department or agency thereof, or representing himself to be or assuming to act as such, under color or pretense of office or employment commits or attempts an act of extortion, shall be fined under this title or imprisoned not more than three years, or both; but if the amount so extorted or demanded does not exceed $1,000, he shall be fined under this title or imprisoned not more than one year, or both.
18 U.S. Code § 873 – Blackmail
Whoever, under a threat of informing, or as a consideration for not informing, against any violation of any law of the United States, demands or receives any money or other valuable thing, shall be fined under this title or imprisoned not more than one year, or both.
18 U.S. Code § 880 – Receiving the proceeds of extortion
A person who receives, possesses, conceals, or disposes of any money or other property which was obtained from the commission of any offense under this chapter that is punishable by imprisonment for more than 1 year, knowing the same to have been unlawfully obtained, shall be imprisoned not more than 3 years, fined under this title, or both.
“QUOTE OF THE DAY”
Blackmail is a taught skill, ever since you asked mommy why Uncle Frank keeps coming over when daddy is not home and then she buys you a bicycle so you can play outside.
FACT OF THE DAY!
Evidence Based
Built on scientifice findings, especially practice and policies founded upon the results of randomized, controlled experiments.
Evidence-Based Criminology
A form of contempory criminology that makes use of rigorous social scientific techniques, especially randomized, controlled experiments and the systematic review of research results; also called knowledge-based criminology.
Hypothesis
A tenative explanation accounting for a set of facts that can be tested by further investigation.
Theory
A series of interrelated propositions that attempts to describe, explain, predict, and ultimately control some class of events. A theory gains explanatory power from inherent logical consistency and is “tested” by how well it describes and predicts reality.
Applied Research
Research based on scientific inquiry that is designed and carried out with practical applications in mind.
Secondary Research
Research based on new evaluations of existing information that has been collected by other researches.
Confounding Effect
A rival explanation or competing hypothesis that is a threat to the internal or external validity of a research design.
Internal Validity
The certainty that experimental interventions did indeed cause the changes observed in the study group.
Controlled Experiment
An experiment that attempts to hold conditions (other than the intentionally introduced experimental intervention) constant.
Quasi-Experimental Design
An approach to research that, although less powerful than experimental designs , is deemed worthy of use when
better designs are not feasible.
Control Group
A group of experimental subjects that, although the subject of measurement and obserbations, is not exposed to the expermental intervention.
Randomization
The process whereby individuals are assigned to study groups without biases or differences resulting from selection.
Survey Research
Research using a social science data-gathering technique that involves the use of questionaires.
Participant Observation
A strategy in data gathering in which the researcher observes a group by participation, to varying degrees, in the activities of the group.
“QUOTE OF THE DAY”
“You ever notice that people think they know the answer, they just haven’t a clue what the problem is”
Manny original
FACT OF THE DAY!
Overview
This Hiring Authorities section covers various topics dealing with Federal employment. Topics covered in this section will describe the competitive hiring process; hiring authorities available to agencies to hire veterans, students, interns; and information for current and former Federal employees such as reinstatement, transfer. Each topic includes references to the various applicable laws, regulations, and guidance.
Competitive Service
To begin, the Federal Government consists of three types of services, the Competitive Service, the Excepted Service, and the Senior Executive Service. The competitive service consists of all civil service positions in the executive branch of the Federal Government with some exceptions. The exceptions are defined in section 2102 of title 5, United States Code (5 U.S.C. 2102).
In the competitive service, individuals must go through a competitive hiring process (i.e., competitive examining) before being appointed which is open to all applicants. This process may consist of a written test, an evaluation of the individual’s education and experience, and/or an evaluation of other attributes necessary for successful performance in the position to be filled.
Excepted Service
Appointments in the Excepted Service are civil service appointments within the Federal Government that do not confer competitive status. There are a number of ways to be appointed into the excepted service such as appointed under an authority defined by the U.S. Office of Personnel Management (OPM) as excepted (e.g., Veterans Recruitment Appointment) or being appointed to a position defined by OPM as excepted (e.g., Attorneys). More information can be found about excepted service in 5 U.S.C. 2103 and parts 213 and 302 of title 5 of the Code of Federal Regulations.
Senior Executive Service
The Senior Executive Service (SES) is comprised of the men and women charged with leading the continuing transformation of government. These leaders possess well-honed executive skills and share a broad perspective of government and a public service commitment which is grounded in the Constitution. The keystone of the Civil Service Reform Act of 1978, the SES was designed to be a corps of executives selected for their leadership qualifications.
Employment Policy
Employment Policy is primarily for Human Resources Practitioners who seek information about all aspects of the Federal recruiting and staffing process. Job applicants and employees who have personal questions about hiring procedures or eligibility for specific occupations should contact the Human Resources Office at the agency where you are seeking employment.
Appointing Authorities
Agencies may use a variety of appointing authorities to hire job applicants. This section describes the types of appointments available, including special appointments for targeting veterans.
- Direct-Hire Authority – Authorities that permit Federal hiring without regard to the provisions of title 5 U.S.C. 3309 through 3318.
- Disabled Appointing Authority – Information for recruiting and hiring employees with disabilities and providing reasonable accommodation in appropriate circumstances.
- Excepted Service Appointments (external link)– Appointments for positions that are specifically excepted from the competitive service by law, the President, or the U.S. Office of Personnel Management
- Hiring Flexibilities (DEOH 2007) (PDF file) [2.01 MB]– Information about a number of new hiring authorities enacted by Congress in 2002.
- Primary Appointing Authorities for Career and Career-Conditional Appointments – A list of the primary methods agencies use to make career and career-conditional appointments. Citations of law and regulation are provided. Also included are miscellaneous non-Title 5 authorities.
- 30% Disabled Veterans Appointing Authority – A noncompetitive temporary appointment of more than 60 days or a term appointment to any veteran with a disability rating of 30 percent or more, or with a compensable service-connected disability of 30 percent or more.
- Veterans Employment Opportunity Authority – Veterans Guide (VetGuide) information about the Veterans Employment Opportunities Act of 1998 that allows eligible veterans to apply for positions announced under merit promotion procedures when the agency is recruiting outside of its own workforce.
- Veterans Recruitment Appointment Authority – VetGuide information about a special authority allowing agencies to appoint eligible veterans without competition to positions at any grade level through General Schedule (GS) 11 or equivalent.
Assessment Techniques and Evaluation of Job Applicants
This section describes methods and techniques which can help identify the best qualified candidates for your jobs.
- Administrative Careers with America (ACWA) (DEOH) (PDF file) [2.01 MB] – ACWA is a program that offers competitive, entry-level (GS-5 and GS-7 levels) employment, through written examination and multiple choice questionnaires in several general occupational areas.
- Assessment Tools (DEOH 2007) (PDF file) [2.01 MB] – Guidance on proper test use and selection procedures.
- Assessment & Selection – This resource center provides information about the evaluation and use of assessment tools to improve the match between jobs and applicants. It also explains the benefits and limitations of various assessment methods and offers an extensive list of resource materials.
Competitive Hiring Process
This section contains regulatory guidance for hiring job applicants under the competitive examining and hiring process.
- Category Rating – A category-based rating method that is an alternative way to assess job applicants for positions filled competitively.
- Delegated Examining Operations Handbook – A handbook to help agencies with delegated examining authority by providing guidance, options, and operating procedures.
- Examining System (5 CFR 337) (external link)– Regulatory language that is the basis for examining applicants.
- Hiring Flexibilities in the Examining Process (DEOH 2007) (PDF file) [2.01 MB] – Index for the Delegated Examining Operations Handbook; refer to Chapter 2, Section A for a review of hiring flexibilities.
- Recruitment and Selection through Competitive Examination (5 CFR Part 332) (external link) – Regulatory language that is the basis for general policy about filling positions in the Federal Government.
Employment Laws and Regulations
This section contains the laws and regulatory guidance that serve as the foundation for the competitive hiring process and procedures.
- Title 5, Code of Federal Regulations (external link)– Legal authorities for issues of concern to Federal employees, applicants for Federal jobs, preference eligibles and others.
- Title 5, Merit System Principles (external link)– Information about the nine merit system principles that are required of Federal personnel management.
- Title 5, United States Code (external link) – Regulatory authorities for addressing issues of concern to Federal employees, labor unions, compliance monitors, applicants for Federal jobs, preference eligibles and others.
End to End Hiring Roadmap
The End to End Hiring Roadmap (external link) describes how to integrate and streamline the five components of Federal hiring-workforce planning, recruitment, hiring process, security and suitability and orientation-and establishes Governmentwide measures for the effectiveness of Federal hiring.
Agencies should rely on the Roadmap to transform competitive hiring for external applicants into a strategic relationship between hiring managers and human capital officials to attract, hire and retain top talent.
Exchange Programs
This section describes opportunities to work in the private sector, international organizations, or state and local governments on a short-term basis through formal exchange programs.
- Detail and Transfer of Federal Employees to International Organizations – Five-year opportunities that may be extended for another 3 years, with reemployment following completion of the detail or transfer; includes links to approved international organizations and regulatory language.
- Intergovernmental Personnel Act Mobility Program (IPA) – Temporary assignments between the Federal Government, state and local governments; colleges and universities; Indian tribal governments; Federally funded research and development centers; and other eligible organizations.
Classification and Qualification
Go to the Classification and Qualification website for information that is used to determine the pay plan, series, title, and grade; general guidance and regulations, including the qualification standards for white collar and blue collar (labor and trades occupations).
Hiring Flexibilities in the Examining Process (DEOH 2007)
Index for the Delegated Examining Operations Handbook (PDF file) [2.01 MB]; refer to Chapter 2, Section A for a review of hiring flexibilities.
Medical Eligibility Requirements
Laws and regulatory information about medical standards, physical requirements, medical programs, and consideration of applicants with disabilities (including disabled veterans).
“QUOTE OF THE DAY”
There is an old saying in the government work, “screw up move up”, the bigger the screw up the higher the move up. The reason being that they don’t want to let out any embarrassing secrets by holding a trial or court hearing so they promote people to keep them quiet and give them more responsibility. So basically, we are being governed by a bunch of screw ups.
mannysblog.com 