By National Defense Research Institute (U. S.), Cheryl Y. Marcum
In 1998, the protection technological know-how Board activity strength on Human assets Strategywas validated for the aim of comparing the dep. of Defense's(DoD's) ability to draw and maintain either civilian and armed forces personnel.As a part of this assessment, RAND used to be requested to check the expansion of politicalappointment positions in the DoD in addition to to ascertain the appointmentand affirmation approach that strength political appointees face. Taskedwith reviewing correct DoD info, the nationwide security learn Institute(NDRI), performing in aid of the security technological know-how Board job strength, foundthat the variety of DoD positions requiring Senate affirmation has grownsignificantly during the last twenty years. The examine additionally printed that thefunctional tasks of such positions have narrowed whereas theirvacancy charges have elevated. In assessing the literature, the NDRI foundthat disincentives exist within the political appointment and confirmationprocess -- particularly, specifications that applicants expose a variety of personaland monetary details; requisites to conform with conflict-of-interestregulations which may require divestiture of inventory holdings; and requirementsto agree to broad put up employment regulations. also, thelength of the appointment and affirmation method itself could function adisincentive to power appointees.
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Deterrent: Confidentiality of Paperwork Submitted The paperwork presented to the White House Office of Counsel by the individual, the FBI, and the IRS is protected by the Privacy Act. However, potential nominees may be concerned about leaks of private information to the public. In the case of Tony Lake’s nomination as Director of Central Intelligence, information was routinely leaked. Lake removed himself from consideration in response to the frustrations of the confirmation process (Mackenzie, 1996).
5 million a year and the freedom to do what I want. Holbrooke, his mind addled by patriotism or something, has hung in” (Cohen, 1999). C. §207[b]). We are assuming, for purposes of this discussion, that ex-DoD employees did not participate in such negotiations. C. §207[a][2]). These prohibitions do not prevent an individual from accepting employment from a company that does business with the government. ” PASs paid at the EL-V or EL-IV level and noncareer SESs whose salaries are at or above the EL-V level ($110,700 in 1999) must agree to the following commitment in addition to the previous restrictions:34 • A five-year restriction against lobbying the employee’s former agency: “I will not, within five years after the termination of my employment as a senior appointee in any executive agency in which I am appointed to serve, lobby any officer or employee of that agency” (“Ethics Commitments by Executive Branch Appointees,” 1993).
Cohen concluded: “I wonder about Holbrooke. I wonder about a man who wants to be in government so badly that he spent a year of his life filling out government forms, yearning to make policy when other men—real men—yearn only to make money. 5 million a year and the freedom to do what I want. Holbrooke, his mind addled by patriotism or something, has hung in” (Cohen, 1999). C. §207[b]). We are assuming, for purposes of this discussion, that ex-DoD employees did not participate in such negotiations.
