This thesis traces the growth the United States Senate's role in the Supreme Court confirmation process from the passage of the Judiciary Act of 1789 to the nomination of Robert H. Bork in 1987. Beginning with an examination of the intellectual origins of the Advice and Consent Clause of the United States Constitution, the thesis goes on to demonstrate that the Senate's role in the confirmation process has expanded well beyond the boundaries established by the Framers of the Constitution, and that this has resulted in a usurpation of the presidential power of appointment. The thesis concludes by arguing that the growth of the Senate's role in the confirmation process has harmed the integrity of the judicial branch by infringing upon the separation of powers, specifically demonstrating how the modern confirmation process has threatened to undermine the independence of the Judiciary.

Thesis (MA)--University of Stellenbosch, 2001. / ENGLISH ABSTRACT: Selection represents a critical human resource intervention by virtue of its ability to regulate the movement of employees into, through and out of the organisation. Selection thus represents a relatively visible mechanism through which access to employment opportunities can be regulated. From the perspectives of both affirmative action and fairness, as well as utility, selection has therefore been under intense scrutiny. This implies that there are two substantial criteria in terms of which selection procedures need to be evaluated, namely equity and efficiency. Should the human resource function be challenged to defend its selection procedure, it should be able to assemble credible evidence to show the efficiency and equity of the disputed intervention by means of a reasoned justification. The problem is, however, that most selection procedures being operated in South Africa would probably not be able to successfully meet this burden of persuasion. The search for equitable and efficient selection procedures thus necessitates the need for psychometric audits to provide the feedback required to adjust selection procedures towards greater efficiency and equity, and to provide the evidence required for the vindication of organisations should they be challenged in terms of the South African anti-discriminatory labour legislation. The Guidelines for the Validation and Use of Selection Procedures developed by the Society for Industrial Psychology (1998) represents an attempt to illustrate the ideal process according to which selection procedures should be developed and validated. Conditional on the acceptance that the Guidelines (1998) set out the most justifiable methodology for the development and justification of selection procedures, it becomes a necessity for organisations to periodically evaluate (i.e. periodically psychometrically audit) their current selection procedures and its developmental history to determine whether the human resource function can convincingly demonstrate: .:. The business necessity of the selection procedure; .:. The validity of the performance theory on which the selection procedure is based; and .:. That the selection strategy combines applicant information fairly. A checklist was developed from relevant psychometric literature for the purpose of the psychometric audit representing a structured list of activities required to justify the use of a selection procedure. A psychometric audit was conducted on a selection procedure for call centre staff of a large SA insurance company. The audit uncovered a number of deficiencies in the call center selection procedure and its developmental history. The performance hypothesis, in which the choice of operational predictor measures is grounded, was neither developed, nor argued, nor documented with sufficient clarity to indicate unambiguously the presumed nature of the nomological network of performance determinants and performance constructs. Problems were found with the external validity of the validation design. No reliability, validity, fairness or utility analyses had been performed at the time of the audit. Subsequent correlation analysis indicates low statistically insignificant correlations between the majority of the chosen predictors and the developed criteria. Nonetheless, linear combinations of predictors were found for each of the three call center positions that significantly explain moderate proportions of criterion variance. The fairness of the use of the CSR multiple regression equation across black and white applicants was examined and found to be acceptable. Due to practical constraints, the utility of the selection procedure has not been evaluated. It is recommended that the current selection procedure be re-examined in detail by the company to bring about positive changes in the performance hypothesis and the operational criterion measures. Thereafter, concrete evidence of reliably generated methodological research needs to be obtained again in order to verify the appropriateness, reliability and the meaningfulness of the inferences made from predictor assessments, thereby limiting, ifnot eliminating, possible cases oflitigation. / AFRIKAANSE OPSOMMING: Seleksie verteenwoordig 'n kritieke menslikehulpbronintervensie omdat dit die vermoë het om die beweging van werknemers in, deur en uit 'n organisasie te reguleer. Seleksie verteenwoordig dus 'n relatief sigbare meganisme waarmee toegang tot werksgeleenthede gereguleer word. Uit die oogpunt van sowel regstellende aksie as regverdigheid, en ook bruikbaarheid, is seleksie tans geweldig onder die vergrootglas. Hiermee word geïmpliseer dat die twee substansiële kriteria waarvolgens seleksieprosedures geëvalueer moet word, billikheid en doeltreffendheid is. Sou die menslikehulpbronfunksie uitgedaag word om sy seleksieprosedure te verdedig, sal dit met geloofwaardige bewyse voor 'n dag moet kan kom om die regverdigheid en doeltreffendheid van die intervensie onder bespreking deur middel van logiese argumente te regverdig. Die probleem is egter dat die meeste seleksieprosedures wat in Suid Afrika gebruik word, waarskynlik nie aan hierdie vereiste sal kan voldoen nie. Die soeke na regverdige en doeltreffende seleksieprosedures noodsaak dus dat die behoefte aan psigometriese oudits. aangespreek word vir die terugvoer wat nodig -is om die seleksieprosedures meer doeltreffend en regverdig te maak. Dit salook terselfdertyd die bewyse verskaf waardeur organisasies hul keuringsprosedures kan regverdig indien teen organisasies opgetree sou word in terme van Suid Afrika se antidiskriminerende arbeidswetgewing. Die "Guidelines for the Validation and Use of Selection Procedures" wat deur die Vereniging vir Bedryfsielkunde (1998) ontwikkel is, is 'n poging om die ideale proses waarvolgens seleksieprosedures ontwikkel en gevalideer behoort te word, te illustreer. Op voorwaarde dat hierdie Riglyne (1998) aanvaar word as die mees regverdigbare metodologie wat betref die ontwikkeling en regverdiging van seleksieprosedures, word dit noodsaaklik dat organisasies hulle seleksieprosedures en die ontwikkelingsgeskiedenis daarvan van tyd tot tyd evalueer (d.i. 'n periodieke psigometriese oudit) ten einde vas te stelof die menslikehulpbronfunksie die volgende oortuigend kan demonstreer: .:. die noodsaaklikheid van die seleksieprosedure uit 'n besigheidsoogpunt; .:. die geldigheid van die prestasieteorie waarop die seleksieprosedure gebaseer is; en .:. dat die seleksiestrategie die inligting van die aansoeker regverdig kombineer. 'n Kontrolelys is ontwikkel uit relevante psigometriese bronne sodat die psigometriese oudit 'n gestruktureerde lys van aktiwiteite bevat wat die gebruik van 'n seleksieprosedure sal kan regverdig. 'n Psigometriese oudit is gedoen op 'n seleksieprosedure vir die inbelpersoneel van 'n groot Suid Afrikaanse versekeringsfirma. Die oudit het 'n aantal gebreke in hierdie seleksieprosedure en sy ontwikkelingsgeskiedenis uitgewys. Die prestasiehipotese waarop die keuse van operasionele voorspellers gegrond is, was nie met voldoende helderheid ontwikkel, beredeneer of gedokumenteer om 'n onomwonde aanduiding te gee van die nomologiese netwerk van prestasiedeterminante en prestasiekonstrukte nie. Die eksterne geldigheid van die valideringsontwerp was ook problematies. Geen betroubaarheids-, geldigheids-, billikheids- of nutanalises is ten tyde van die oudit uitgevoer nie. 'n Daaropvolgende korrelasie-analise dui op lae, statisties onbeduidende korrelasies tussen die meerderheid van die gekose voorspellers en die ontwikkelde kriteria. Daar is desnieteenstaande lineêre kombinasies van voorspellers gevind vir elk van die drie inbelsentrumposte wat beduidend matige proporsies kriteriumvariansie verklaar. Die billikheid van die gebruik van die CSR meervoudige regressievergelyking vir wit en swart aansoekers is ondersoek en aanvaarbaar gevind. As gevolg van praktiese beperkinge is die nut van die seleksieprosedure nie geëvalueer nie. Daar word aanbeveel dat die huidige seleksieprosedure weer noukeurig deur die maatskappy ondersoek sal word om positiewe veranderinge aan die prestasiehipotese en die operasionele kriteriumtellings aan te bring. Daarna moet konkrete bewyse uit betroubaar gegenereerde, metodologiese navorsing weereens verkry word om die relevansie, betroubaarheid en betekenisvolheid van die afleidings wat gemaak is op grond van voorspellerevaluerings te verifieer, om op dié manier moontlike regsgedinge te beperk, indien nie uit te skakel nie.

The purpose of this study was to identify and compare the job performance expectations of recent journalism graduates as perceived by selected managing editors and journalism educators in Standard Federal Region Six (the states of Arkansas, Louisiana, New Mexico, Oklahoma, and Texas). The survey instrument consisted primarily of statements dealing with the topics of five research questions on the value of journalism education to success on newspapers, the value of newspaper experience to teaching journalism, the language skills of recent graduates, the value of academic research to the improvement of newspapers, and the "gap" between journalism education and journalism practice.

Society and institutions of government reinforce norms that constrain the behavior of individuals. Heteropatriarchal norms traditionally favor the perspective of white, male, heterosexual, reason, judicial restraint, and democratic authority over their binary, and minority, counterparts: black, female, homosexual, desire, judicial activism, and individual rights. According to the theory of Queer New Institutionalism, these dichotomous pairs are mutually dependent upon each other for definition and maintenance. The perpetuation of these binarisms is made through language, often assumed and unquestioned. However, the use of sexualized language and metaphors are identified in efforts to draw suspicion and consternation for these minoritized Others. When the presence of an Other is missing, those that would reinforce these norms being to skirt the line between the pairings, taking the position of the individual they would otherwise criticize. By utilizing critical discourse analysis, Supreme Court nomination hearings during the 109th and 111th Congresses were reviewed for support for the theory of Queer New Institutionalism. Senators and witnesses before the committee operated within the constraints of binary thinking and instances of sexualized and gendered language, as well as metaphors, were used to perpetuate these norms and link the nominees to the suspicion surrounding Others.

No description available.

In 1994, the Federal Government is projected to face a critical personnel problem that a large number of Senior Executive Service members will be eligible for retirement. The Senior Executive Service Candidate Development Program (SESCDP) is a major program designed to train potential candidates for the Senior Executive Service positions. The Office of Personnel Management (OPM) provides agencies with a broad guideline so that they are able to design their own development programs that best suit their needs and circumstances. After the completion of the program, the candidates’ qualifications will be reviewed by the OPM's Qualification Review Board. The qualified candidates, then, will receive certifications from the Qualification Review Board. However, this does not guarantee the candidates the SES placement. The study investigates the SESCDP in several federal agencies, namely, the Department of Interior, the Department of Labor, the Department of Veteran Affairs, and the Small Business Administration. Specifically, it examines the agencies' values and philosophy (basic assumptions) of training the executives, the agencies’ succession planning, their implementation of the programs (the strengths and weaknesses), and their relationships with the OPM. One major purpose of the study is to examine the SESCDPs currently operated by the five federal agencies. Based on government documents and an in-depth interview with the policy makers, experts, program coordinators, and participants, the data was analyzed across all five cases and in relation to Office of Personnel Management's framework. Through various methods of analysis--system analysis, strategic management, and other related executive development theories and learning theories, the results show four major issues of the federal agency SESCDP: 1) the lack of systematic program; 2) the lack of strategic succession planning; 3) the lack of career development planning and; 4) the impacts of the Clinton Administration on the program implementation. To counter the above problems, the author recommends that the federal executive development program should be systematically designed to provide career development to every federal employees at all levels and a system of strategic succession planning should be implemented government-wide. / Ph. D.

Thesis (MBA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: One of the most difficult and more important decisions taken by a client is the selection of the most appropriate contractor. It requires the assessment of various factors, often conflicting, in order to determine the most appropriate contractor and are therefore classified as a problem that can be resolved by using multiple criteria decision making methods. The act of decision making is never an easy one and requires a sound understanding of the requirement, the alternatives and the model used to assess the alternatives in terms of the requirement in order to instil confidence that the most appropriate alternative is selected. The appropriateness of the methods used in contractor evaluation has a vital impact on the cost of the transaction. The three broad categories, or schools of thought, relating to multiple criteria decision making (MCDM) methods are assessed in terms of their applicability to the contractor selection problem within a quasi-government organisation, namely Armscor. Of the three categories, only the methods of the value measurement category were found to be appropriate within the current legislative framework of the Preferential Procurement Act, which seeks to express the performance of an offer as a unique numerical function. The old contractor selection model of direct point allocation on a qualitative scale is shown to be inappropriate, especially in terms of the additive utility assumption of single dimensional units. The proposed new model makes use of the weighted product model that is not restricted by the additive utility assumption as it results in dimensionless analysis of the criteria. The utility functions associated with the quantitative criteria uses curves which are raised to the power of the confidence variable. The arithmetic mean of these variables represents the group’s confidence level associated with each contractor’s offer in the correctness and/or its ability to maintain the stated level of performance. Furthermore, the analytic hierarchy process is used for the assessment of the qualitative criteria. The new model, although not perfect, is an improvement over the old model with regards to the understanding of the requirement as well as the assessment of contractors’ proposals. / AFRIKAANSE OPSOMMING: Die keuse van ‘n kontrakteur is een van die moeilikste besluite wat ‘n kliënt moet neem, dit is egter ook een van die belangrikste besluite wat geneem word. Ten einde die mees geskikte kontrakteur te kies, moet daar ‘n waarde geheg word aan verskeie faktore, menigmaal teenstrydig, wat kontrakteur seleksie klassifiseer as ‘n probleem wat deur middel van meervoudige-kriteria-besluitnemingsmetodes opgelos kan word. Die handeling van besluitneming is nooit ‘n maklike een en vereis deeglike kennis van die behoefte, die alternatiewe, asook die model wat gebruik word om die alternatiewe in terme van die behoefte te waardeer in orde om vertroue in die gekose alternatief te hê. Vir die doeleindes van hierdie studie is die drie kategorieë van meervoudige-kriteria-besluitnemingsmetodes vergelyk in terme van hul toepaslikheid op die voorafgenoemde probleem binne ‘n Semi-Staatsinstelling, naamlik Krygkor, met die oogmerk om die beste metode te identifiseer. Slegs die metodes vervat in die waarde-meting kategorie is geskik binne die Wet op die Raamwerk vir Voorkeurverkrygingsbeleid wat die evaluasie van ‘n aanbod uitdruk as ‘n unieke numeriese funksie. Uit die studie blyk dit dat die vorige kontrakteur seleksie model van direkte punt allokasie op ‘n kwalitatiewe skaal onvanpas is, veral in terme van die sommerings-nutfunksie aanname van enkel dimensionele eenhede. Die model wat eerder aanbeveel word, maak gebruik van die geweegde-produk-model wat nie beperk word deur die bogenoemde aanname nie, aangesien dit dimensielose analise tot gevolg het. Nutfunksies wat geassosieër word met kwantitatiewe kriteria, word voorgestel deur kurwes wat tot die mag van die vertrouensvlak-veranderlike gehef word. Die rekenkundige gemiddelde van hierdie veranderlike verteenwoordig die groep se vertrouensvlak met betrekking tot elke kontrakteur se akkuraatheid en vermoeë om die gespesifiseerde vlak van werkverrigting te handhaaf. Die kwalitatiewe kriteria word beoordeel deur gebruik te maak van die analitiese hiërargie proses. Die gevolgtrekking wat uiteindelik gemaak word is dat die nuwe model, alhoewel nie foutloos, tog ‘n verbetering is op die vorige model, veral met betrekking tot die insig wat verkry word deur die ontleding van die kontrakteurs se voorstelle in terme van die bepaalde behoefte wat bevredig moet word, ten einde die beste keuse uit te oefen.

published_or_final_version / abstract / Civil Engineering / Doctoral / Doctor of Philosophy

In their efforts to make the selection and hiring process more efficient, school administrators utilize teacher selection instruments such as the Web-based TeacherInsight™ assessment tool (The Gallup Organization, Princeton, NJ). Tools such as these instruments are now used regularly by school systems across the nation to assess teachers regarding their knowledge, talents, skills, attitudes, and values. According to Gallup, the TeacherInsight is a predictor of teacher talent and is based on 12 themes. This study utilized 132 elementary and secondary teachers and approximately 4,500 students currently enrolled in Grades 3 through 11 to determine if the TeacherInsight is a predictor of student achievement. This study considered: (1) the relationship between the TeacherInsight and student achievement as measured by the Texas Growth Index (TGI); (2) the relationship between teacher characteristics (years of experience, level [primary or secondary], gender, age, degree) and the TeacherInsight instrument; (3) the relationship between teacher characteristics (years of experience, level [primary or secondary], gender, age, degree) and student achievement as measured by the TGI; and (4) the relationship between student classifications (limited English proficient, economically disadvantaged, at-risk) and student achievement as measured by the TGI. The analyses found a very weak positive relationship between the TeacherInsight and student achievement using the TGI in the subjects of English/ reading and math. Additional analysis based on levels (primary and secondary) between TeacherInsight scores and TGI values were not significant. Teacher characteristics were poor predictors of scores on the TeacherInsight. Of the characteristics, years of teaching experience was the strongest predictor of scores on the TeacherInsight. Although the overall analyses indicated significant relationships, they were very weak for both English/reading and math. Teacher characteristics were also poor predictors of student achievement. Again, the overall analysis indicated a significant but weak relationship for both English/reading and math. When considering the relationship between student classifications of LEP, economically disadvantaged, and at-risk, only at-risk had a weak relationship to student achievement. The findings provide little support to the validity of TeacherInsight in terms of its ability to predict student achievement scores and its usefulness as a tool for the selection of teachers by school systems. Until more extensive research is completed on the TeacherInsight and its impact on student achievement, no definitive answers for school systems can be made. Suggestions and recommendations for future studies are provided in the discussion section.

The purpose of this study was to determine the opportunities available for employment to Ph.D.'s and Ed.D.'s in College Teaching by revealing the attitudes/preferences of employing agents-—deans and departmental chairmen-—toward Ph.D.'s and Ed.D.'s in College Teaching versus Ph.D.'s in an academic area. The problem led to the development of eleven specific questions which were investigated in the study.