Page:LewisMeriam-TheProblemOfIndianAdministration.djvu/195

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Problem of Indian Administration
  1. edge and to keep it current he will have to have knowledge of and experience in the field of the analysis and classification of positions, gained either in a government service or in a large private corporation having a well established personnel department.
  2. To coöperate with the Civil Service Commission in preparing tests for entrance into those positions filled by open competition, in grading such tests as are given specially for the Indian Service, and in perfecting those civil service rules applicable to it.
  3. To establish coöperative relationships with the sources of supply of properly trained persons so that suitable candidates will be induced to enter the competition.
  4. To develop systems of vestibule training or probationary assignments so that new employees before assignment to isolated positions in direct contact with the Indians may have special training under adequate supervision, and so that the question as to their character, personality and missionary spirit may be tested and determined during the probationary period.
  5. To maintain close coöperative relationships with superintendents of schools and agencies so that he may be constantly informed regarding the general needs of each agency with respect to personnel and the actual performance of each employee. In this connection he will advise in the matter of work records and efficiency records based on them.
  6. To maintain an open door or open letter box so that employees may have an officer specifically designated to hear their troubles and ambitions and to investigate their complaints.
  7. To maintain an open door or letter box so that Indians on the reservations, missionaries or members of the general public may file complaints regarding employees; and to receive the substance of complaints filed with other officers regarding employees.
  8. To require positive evidence of fitness of new appointees before their probational appointment is made permanent and to arrange with the Civil Service Commission for suitable probationary periods and for their extensions so that the probationary period is made a genuine part of the entrance test.
  9. To pass upon all requests and recommendations for the promotion of transfer of employees.
  10. To make recommendations to the Commissioner for the transfer, retirement or dismissal of employees.
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