Assignment 3: Agency’s Law and Ethics of Hiring a Diverse Workforce, Part 3 Due Week 7 and worth 250 points Refer to the Scenario for Assignments 1, 2, 3, and 4 Write a four to six (4-6) page paper in which you: 1. Analyze at least two (2) laws or two (2) court decisions that have implications to the agency’s personnel management. (Title this section "Laws Affecting the Agency") 2. Evaluate the agency's approach to LGBTQ issues, highlighting the strengths and weaknesses. (Title this section "Personnel Recruitment and Hiring Practices")  3. Evaluate the agency’s approach to ethics and diversity training programs provided for new and existing employees, highlighting the strengths and weaknesses. (Title this section "Ethics and Diversity Training") 4. Recommend at least two (2) actions the agency could take to improve in the areas of recruiting and training a diversified workforce. (Title this section "Recommendations for Recruiting and Training a Diversified Workforce") 5. Appropriately incorporate at least four (4) quality sources. A quality source can be either popular, such as a news article, or scholarly, such as peer reviewed works. In the case of public administration, government websites are appropriate quality resources Icampus.strayer.edu Login – c9468652853 Password – [email protected] Running head: U.S AIR FORCE 1 U.S AIR FORCE 4 Evaluation of Agency’s Public Personnel Administration Delores Blango Strayer University Dr. Pantaleo PAD 530 Public Personnel Management November 5, 2019 Evaluation of the Agency’s Public Personnel Administration Organizational Design Managing human resource in the U.S Air Force is not an easy task. It distinguishes itself from other corporates in terms of the staff outlay which gets to more than half a million, including the non-militant staff. The agency has very diverse and classified operations, unlike the other corporations. The structure is also complex with different stakeholders from within and outside the agency. To cater to these complexities, the agency usually uses a small team of highly trained human resource management professionals to run the respective department. The air force has used two governing bodies to foresee the HRD. The first body is the Force Management and Development Council (FMDC) and the current one running the docket is HRM Strategic Council (HSC). The Air Force is not entirely the only government structure with an exclusive human resource strategy. In the military, the human resource system is usually closed. In normal circumstances, the HR can hire outside the company to fill empty positions however that is not the case for the military. This means that the HR department in the air force is limited to the internal human resou ...

1. Assignment 3: Agency’s Law and Ethics of Hiring a Diverse
Workforce, Part 3
Due Week 7 and worth 250 points
Refer to the Scenario for Assignments 1, 2, 3, and 4
Write a four to six (4-6) page paper in which you:
1. Analyze at least two (2) laws or two (2) court decisions that
have implications to the agency’s personnel management. (Title
this section "Laws Affecting the Agency")
2. Evaluate the agency's approach to LGBTQ issues,
highlighting the strengths and weaknesses. (Title this section
"Personnel Recruitment and Hiring Practices")
3. Evaluate the agency’s approach to ethics and diversity
training programs provided for new and existing employees,
highlighting the strengths and weaknesses. (Title this section
"Ethics and Diversity Training")
4. Recommend at least two (2) actions the agency could take to
improve in the areas of recruiting and training a diversified
workforce. (Title this section "Recommendations for Recruiting
and Training a Diversified Workforce")
5. Appropriately incorporate at least four (4) quality sources. A
quality source can be either popular, such as a news article, or
scholarly, such as peer reviewed works. In the case of public
administration, government websites are appropriate quality
resources
Icampus.strayer.edu
Login – c9468652853
Password – [email protected]
Running head: U.S AIR FORCE
1
U.S AIR FORCE
4

2. Evaluation of Agency’s Public Personnel Administration
Delores Blango
Strayer University
Dr. Pantaleo
PAD 530 Public Personnel Management
November 5, 2019
Evaluation of the Agency’s Public Personnel Administration
Organizational Design
Managing human resource in the U.S Air Force is not an easy
task. It distinguishes itself from other corporates in terms of the
staff outlay which gets to more than half a million, including
the non-militant staff. The agency has very diverse and
classified operations, unlike the other corporations. The
structure is also complex with different stakeholders from
within and outside the agency. To cater to these complexities,
the agency usually uses a small team of highly trained human
resource management professionals to run the respective
department.

3. The air force has used two governing bodies to foresee the
HRD. The first body is the Force Management and Development
Council (FMDC) and the current one running the docket is HRM
Strategic Council (HSC). The Air Force is not entirely the only
government structure with an exclusive human resource
strategy. In the military, the human resource system is usually
closed. In normal circumstances, the HR can hire outside the
company to fill empty positions however that is not the case for
the military. This means that the HR department in the air force
is limited to the internal human resource when it comes to
replacements and new positions. This creates a challenge in the
HRD in terms of decision making and their structure at large.
The FMDC governance provides a budget and policy linkage
advantage because they are expected to operate at a specific
budget in the execution of their duties. They also offer a skilled
labour betterment approach to the force since they are trained
adequately to bring out the best in the human resource. The
system also has its share of weaknesses which include too much
workload for one small structure trying to manage a massive
team. the system also makes decision making hard since the Air
Force is full of high ranking individuals who influence
decisions a lot.
Global Linkages And Personnel Management
The Air Force is tasked with a role of ensuring the safety of the
united state's airspace. This role comes with the need to form
global partnerships that aid in the fulfilment of that objective.
The program foreseeing this purpose is organized into two
directorates. The executive office has a deputy under the
Secretary of the Air force International Affairs (SAF/IA). Other
key players are the foreign policy advisor, air national guard
advisor, special assistant to the SAF/IA, and other support staff
who are tasked with supporting as directed by the SAF/IA. This
department has to coordinate with both the government and non-
government entities to fulfil its objectives.
The two directorates in the programs are concerned with all
tools involved in the global cooperation for security purposes

4. and oversee the staff’s actions directed to the execution of these
programs. The two directorates are policy and programs policy
directorate and the regional affairs directorate. The policy and
programs directorate coordinates all the programs. They act as
the link to servicemen with their global counterparts. They also
coordinate all airspace command protocols involving weapon
launch outside and within their airspace. They are also tasked
with ensuring that the militants get the required training for the
special programs. In addition, they ensure that the programs are
fully budgeted for and therefore have the control on the
financing which includes the allowances the militants are
entitled to. They are responsible for the militants supposed to
handle the special programs.
The regional affairs directorate works to coordinate other
supporting stakeholders to enhance the smooth running of the
global programs. This gives them the mandate to offer strategic
advice to the policy and programs directorate. Through the
regional affairs directorate, the Air force is able to partner with
other nations sharing a common goal. Their purpose is to foster
public relations within the involved parties to ensure smooth
program management.
Personnel Recruitment And Hiring Practices
The air force has two different hiring events. The fact that it
comprises of both the militant and non-militant personnel makes
the hiring processes different. For the non-militant or the
civilian hiring process, the force focuses on people, process and
policies. This means that the HRD focuses on giving all the
civilians an equal opportunity in the selection criteria but only
chooses based on the capabilities of the people to be useful in
the intended policies and their ability to cope with the processes
to accomplish the policies.
The selection is for positions that are not militant positions. In
these positions, there are minimum requirements on the basis of
training. For instance, if the vacancy was to look for a nurse,
the force would have to consider the persons who did a nursing
degree. The individuals would also have to be American

5. Citizens. To ensure that they fit into the required policies, the
people are further evaluated on their additional skills that could
be in line with the intended or the already existing programs
and policies in the force. These people could be sent as support
staff on very crucial assignments, and therefore such posts
cannot be filled by everyone. After the selection process, the
selected people have to be put under a training program to
familiarize themselves with the norms of the force. As much as
they may be professionals in their respective fields, the working
circumstances become totally different in the military, and
therefore they require additional skills to be able to work
effectively. Due to the complexity and the vitality of the force,
a lot of processes are involved in getting the right candidature
for the positions. The process may take as long as 90 days to
ensure the legal and security parameters are totally met.
For airmen recruitment, the interested recruits usually apply on
the air force website and are trained to be militants. The criteria
are not for the selection since becoming an airman is by choice,
mostly. When one joins, they undergo the necessary training to
be airmen.
Employee Skills Training
The recruits who join the force are first trained to be airmen.
There is a fundamental training that is mandatory to all airmen.
After accomplishment of that, the airmen are then evaluated on
the basis of their talents and abilities and recommended for
additional training which advances to career. The air force
offers a wide range of career opportunities to their airmen
which allow them to work even outside the force. This means
that one could choose to be doctor or any other career they
consider pursuing. The force also offers specialized training in
terms of combat depending on one’s unique abilities. Some
people are trained as pilots, snipers and other specialities.
For the civilian staff, the training is a way of inducting them
into the force by giving the basics of what it entails to be in the
force. They are usually guided on the codes of conduct
including privacy and also learn the chain of commands and

6. how they influence decision making. The force allows civilians
to better their skills to fit the working environment. In case of
special assignments, the staff is also trained adequately to
ensure the success of the tasks. Air force tasks are highly
sensitive, so they are usually keen to offer adequate training.
Recruiting And Training Recommendations
The air force has recorded a decline in people interested in
joining the force as airmen, particularly young people. The
force should come up with special programs that recognize
talents applicable in the force among the young people. They
should partner with the colleges and high schools by
incorporating clubs for students to enrol. This would ensure the
creation of passion in the sector. More young people would
learn about the force, its purpose and how their talents could be
enhanced by joining the force. The programs could also be used
for the non-militant positions where some of the people could
have skills that may not fit them to be airmen but could help
support the objectives and purpose of the air force. This is part
of public participation in the agency.

7. References
Stephen Losey. (2018). MILITARY RECRUITING. Air Force
aims to modernize recruiting amid growing challenges. AIR
FORCE TIMES. Retrieved from;
https://www.airforcetimes.com/news/your-air-
force/2018/11/02/air-force-aims-to-modernize-recruiting-amid-
growing-challenges/
Shirley M. Ross, Charles P. Armentrout. (2018).
PERSPECTIVE. Design of Air Force Human Resource
Management Governance Board Membership and Processes for
Optimal Force Management. RAND CORPORATION.
www.rand.org
U.S AIR FORCE. AIR FORCE CAREERS. Retrieved from;
https://www.airforce.com/careers/browse-careers/operations-
administration
Builder, C. H. (2017). The Icarus Syndrome: The Role of Air
Power Theory in the Evolution and Fate of the US Air Force.
Routledge.
Running head: FEDERAL TRADE COMMISSION AGENCY 1
FEDERAL TRADE COMMISSION AGENCY 4
FEDERAL TRADE COMMISSION AGENCY
Delores Blango

8. Strayer University
Dr. Pantaleo
PAD 530 – Public Personnel Management
October 19, 2019
The Federal Trade Commission (FTC) is an agency of the
federal government that protects the consumers and promotes
competition. This agency was formed in 1914 by President
Wilson Woodrow after he signed the trade act into law. The
predecessor of this agency was the Bureau of Corporations,
which were established in 1903. The Act created by President
Wilson was an essential Act against trusts that were a critical
political concern during the progressive era, a time where social
activism and political reforms were widespread; this was also a
time where problems related to industrialization, corruption and
urbanization was eliminated. Since then, the agency has formed
several acts including the Clayton act an antitrust statue. The
mission of this trade commission is protection of different
consumers and encouraging competition through prevention of
businesses that are unfair, deceptive and anticompetitive (Ward,
2019). This accomplished via advocacy, education and law
enforcement without disrupting businesses that is legitimate.
The agency has its headquarters in Washington DC in the FTC
building. The vision of this agency is to promote an economy
that is vibrant and characterized by consumer access and
competition to information that is accurate in the marketplace.
According to Marc, (2019) the first function of the federal
trade commission agency is protecting the consumers by
ensuring preventative measures against all fraudulent actions in
the marketplace. The agency carries out investigations and sues

9. all the consumers and all types of businesses or companies and
people who try to violate the law. The agency in this regard
formulates rules to ensure that the marketplace is vibrant.
Consumers and businesses also taught about their
responsibilities or rights. After this, it collects various
complaints related to the issues in the data security sector or
advertisements that are deceptive to pinpoint theft and
violations and eventual law enforcement follow-up. The agency
employs the latest technological tools to anticipate and respond
to slight changes in the marketplace.
The federal trade agency also promotes competition
through pricing, services and selection. Consumers benefit from
the agency, which always ensures that the prices kept low and
the quality of both goods and services always remains high. The
agency uses the antitrust laws to help the markets remain free
and open. The agency always observes the markets and then
tries to challenge mergers that are not competitive and business
practices, which could cause harm to the consumers through
high prices, few choices, and low quality of products and
through low innovation rates. Ultimately, the agency also
monitors business practices, reviews possible mergers and
challenges these mergers at the right time to make sure that the
market functions well depending on the preferences of the
consumers as long as the activities not illegal. The agency also
functions by enforcing laws. This means that it has the power to
enforce civil suits in courts to ensure a secure financial penalty
and compensation for individuals or take actions for property
damaged by violators using appropriate laws. The violators can
be punished or fined accordingly in the court upon the agency
taking action. The agency also has the function of imposing new
internet regulations as the internet expands to a larger fraction
of the GDP as more internet business come up for example
media marketing and content creation. Another critical function
of the FTC is monitoring and oversight of the business
environment for any unfair practices including anti-competitive
functions and prohibits false adverts for example; the agency

10. recently filed a lawsuit against the companies that sell tobacco,
which eventually stopped advertising cigarettes to pre-teens and
youths (FTC, 2019). Ultimately, this agency plays the function
of fact finding using high technological tools or applications
created in the business environment and enabled continuous
education of users.
The first current event involving the federal trade
commission, which could have a huge impact on personality
management, is Trump’s intense scrutiny. Which do a
Republican and Democratic commissioner currently head. In
order for the agency to become complete, five more members
elected with one Democrat and two Republicans. The vacancies
have enabled Trump to have a higher degree of altering the
course of the agency. This has led to speculations that the new
administration have been selected might not be able to
proactively review the mergers via the justice department and
the agency itself. Another event is that since the FTC is
dynamic with more than 1000 staff, 75 economies and 600
attorneys, the agency has decided to hire economists and
attorneys for the agency to achieve consumer competition and
protection objectives (Hoofnagle, 2016). This has called for a
change in personal management that will best accomplish the
missions.
The first rationale for selecting the Federal Trade
Commission an Agency, which is part of the Federal
Government that has been around for more than a century since
1914. Secondly, the mission of this trade agency is protection
of all consumers and encouraging competition through
prevention of businesses that are unfair, deceptive and
anticompetitive. The vision of this agency is also to promote an
economy that is vibrant and characterized by consumer access
and competition to information that is accurate in the
marketplace (Kovacic & Hyman, 2016).

11. References
Ward, P. C. (2019). Federal trade commission: Law, practice
and procedure. Law Journal Press.
Hoofnagle, C. J. (2016). Federal Trade Commission privacy law
and policy. Cambridge University Press.
FTC, 2019) About the Federal trade commission agency
Retrieved from: https://www.ftc.gov/about-ftc
Marc D. (2019) A short history of the US federal trade
commission Retrieved from:
https://www.investopedia.com/articles/financial-theory/10/the-
us-federal-trade-commission.asp
Kovacic, W. E., & Hyman, D. A. (2016). Consume or invest:
What do/should agency leaders maximize. Wash. L. Rev.,
91, 295.