the hr solutions organization is our fee for service business. it is the transactional fee for service business that has training, has usa learning, usa jobs, a lot of the agencies come to this part of opm for services. gsa has a lot of synergies in terms of delivering services for the organization and agency. i think of this as a really good step towards the right thing, being a human capital and it professional, we have a distributed system of hr, as well as our it's infrastructure. could you imagine an agency that has integrated fm, financial management, hr and it and acquisition with systems that support in one agency? that would increase our transparency and accountability across all the things we do. our systems don't talk to one another. they are distributed. i have always said in my career in the federal service that simplificati simplification, unification and standardization is a good back office infrastructure and that's what we're trying to achieve together with gsa. >> senator lankford and i both have sponsored a bill that would give

are telling you what to do, you want somebody that is going to say hands off, i'll handle the debt, the hr, you make the product. >> we are trying to style ourselves after pixar and netflix and these modern hollywood studios that do production and distribution that managed to have innovative process and do it in a rigorous way. >> we have a minute left. you were on a couple years ago. we have a picture of you on a couple years ago. you are a handsome man, you know? no, we all age, right? you look -- my point is, you look great. the answer, apparently is that you don't eat at all. you fast. >> i age in reverse by making the people around me -- >> you have this fasting thing, right? it's four days on -- >> yeah, i haven't eaten in four days now. >> really? what does that feel like? >> amazing. it feels great. there's a very interesting new science about this. i don't expect a lot of people to do this, it sounds crazy. i'm not an advocate for it. in the next decade we are going to see a product based on the scientific understanding of what happens in your body when you don't eat. it's worked

the human resources manager is based on disillusion and position overseeing the hr department and administrative services department. [reading] in addition, it's needed because of the realignment duties of the human resources manager that will increase the scope of work and duty performed. disposition will assume some of the duties of the human resources manager. your approval of the salary resolution i effective july 1, 2018 is recommended. thank you. >> chair mondejar: do you have any speaker cards? >> >>clerk: no speaker cards. >> chair mondejar: since we don't have any requests to speak i will close public comment. any comments or questions from fellow commissioner. commissioner singh? >> commissioner singh: i just want to know can you tell me the salaries are on this? >> average salary range for the five positions we are talking about range from as long as $150 to at least $1,150. >> commissioner singh: comparab? >> yeses the. each tied to comparable city and we saw these were off so hired outside analysis to come in and look at our work and they agreed the same and we didn't want to harm t

the hr industry group the chartered institute of personnel and development also found bosses' pay wasng us now is luke hildyard, director of the high pay centre. grosicki director of the high pay centre. is good to have yo| us. grosicki is good to have you with us. so, what is behind this rise? well, i think a lot of it is to do with biases and conflicts of interest in the pacesetting process. now, the way executive pay is set is that you have a remuneration committee comprised of other executives who are employed, nonexecutive directors, to set the pay of the chief executive and the top management team. now, the remuneration committee, being as they themselves are all executives oi’ they themselves are all executives or business leaders or a former business leaders and executives, if are instinctively sympathetic to the idea that the skies need to be paid, you know, millions of pounds in order to attract and retain them. —— the skies. of course their own pay as executives is partly indirectly determined by the going rate for other executives so they are inclined to drive it up as muc

i'm the good hr guy. >> jimmy: seems like you'd be the one they'd be reporting. [ laughter ] all rightmike. guillermo, get mike a waterme n watermelon, will you, for god's sake. he's come all the way -- he's visiting, it's summer, it's very hot outside. that is going to take forever with the plastic knife, guillermo. >> guillermo: wait, hold on, jimmy, let me call my assistant. >> jimmy: call your assistant. >> guillermo: courtney, take care of this for me. >> jimmy: what's your assistant's name? >> guillermo: courtney. >> jimmy: sounds like corny. you're going to break open that watermelon for us? >> i am. >> jimmy: go ahead. there you go. this is how you do it, mike. you don't need the little plastic knife. [ cheers and applause ] there you go, enjoy your watermelon, mike. >> thank you. >> jimmy: that's courtney olsen. last time i saw something like that is when i became a father for the second time. [ rim shot ] [ laughter ] >> thank you very much for this gift. >> jimmy: when did you discover you had this talent to do this? >> it was a dare. >> jimmy: a dare. >> yeah, when i quit d

. >> we focus on that office manager, the hr manager who is given this broad responsibility of developing a food program. our product is focused on how to make that person's life easier. >> with a prototype relationship with a well established service. lean box has the beginnings of the national playbook. >> you have to crawl before you walk and walk before you run. i like this fire and grill as fast as possible. >>> this week, starbucks closed 8,000 stores across the country for a few hours to conduct anti-bias training. it's on the heels with a manager called police on two african-american men waiting for a friend. bias or unbias is an issue in the country. we should take a look at how that is showing up in our countries. we have a consultant on this issue for businesses of all sizes. so good to see you. >> thank you. thank you. good to be here. >> i want to talk to you about this because it is a complicated topic. >> absolutely. >> i believe, as i have been reading the feedback from starbucks employees, good and bad, how do you get the conversation started in your company? i think ther

for 70 years sean has served the needs as hr profession with resources, advocacy and education while elevating the profession globally. we impact the lives of over 100 million people in the american workforce today. this is an especially timely moment for the hr professional and for sherm in the congressional management foundation partnership. since 2011 we have collaborated on the life and congress project to identify hr challenges in congress and find ways to make the hill a better place for members and for staff to work. congress, just like every other workplace, is where the most crystal social economic issues over time play out every day. these issues are changing the world very rapidly. no matter how innovative or competitive our policies are to keep pace and move or work placed culture forward our people will only be fully engaged and productive if they believe they are tweeted honestly, fairly. the life in congress workplace environment recognizes and honors the commitment to positive workplaces. this is accomplished only through accountable and supportive leadership. all the

todd: the question on my mind is a security clearance that other people in the hr department where peterpically have. >> deputy assistant director, the assistant director to take care of peter stzrok, a key official at the fbi. and you had a lot of juice. >> the president upsetting mainstream media asking jeff sessions to end the mueller probe. when you heard what the president said, is this donald trump blowing off steam or is there something more? >> he wants the mueller probe ended. he is constrained for the meeting, probably for political reasons. the attorney general and justice department to step up and curb the abuses of robert mueller. you see from peter stzrok who compromised the investigation. and the circumstances of the recusal warrant mister sessions taking another look whether he would recuse himself inappropriately and or whether time is past that allow him to step into position given the fact that mueller found no collusion between trump campaign and the russians, why do we have a special counsel, i don't think anyone's counted on sessions recusing himself from the most s

sure is the world's largest hr professional society representing more than 285 members and more than 165 countries. part 70 years, sure has served the needs of hr professionals with resources, advocacy and education while elevating the profession globally. the impact of lies over 100 million people in the workforce today. this is an especially timely moment for the hr professional and the congressional management foundations issue because since 2011, we have collaborated on the life in congress project to identify hr challenges in congress and find ways to make but he'll a better placefor members and for staff . congress just like every other workplace has some of the most critical economic issues of our time play out every day. and these issues are changing the world of work very rapidly. but no matter how innovative or competitive, people will only be fully engaged and productive if they believe they are treated honestly, fairly and excellently. the life in congress workplace environment award recognizes and honors commitment to inclusive and positive workplaces. this is accomplishe

out so talk about how you tried to navigate that going to a lay audience this isn't like going to the hr department of the colonel says do something you really can't say no. >> i i had very little contact with my boss. he never came to my battalion to see how we were conducting training, he never came to see me interacting with my marines never approached anything in my battalion. he was very hands-off and it wasn't that we had a totally negative relationship it is just that he wasn't present and me as a leader how i was raised that you need to be walking around and talking to people finding out how things are going to go i have to say one of the biggest lessons for me looking back it is that i was not self-aware enough to understand how what i was doing and how i was doing it was making him uncomfortable so if i was harder and was able to step away to look at his expressions when i did interact with him i might have been able to shape the outcome of what happened a little bit. but honestly the problem i had with my boss had to do with the fact that he was never there so his perceptions

order to prepare them for ai we need to know for the other parts of our company the sales department but not from my department hrs very human but for the other parts of the company we need to learn about ai for recruiting. most of you know where this is going. one by one ai companies are transforming the hr process into a series of predictions. what do hr people do? first they hire and recruit recruiting is a prediction problem with a series of resumes and cover letters and interview transcripts then predict from the set of applicants what are best for the job. once we hire people we do promotion what is that? a prediction problem set of people and we have to predict who would be best. then the next issue is retention with the 10000 person organization to retain our best people it is a prediction problem we need to predict which of the stars would be for about keeping them so one by one these roles are converted into prediction problems. so item number one so we use more of the cost for traditional things and also convert new things into prediction problems to take advantage of the better cheaper faster predicti

schnatter also claims that the hr department has evidence of sexual misconduct, harassment and intimidation's inner circle papa john's said schnatter's claims are unfounded in a statement the company says once again john schnatter is making untrue and disparaging statements in a self-serving attempt to distract from the impact his own words and actions have had on the company and our tolde stakeholders papa john's stock is down 1% sin 11% since he stepped down. >> the company hired financial advisers to navigate this whole thing. what is papa john's doing to repair that alleged damage with customers now? >> so they released some new marketing last week, including real tweets from people who said they were disappointed with the company. they said you expected better from us, so did we they are letting customers know they heard them now. we reported on their new franchisee assistance program. so this soap opera goes back and forth. but john now has this website. he says the board is trying to silence him. this is his company. he loves it he's not letting it go without a fight >> john schnatte

i'm saying this light right here on "et the press" -- >> release the hr file of whatever violation -- >> please, let's bring it all to light. i'm saying rig here on "meet the press," you took a car to the national baseball game -- >> so if the white house released the -- >> release it. absoluly. >> transgression that john kelly -- >> absolutely. because in the same breath, rob porters accused of allegedly abusing his wives, and you know what kelly said, he's a man of great integrity. he's accusing me of integrity violations. i'm saying, please release it so the american people can see i worked my butt off to work for the country and they were looking for ways to frame me, th an tried to buy off my silence which is also unlawful. >> i want to get to that in a second. but the "daily beast" in 2017 -- >> are we really quoting the "daily beast" on "meet the press"? >> i want to ask you this. it says you were callemost despised person in the white house, that you'd hijack the white house meetings, you woulda di president trump with negative news coverage. could that be why john kelly fired

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the progressive case, the hr nuclear plants, these are all protected by the first amendment.ry that some people are just waking up to the idea that the first amendment protects scientific inquiry that doesn't advantage, white, the gun-control movement? >> chris: you first put a blueprints online in 2013 and it was downloaded almost 100,000 times before you were stopped by the government. since you put the blueprint again after a settlement with the federal government online it was downloaded more than 20,000 times. is the genie already out of the bottle? is this information already out there and we are arguing about something that has artie happened? >> cody: frankly, that's the case. when these attorneys general came to washington and they said he's going to release all the stuff. in one sense i released it five years ago. in another sense are released in july 27th. i can't make a judge read a brief but these are apa claims. these aren't gun control act claims. they have no standing. the judge can't even review the decision that the state department made so i'm just sitting

many were calling for the chief executive to take a leave of absence and instead it is the hr function. elon may not be related to and the times. we are looking at more turnover. they lost their head of autopilot, which was fairly a time a mess. they lost their head of engineering. he was gone after that. you have seen this with tesla for a while. in addition to the fact it is just not good to keep losing top executives, the short-sellers probably the most high profile short-sellers in tesla. so, it is never a good sign. we are seeing more of it. joe: what does this mean, leave of absence? others have taken a leave of absence. they are never seen back at the company. what does that mean in terms of a departure? >> some executives have gone back. back, tesla always says they need to recharge. in the face of doug field. this person is going to leave the company for good. we have high turnover at tesla. it is basically a 10-year-old company, still like being assertive. caroline: we will move on and check out the market close up next. here are the major averages. this is bloomberg. i'm all

book a will find that out talk about trying to navigate that you aren't necessarily reporting to the hr department you have a problem you have a good reason to say no mac interestingly i have very little contact with my boss he never came to my battalion when we conducted training he never came to see me interacting with my marines, he never ever observed anything in my battalion. he was very hands-off. it wasn't that we had a totally negative relationship but he just wasn't present and for me as a leader how i was raised as a marine you need to be walking around and talking to find out how things are going. i have to say one of the biggest lessons for me looking back i wasn't self-aware enough to understand how what i was doing and how i was i was doing it was making him uncomfortable so once i was smarter to step away looking at his expressions when i did interact with him maybe i could shape the outcome of what happened a little bit but honestly the problem that i i had with my boss had to do with the fact he was never there so his perceptions of me were shaped by the complaints of t

did they query the hr department to see about complaints? >> yes. that is what they argue for now. let's go through your profit and loss statement, numbers, balance sheet, they are also checking with hr departments to see if any allegations have been there and any former settlements done. they're also hiring outside firms to do their due diligence for them. what do looking at people complain about on the brand. scarlet: any idea how much this would cost the company? a couple of people we spoke to said up to 10% of the total deals value was being put into escrow accounts like that. the vicar clawback. there remains to be seen whether that number rises as we see more of the misconduct allegations. scarlet: and it is negotiated at the time. >> exactly. julie: they do so much. one activist has built a stake in cigna and plans to oppose its takeover of express scripts. let's bring in sack who covers these companies. this deal was agreed on back in march, when are they voting on it? what window does he had to convince other shareholders? >> the vote is august 24. he does not have much tim

that believes in it, but the person in charge of the department for internships does not buy in or the hr department does not buy in, what are the efforts? talking about collective awareness. that is where we can go from there. extension of that. i know you're at a side event in the munich security conference. i was wondering if you could tell me a little bit about how those conversations may be lead to more durable security outcomes 's? >> bridging the gap was one of the first places where we , and that was during the munich security conference. we had members across the transatlantic's race -- transatlantic space that were very adamant and had complete by an they to diversifying the national security space. enough, they included policing in their national security conversation, which i found very interesting. the collective effort to include religious aspects, cultural aspects, so many things that we do not include in diversity, whether it is regional impacts, where people are from and not just /female and -- male black and white. i was very encouraged to be there and i continue did --

the city reduced some hr shortening the time that it takes to hire an internal candidate and a written exam that added about four weeks. it is an excruciating time to wait. it has been good news for existing employees. many are than half are already city workers who either made a lot or who got a promotion. this is all departments including the president parks and rec and city hall itself. this is how it is hiring for the city. in the last fiscal year the city hired more than 1,400 employees which is 235 more than the year before. it is an improvement over the 2015/16 year as well. the competition is fierce. check out the unemployment data. you can see from 2010 to now. it has been trending down sharply. those are the two lines on the bottom that are the lowest. i posted it on my twitter feed. i want to know if you have been hired or you're looking for work what is the hardest part of the process? i think you might say it's the waiting but there are other things as well. join the conversation as well. today in the bay. >> i just took that poll. trying to figure out what employers want.

understand this, but when the hiring freeze was lifted after secretary pompeo was confirmed, the central hr at the state department issued a notification that every bureau was only allowed to fill positions filled as of december 31, 2017, so any roles that were vacant on december 31 were institutionally vanished. this is not short term. those jobs are gone. they are not coming back unless they get an exception from the secretary's office. i don't have precise numbers, but i think we have lost somewhere in the ballpark of 1100 full-time employees. as of two weeks ago when i left, there was no plan on how to systematically fill those roles so we could support the mission of the state department. to give you a sense for what 1100 employees means, that's about 4% of the workforce, and if you recall, secretary tillerson, his initial goal was to reduce the workforce by 8%. in one year, he got halfway there. i also think it is important to reflect on not just the hiring freeze, the consequences it had, but also how we staff the state department more broadly. i was extraordinarily lucky to join the

organization, whether it is working in operations or the safety and security side of it, the legal side, the hr side of it, the budget discipline needed, the schedule discipline, all those things are critical. and that part, i think, i can bring to nasa with folks that don't have that background. sen. blumenthal: i appreciate your answer. i would like to enter into the record the recent survey done by the union of search scientist showing her evasive political thisference in science by administration. >> without objection. sen. cruz: welcome to each of the witnesses. thank you for your testimony. mr. morhard, can you share with this community what the approach should be with the international space station? >> thank you for the question. i think the international space station is one of the greatest technical achievements of our time. i think there are a number of must that go with thiss -- with it. one, we have to have the continuity of human spaceflight. it is critical for our future that that does not get interrupted. secondly, we need to protect the talent pool in places like johnson space

>> hr haldeman was nixon's probably closest aide. the memo says a couple of things of interest one of them is keep an out working on south vietnam. and what he is referring to their is that johnson had been engaged with vietnam, hoping to enter into peace talks. at the same time, anna shanalt was a campaign aide, who was speaking to the south vietnamese president about these talks and people believe that she was encouraging him to wait until after the election. these notes were brought to public attention by historian jack farrell as part of a biography that he published in 2017 so, we are seeing that documents are still being declassified and discovered by historian, and 50 years later, we are still learning new things about the war. >> how are historians able to gain access to these things that are newly declassified? >> our national archive records, including our national public records are open to the public. you can come to our research room and request the documents. you can go through the files and make your own discoveries. >> we

we have been doing this together, but we have been doing the security thing, the hr thing, all of these things have been happening. what is different about this executive order and national policy is the integration aspect. pulling all of that in an integrated fashion. >> what do you need to do to integrate those things? what is it you need to get the moment moving forward? wayne: this was an executive order from the president, on executive policy from the president. it applies to the entire executive branch, there are extensions that take it into the other branches of government, with regards to access to classified information that are a bit more problematic. but an executive order applies directly to the executive branch. so we did not really need anything else, so there was no worry about leadership regarding this? wayne: we didn't really worry about that part. aaron: can you give equal some advice on how to jumpstart this in their turn to get it moving in their companies at some point? wayne: will have an figure out whether it is good to follow him or not, he always steals my thund

the owner may be the hr guy, the payroll person.hen it comes to filling skills gaps, they are often hiring two or three or four people at a time. it is hard to organize training based around their needs. one of the things we're trying to make sure we are targeting the needs of small and medium-sized businesses, to advocate for the industry and sector partnerships where multiple small and medium-sized employers connected to a work withndustry, to public sector partners to aggregate their skill needs to make sure they are developing short-term strategies. to make sure that workers are aware of the job opportunities or the skills they need to be successful. developing strategies and the training that will help people move into those jobs and advance within their careers. host: we want to invite our viewers to come in. if you have one of these jobs we're talking about, tell us your stories. area, 748, 8001. how do other countries do it differently than in the united states? guest: sure. point of an example is apprenticeship. it is a str

right now, we have journalists who are really performing the role of hollywood's hr departments. when is it going to become internal? when is the industry itself going to pay attention? >> well, hr departments work for the company. the company that's run by the man. but it is so important that we open up this conversation because we make it so black and white. one side of us is going to end up on the wrong side. you know who runs everything right now? mostly dudes. thank you so much. >> well said. >> i love this piece. >> thank you. >>> up next, i said mostly dudes, and she said, well said. my producers are going, dudes? >>> taking tesla private. turns out, there weren't conversations so much as casual mentions. you won't believe who he was talking with. don't forget, that mention, i've secured funding, you know what it did? it promoved the market. wonder how the sec feels about that. stop fearing your alarm clock... with new*! zzzquil pure zzzs. a drug-free blend of botanicals with melatonin ...that supports your natural sleep cycle... ...so you can seize the morning. new! zzzqu

guest: you run them through the usual hr paperwork stuff. one thing everybody has to fill out is a form. they take that and run it against the e-verify system. you do it on your desktop. you can put in the information given to you and the government runs that the social security administration databases and department of homeland security databases to see if there are red flags. the person is given provisional period where they are allowed to work until the check is cleared. the worker is given time to rectify the record if they think there has been some kind of problem. generally at some point you are supposed to get a check to live your workers and say they are authorized to continue working. host: how often do someone come back is unauthorized? guest: that is one of the rubs. there have been several studies done. the question, how often it flag people that are undocumented? one study done for the federal government turned out 54% of undocumented immigrants run through the system were proved. that's because they were using either stolen ide

emily: let's talk about the bench, eric, because we have seen the head of hr resign in the midst of anl investigation into whether she was ignoring complaints from employees. a very high-profile woman at the company. what really happened there? eric: there's a lot we don't know. there was this investigation. there was an internal whistleblower who complained, and that correspondence came out. lawyers told the whistleblower, there were some things we could confirm, some things we cannot, we will not tell you which, and their chief legal officer basically said, trying these issues in the court of public opinion isn't a great idea and it can be unfair, but ultimately liane hornsey resigned right after an all hands meeting, very sudden and unexpected. it came amidst media scrutiny, but we don't know which incident convinced her to resign or uber to sort of push in that direction. emily: meantime, the coo they brought into right the ship, the times reporting about some very off-color remarks he made in a meeting about advertising featuring a mixed-race couple, saying, how often do you see a

emily: let's talk a little bit about the bench, eric, because we have seen the head of hr the midst ofbyternal investigation into whether she was ignoring complaints from employees, a very high-profile woman at the company. what really happened there? eric: there is a lot we don't know. i mean, there sort of, there was this investigation. there had been an internal whistleblower that had complained, and those correspondents came out. and you know lawyers basically , told the whistleblower there were some things we can confirm, some things we can't, we are not going to tell you which. and their chief legal officer you know, basically said, you know, trying the sort of issues in the court of public opinion is not a great idea, and it can be unfair. but then ultimately, liane hornsey resigned right after an all hands meeting. it was sudden and unexpected and it came amidst media scrutiny. but we don't know what particular incident convinced her to resign or uber to push in that direction. emily: meantime, the coo that was brought in to help right the ship, "the new york times" had some repo

i've had hr folks on the task force.ou want similar things on your insider threat program because what you don't want is to have 40 counterintelligence Ãbwere everybody's a spy. sorry i'm picking on the ci guys. that's because i'm not one. but same thing for security, right, to the security guys, everything is a security violation. he wasn't paying attention and his training last month. maybe that is it maybe it wasn't. you want a mix so that you don't get that myopic view of whatever the situation is. you don't want a spy behind every tree. >> is there anything you need to have, you want that mix but is there any one person that you want to make sure is in each? >> well, it's more about experience than it is about the specific skill set. one of the things that the task force has done is created a competencies resource guide that outlines the skills and knowledge that we feel are appropriate for an insider threat program for the different positions. i think somebody earlier said on the panel that no two programs are exac

i'm wondering if you can talk to curesut how the hr authority has helped the agency. >> we are in the process of implementing that. i think it is going to be transformative for the agency in terms of our ability to recruit people with specialized skills. have identified 38 occupations that meet requirements for the alternative pay system. hires. the first two both deputy senate directors. to briefly pick up on your point, we are talking about new treatments like gene therapy and cell-based regenerative medicine. the clinical characteristics of the products relate very closely to the product features. the product features change quickly. the underlying technology of the product itself -- these are not all pills anymore. used to be as you had expertise in a scientific clinical field, you could adjudicate all the different kinds of drugs. now it requires expertise in the products themselves. the regenerative medicine platforms. there is a lot of novel technology you have to have engineering skills. that is where this is going to be helpful. trying to help find people with discrete skills

emily: we have seen the head of hr resign. st of an internal investigation into whether she was ignoring complaints from employees, a very high-profile woman at the company. what really happened? lane: there is a lot we don't know. there was this investigation -- eric: there is a lot we don't know. there was this investigation. a whistleblower contained and lawyers told the whistleblower there are some things we can confirm, some things we can't, we will not tell you which. their chief legal officer trying thesed, issues in the court of public opinion is not a great idea and it can be unfair, but ultimately she resigned right after an all hands meeting. it was sudden and unexpected and it came amidst media scrutiny. we do not know what particular incident convinced her to resign or uber to push in that direction. that was brought in to help right the ship, "the new york times" has some remarks -- off-color remarks he made about mixed race couples. eric: the defense -- lane: the defense is analyzing the ad, trying to understand

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