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Immigration and Naturalization Service Leadership Skill and Competencies

Immigration and Naturalization Service Leadership Skill and Competencies

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Table 1 Senior Executive Service Executive Core Qualifications
Table 2 Immigration and Naturalization Service Leadership Skill and...
Table 4 Cost Per Department of Navy Senior Executive Service Selection
Table 5 Cost Per Immigration and Naturalization Service Senior...
Executive Selection in Government Agencies: An Analysis of the Department of the Navy and Immigration and Naturalization Services Senior Executive Service Selection Processes
Article
Full-text available
  • Oct 2001
Selection processes are critical to identifying and employing those individuals that will perform well on the job. Selection of senior management is equally as significant, requiring the selection process to be effective and robust. The Senior Executive Service (SES) selection process for the Department of the Navy (DON) is analyzed and compared to...
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Context 1
... consists of three parts and was developed as a competency-based assessment to measure skills and abilities in four broad competency areas (Table 2) identified by ENS as important for performing in INS-SES positions. The four competency areas in Table 2 are based on the five ECQs identified by OPM and modified to meet the competency needs of INS by the Research and Development Branch in INS's Office of Human ...
Context 2
... consists of three parts and was developed as a competency-based assessment to measure skills and abilities in four broad competency areas (Table 2) identified by ENS as important for performing in INS-SES positions. The four competency areas in Table 2 are based on the five ECQs identified by OPM and modified to meet the competency needs of INS by the Research and Development Branch in INS's Office of Human ...
Context 3
... Table 2 about here ...
Context 4
... candidates then have 10 minutes to make their presentation in front of 3 INS staff psychologists who score the presentations with a competency-based structured protocol for responses (based on the four competency areas in Table 2). ...

Citations

Hair Color Stereotyping and CEO Selection in the United Kingdom
Article
Full-text available
  • Jul 2006
  • J Hum Behav Soc Environ
Hair color stereotyping is well documented in jokes and the psychological literature. Blondes are stereotyped as incompetent, but likeable, while redheads are seen as competent but cold, or often with a fiery temper. Do these stereotypes affect job progression, mobility, and the rise to the corporate suite? To test this question, the hair color of CEOs of the top 500 members of the London Financial Times Stock Exchange (FTE) was analyzed. The chi-square analysis supports the preconceived hair color stereotypes. Do the stereotypes and results point to discrimination in lower organizational ranks? The article discusses the possible implications of these findings as well as areas for further research.
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