Subject Index 451Professional employer organizations
(PEOs), outsourcing to, 37
Professional recruitment
fi rms, 207
Programmed instruction, 317–318
Prohibited topics of bargaining,
353–354
Promotions, and glass ceilings, 91
Providence Journal, 104
Psychological examinations, 197
Public Accounting Reform and
Investor Protection Act, 79
Public charities, defi ned, 11, 21
Public employee relations acts
(PERAs), 346, 347
Public employee relations boards
(PERBs), 347
Public Employee’s Retirement
Association, 361
Public governing boards, 132–133
Public Health Seattle, 316, 317
Public policy exceptions, 79
Public Safety Employer-Employee
Cooperation Act, 348, 349
Public safety offi cers: and
bargaining units, 348–349;
retirement provisions for, 292
Public sector: demands placed on
the, changes in the, 308–309;
described, 5–11; distinctions
of the, in terms of labor-
management relations,
358–362; missions of the, 354
Public service motives, 245–246
Public Welfare Foundation, 290
Puget Sound Energy, 317
Purdue University, 171
Purposive incentives, 134QQualifi ed applicants, defi ned, 152
Quality, defi ned, 399
Quality improvement processes,
243
Quality-of-work/life issues,
297–303, 396, 399
Questionnaires, use of: in a job
analysis, 154–155, 156 , 157,
158, 159, 171–172; in the
training process, 315
Quid pro quo harassment, 97RRacism, structural, defi ned, 94
Railway Labor Executives
Association, Skinner v., 300
Rankin, McPherson v., 75
Rater/ratee dissatisfaction, 217
Rater/ratee training, 224–226
Rating errors, common, 225 – 226
Rating scales, 236–237, 238 – 239
Rational motives, defi ned, 246
Rawlinson, Dothard v., 58
Ready to Lead: Next Generation Leaders
Speak Out, 32
Reasonable accommodations,
determination of, 63, 188
Reassign step, 130
Recruitment: barriers to, of
volunteers, 120; of board
members, 137; conclusion on,
209–210; described, 181–189;
and discretionary benefi ts,
289; executive and managerial,
207–209; exercises involving,
211–212, 213; and glass
ceilings, 91; of Hispanics, 72;
importance of, 397; infl uence
of training and development
on, 50; of medical personnel,
211; outsourcing, 37; overview
of, 180–181; questions and
activities on, 214; of retirees,
213; sources of, 185–186;
training in, of volunteers,
116; and turnover rates, 111;
and use of human resource
information systems, 383;
virtual, 121; of volunteers,
120–122; of women FBI
agents, 106
Red-circled positions, 262
Refer step, 130
Regents of the University of
California v. Bakke, 83
Regional Community Policing
Institute, 94
Regional labor markets, described,
184
Rehabilitation Act, 70–71, 72–73
Relatedness needs, defi ned, 219
Relationship type, evidence of,
defi ned, 288Reliability, described, 200
Religious discrimination: and
the Boy Scouts of America,
104–105; exercise involving,
84; freedom from, 75; laws
addressing, 59–60
Religious freedom, 74
Relocation services for employees,
outsourcing, 37
Republic Party of Illinois, Rutan
v., 76
Research and measurement, and
working on diversity, 108, 109
Resignation, of human resources
director, exercise involving
performance and, 248
Resilience, defi ned, as a leadership
competency, 330
Respondeat superior, legal concept
of, availability of, 74
Responsiveness and accountability,
defi ned, as a leadership
competency, 328
Resupervise step, 130
Retention: and discretionary
benefi ts, 289; and pay
differentials, 264;
volunteer, 124
Retire step, 130
Retired and Senior Volunteer
Program, 131
Retirees: baby boomer, demands
placed on nonprofi ts due to,
308; from the for-profi t sector,
desires of, 26; health benefi ts
for, 295
Retirement: delaying, 398; exercise
involving benefi ts for, 281; and
job analysis, 150; planning for,
43–44, 50, 53; volunteering
during, 124; of volunteers,
130; wave of, impending,
32–33
Retirement communities, unions
and, 363
Retirement plans, 289–292
Retrain step, 130
Return on investment (ROI),
measuring: in human capital,
47; in training programs, 325
Reverse discrimination claims, 73
Revitalize step, 130bindsub.indd 451bindsub.indd 451 11/12/08 8:56:50 PM11/12/08 8:56:50 PM