Sindh Revenue Board Jobs Pakistan

 Sindh Revenue Board SRB Offers Vacancies Pakistan:

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General Duties and Requirements: Personal Responsibilities

Every government employee is expected to maintain the honesty, integrity, and impartiality of programs. The last element in particular may be a harder challenge at the higher levels due to the influence of politics. However, all government employees are still required to maintain a truthful operation in their particular function.

 

Compliance with all agency-related laws and rules is also expected. Employees are not expected to perform acts that are illegal under federal or state law, but they are hired to perform legal functions as directed.

 

Every employee is personally responsible to report suspicious actions or behavior that could or does violate a law or regulation. Various federal and state laws also require employees to make such reports available to oversight agencies such as inspector general offices.

 

General Duties and Requirements: Broad Restrictions

Unless otherwise authorized, government employees are generally not allowed to carry weapons into government offices, particularly firearms.

 

There is also a common ethics expectation that employees avoid and do not involve themselves in fraud or abuse of government programs, criminal activity, or felony activity in their personal life. If discovered, many policies authorize employee demotion or termination from the organization.

 

Employees are expected to work cohesively with one another. Numerous policies at all agency levels prohibit harassment, sexual harassment, corruption, and violations of common personnel policies.

Specific Function Duties and Responsibilities: Fiscal

Some government functions have a higher threshold of duty due to the importance placed on the activity. For instance, the fiduciary duty of fiscal officers creates a higher level of responsibility to protect funds and assets of a government department from unnecessary loss and to make sure assets are used for the right purpose. This role includes oversight and reporting problems found with budgeting, accounting, procurement, and contracting.

 

Managers also carry more responsibility with the duty to manage their staff and be responsible for their actions and output. And they are expected to be the daily control points for leadership, implementing broad policy on a regular basis.

 

Specific Function Duties and Responsibilities: Investigations

Responding to audits or investigation places a temporary duty on employees to respond to the investigator truthfully. Frequently this duty may require a government employee to respond to a separate oversight agency outside the immediate employer. Various rules require employees not to resist such investigations and instead to help investigators find the materials they are looking for. There are legal protections for employees regarding self-incrimination, but exercising these protections can sometimes expose the noncooperative employee to administrative discipline or termination for being insubordinate under direction.

 

Government Employee Duties to Protect the System

Government employees are held to specified standards that are common in all government agencies, regardless of government level. This expectation for good behavior and cooperation is critical to protect the agency and the government taxpayer funds used for operations. Failure to follow such duties and responsibilities interferes with the organization's function of agencies and, when discovered, the employee involved is corrected or removed. All employees, whether management or staff, are expected to adhere to these rules.

 

Obligations of Public Service

Federal regulations set forth 14 general principles of the federal employee code of ethics and conduct. These rules require federal employees to "place loyalty to the Constitution, the laws and ethical principles above private gain" and not engage in financial dealings that are in conflict with their public duties. Although many of these rules prohibit federal employees from capitalizing on their public positions for personal financial gain, the rules also require employees to put forth their best efforts in their job performance and encourage whistleblowing of waste, fraud and abuse.

 

General Code of Conduct

Many federal agencies maintain a list of proposed penalties for common conduct infractions. This misconduct includes penalties for time and attendance infractions, improper disclosure of sensitive government information, possessing or working under the influence of drugs or alcohol, discourtesy, lying, threats, fighting, insubordination, sleeping on the job, gambling, and unauthorized possession of a gun.

 

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Prohibited Personnel Practices and Political Activity

The United States Office of Special Counsel (OSC) is a federal law enforcement agency that investigates and prosecutes federal, state , and local employees for using their offices for political campaign work. It also prosecutes federal employees for engaging in prohibited personnel practices. Under the Hatch Act, federal employees -- and any state and local government employees who are funded with federal money -- are forbidden from engaging in partisan political activity while on duty or while using government resources. Federal employees also are prohibited from engaging in nepotism during the hiring process, violating veteran's hiring rights, creating unfair hiring conditions by violating the merit systems principles or retaliating against whistle-blowers. The OSC can prosecute violators of the Hatch Act or those who engage in prohibited personnel practices before an independent federal agency called the Merit Systems Protection Board ("MSPB"). If an Administrative Law Judge agrees that the employee engaged in prohibited conduct, the MSPB will order the government employer to discipline the employee.

 

Discrimination

Federal law prohibits employment discrimination, including pay discrimination, on the basis of race, color, religion, national origin, age, disability, and genetic information. All federal agencies are required to have published rules against discrimination in the workplace and impose severe punishment on employees who violate these rules. These anti-discrimination policies prohibit discrimination in hiring processes, promotions, assignment of duties, and other employment decisions. These rules also prohibit sexual harassment and other conditions that create a hostile work environment.

 

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