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Two days ago, I made this comment:

FWIW,
every work day, I turn on my government computer, and read the daily warning that I have NO expectation of privacy while on government time, taking a government paycheck.  Everything I do on that computer can and will be overseen by someone.

I'm a disability analyst, armed with a pretty deadly keyboard.  I  have to account for MY behavior on the government dime.  Why someone walking around with a government provided deadly weapon is not held to as high, or higher, standard is beyond comprehension.

Then xxdr zombiexx shared:
I work for a Medicare program and have to
(A) do things according to established standards

(B) am subject to audits

(C) actually have to be correct

(D) have an ethical responsibility to turn in unethical therapists.

If a therapist is molesting a child, I can't just turn a blind eye, like the PIGS do

And buddabelly added:
it appears the ethical standards I had to live with in Automotive repair are higher than some criminal justice systems......
xxdr zombiexx pointed me to his diary: Bad Therapist

So it got me curious, because I take a lot of mandatory training, what else I have at my job that LEOs seem to be missing.  Follow me through the Infinity sign a la kos to see what I discovered.

Copy and paste is your friend!

Social Security touches the lives of nearly every American, often during times of personal hardship, transition, and uncertainty. Our programs serve as vital financial protection for working men and women, children, the disabled, and the elderly.
DDD Mission Statement
•    To provide accurate and timely disability determinations for residents of New York State
•    To administer the disability program in New York State in a cost effective manner
•    To identify and prevent fraud in the Social Security and SSI disability programs in New York State
•    To provide training and learning opportunities to ensure a well-motivated and effective staff
•    To maintain good relationships and mutual dialogue with labor representatives
•    To continue the partnership with the Social Security Administration in developing new technologies for processing disability claims
•    SSA executives, managers and, employees are our agents of diversity, mutual respect, and inclusion.
•    When we work towards diversity, we recruit, hire, develop, and retain a highly qualified workforce that mirrors the public we serve.
•    Workforce inclusion cultivates a culture that respects individual differences and encourages collaboration, flexibility, and fairness, enabling all employees to contribute to their full potential.
•    We achieve sustainability when we demonstrate leadership, accountability, involvement, and commitment to a culture of diversity and inclusion at SSA.
Social Security Administration has eight advisory councils that are working with the Commissioner and the Executive Staff to help provide world-class service to the diverse public we serve and to our employees. These groups are assisting our agency to better address our employees' concerns and to better serve persons with disabilities, women, minorities and the non-English speaking public. They also promote SSA's programs in their respective communities and assist the agency in its recruitment initiatives. The advisory councils are involved in a variety of projects, including outreach programs and employee training conferences, which address public service and employee issues. They help ensure our policies are carried out in a manner that reflects our sincere determination to provide full and fair service to the public and a work environment that provides opportunity to every employee and to every applicant for employment. Similar groups have been established in some regions and components and have been acknowledged by the corresponding regional commissioner or component head. While the regional and component groups maintain informal communication with the headquarter groups, there is no formal structure of affiliation between groups with similar interest.

Our Values ...........................................................................................................................1
Equal Employment Opportunity Policy Statement..............................................................2
Executive Summary.............................................................................................................3
Special Emphasis Programs.................................................................................................4
Special Emphasis Program Managers .................................................................................5
Advisory Councils ...............................................................................................................6
OCREO Advisory Council Liaisons....................................................................................7
Advisory Council Profiles ...................................................................................................8
American Indian and Alaska Native Advisory Council (AIANAC) .............................8
Black Affairs Advisory Council (BAAC) .....................................................................9
Hispanic Affairs Advisory Council (HAAC) ..............................................................10
National Advisory Council for Employees with Disabilities (NACED).....................11
National Lesbian, Gay, Bisexual, Transgender Advisory Council (NLGBTAC) .......12
Nate opal W omen’s Advisor y C omm it tee (NW AC) ....................................................13
Pacific Asian American Advisory Council (PAAAC) ................................................14
Veterans and Military Affairs Advisory Council (VMAAC)......................................15
Advisory Council Quick Guide .........................................................................................16
Advisory Council Guidelines ............................................................................................18
Use of Agency Resources..................................................................................................19
Use of Agency Name and Logo.........................................................................................20
Advisory Council Meetings ...............................................................................................21
Advisory Council Training Events ....................................................................................23
Planned Activities and Events ...........................................................................................23
Joint Events........................................................................................................................24
Outreach Activities ............................................................................................................24
Fund Raisingb ...................................................................................................................25
Appendix A: Office of Civil Rights and Equal Opportunity (OCREO)............................26
Appendix B: Memorandum of Understanding ..................................................................27
Appendix C: Advisory Council Charters...........................................................................29
American Indian and Alaska Native Advisory Council (AIANAC) ...........................29
Black Affairs Advisory Council (BAAC) ...................................................................34
Hispanic Affairs Advisory Council (HAAC) ..............................................................36
National Advisory Council for Employees with Disabilities (NACED).....................41
National Lesbian, Gay, Bisexual, Transgender Advisory Council (NLGBTAC) .......46
Nati onal W omen’s Advisor y C omm it tee (NW AC) ....................................................50
Pacific Asian American Advisory Council (PAAAC) ................................................55
Veterans and Military Affairs Advisory Council (VMAAC)......................................58

Goal Two: Highly trained, motivated and productive workforce
Demonstrate on an ongoing basis that DDD employees are our most valued asset.
STRATEGIC OBJECTIVES
1. Recruit and retain a quality workforce.
2. Develop employee skills, particularly technology skills, to the maximum level.
3. Sustain high employee morale, including effective relationships with labor representatives.

PERFORMANCE MEASURES
1. Increase opportunities for participation in appropriate training programs for all employees.
2. Improve quality review accuracy with effective inline and end of line quality case reviews.
3. Continue effective dialogue with labor representatives.
4. Assess technology and performance skills on an ongoing basis.

STRATEGIES
1. Foster collegial relations, and improved communications among all levels of the organization, by frequent and timely feedback to staff.
2. Evaluate skills and knowledge levels of staff and provide appropriate training on a wide array of topics and processes.
3. Develop and implement a strategic staffing plan for anticipated workforce needs.
4. Foster the continued improvement of management skills.
5. Expand employee recognition methods and improve their delivery.

And I do not have a government issued deadly weapon.

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