https://xaxam.livejournal.com/1355727.html

Apskatīta Pēdējo pāris mēnešu Covid dinamika Izraēlā (dati no Džona Hopkinsa universitātes). Grafikā skaidri redzams lockdown efekts, tomēr svarīgākais šajā rakstā ir diezgan pesimistiskā un droši arī uz LV attiecināmā prognoze par trešo un tālākiem Covid uzliesmojumiem.

Ja izdosies pareizi uzķert periodiskumu, varēs laicīgi plānot dažādas aktivitātes tā, lai tās ietrāpītu kārtējā viļņa atplūdu (un pofigisma) posmā.

Grūti prognozējamais faktors te ir mērkaķi ar granātām varas iestādes, kas ikviena drošības pasākuma ieviešanu spēj reducēt līdz politiskam lēmumam.

Šis nāk trīs gadus par vēlu:
https://www.whitehouse.gov/presidential-actions/executive-order-creating-schedule-f-excepted-service/


..conditions of good administration make necessary an exception to the competitive hiring rules and examinations for career positions in the Federal service of a confidential, policy-determining, policy-making, or policy-advocating character. These conditions include the need to provide agency heads with additional flexibility to assess prospective appointees without the limitations imposed by competitive service selection procedures. Placing these positions in the excepted service will mitigate undue limitations on their selection. This action will also give agencies greater ability and discretion to assess critical qualities in applicants to fill these positions, such as work ethic, judgment, and ability to meet the particular needs of the agency. These are all qualities individuals should have before wielding the authority inherent in their prospective positions, and agencies should be able to assess candidates without proceeding through complicated and elaborate competitive service processes or rating procedures that do not necessarily reflect their particular needs.

Conditions of good administration similarly make necessary excepting such positions from the adverse action procedures set forth in chapter 75 of title 5, United States Code. Chapter 75 of title 5, United States Code, requires agencies to comply with extensive procedures before taking adverse action against an employee. These requirements can make removing poorly performing employees difficult. Only a quarter of Federal supervisors are confident that they could remove a poor performer. Career employees in confidential, policy-determining, policy‑making, and policy-advocating positions wield significant influence over Government operations and effectiveness. Agencies need the flexibility to expeditiously remove poorly performing employees from these positions without facing extensive delays or litigation.