32 THE NATIONAL tfOKEST MANUAL. 



Reprimands. 



A formal written criticism or reprimand should be made ror misconduct or 

 negligence which is more reprehensible than that which can be orally repri- 

 manded, yet not sufficiently censurable to demand a more severe form of 

 disciplinary action. 



Removal. 



Removal is the extreme administrative penalty. Removal for misconduct 

 which involves moral integrity constitutes a bar to any future employment 

 in the classified civil service of the Government. Often it is a serious bar- 

 rier to employment in private life, and for this reason should be resorted to 

 only in the most flagrant cases. Recommendations for removal should be sup- 

 ported by convincing evidence and a complete history of all the circumstances 

 which led up to it. 



Enforced Resignation, 



When for misconduct or inefficiency an officer has terminated his usefulness 

 to the Forest Service, and yet does not merit removal, his resignation should 

 be requested. If the officer refuses to resign, removal must be recommended. 

 In making request for resignation, which should, if possible, be verbal, the 

 superior officer should make it plain that in case the delinquent refuses to 

 resign he must accept full responsibility for the consequences of a removal. 



Appeals. 



An appeal from any disciplinary measure administered to an officer may be 

 taken by him to the District Forester, to the Forester, and to the Secretary (Reg. 

 G. A., 4). Letters of appeal must be forwarded through the hands of the imme- 

 diate superior of the officer making the appeal. 



PROCEDURE. 

 Civil-Service Eligibles. 



When appointments are required from any civil-service register, except for 

 assistant forest ranger, the certification of eligibles will be secured from the 

 Civil Service Commission by the District Forester through the district fiscal 

 agent. Certificates which list all eligibles for assistant forest ranger are issued 

 by the commission as soon as the examination papers are graded. A separate 

 certificate is issued for each National Forest headquarters at which examina- 

 tion was held, and this certificate lists in the order of their ratings the eligi- 

 bles who are legal residents of the State or States in which the National 

 Forest is situated, and who took the examination at that Forest headquarters. 

 Whenever any Forest certificate contains less than three names the selecting 

 officer may be authorized by the District Forester to make a group of three 

 by drawing the highest name or names from the certificate of any other 

 Forest within the same State. In addition to the certificates for the individual 

 Forests within the State a supplemental certificate is issued for each State, 

 and this gives the names of all the nonresident eligibles who took the exami- 

 nation within the State for which the certificate is issued. This constitutes 

 an auxiliary register, and selection will be made from it- only after all the 

 eligibles on the individual Forest certificates have been considered in accord- 

 ance with the civil-service rules. The procedure in handling certificates of 

 eligibles. for either permanent or temporary employment, as given on pages 

 20 to 25 of " Regulations Governing Appointments and Other Changes Affect- 

 ing the Personnel in the Field Service of the Department of Agriculture," issued 

 January 25, 1912, must be followed strictly. 



When Names on Register May be Passed. 



If an eligible refuses to accept three offers of employment, either on the same 

 or on different Forests, he need not be considered further. In like manner, 

 when an eligible has been considered in three separate groups of three, as re- 

 quired by the regulation, and not selected, further consideration of his name 

 may be omitted. When it has come to the knowledge of the Forest Service 

 since the date of the examination that an eligible was dismissed from the public 

 service within one year next preceding the date of his application ; that he is 

 physically or mentally unfit for the position for which he applies; that he has 

 been guilty of criminal, infamous, dishonest, immoral, or notoriously disgrace- 

 ful conduct: that he intentionally made a false statement in any material fact 

 or j tract iced any deception or fraud in securing examination, registration, or 

 certification; or that he habitually uses intoxicating beverages to excess, his 



