What's happening inside the NIH and NSF

The federal government almost certainly does absurdly overspend, but you’re missing the point: all of these drops in the bucket add up to far less than the deficit.

Also, for better or for worse, operating departments efficiently may well be the executive branch’s job, but setting all these budgets is Congress’s job, not the executive branch’s. In fact, Congress tried, not all that long ago, to allow the President to veto specific line items, and the Supreme Court struck it down:

https://en.m.wikipedia.org/wiki/Clinton_v._City_of_New_York

This simply is not the case, I know it is something that you and many others believe is that case but you are being lied to by actual racists. I say that as a white man working in STEM academia. Academia had a long history and tradition of NOT doing meritocracy, but of claiming meritocracy and using bad markers of meritocracy to prove it. The 'DEI work' that people are so concerned about is about trying to make merit based decision making actually merit based. You think that is based on giving some preference, but it isn't - its based on acknowledging and working to eliminate actual prejudice. Its about hiring the best people instead of the person who's advisor is friends with our search chair.

I'll give a concrete example: I ran a hiring search for three faculty members. We did a blind search. The hiring committee did not know the gender, race, ethnicity, or even institutional affiliation of any candidate. The candidates were ranked, the top invited for phone interviews, and then ranked again during the interviews with everyone blind to the first set of rankings. We repeated this for a smalled group of in person interviews The order of the rankings at all three phases matched. More relevant, we interviewed and hired the most diverse crop of faculty we have ever hired. Simply because of the appearance who we hired, two different candidates who were did not received interviews emailed me and my department chair to decry that we had used 'DEI' in our BLIND hiring process. One threatened a lawsuit. We blinded it to race, to gender, to all markers of 'diversity', but the gender and race of who we hired was all the proof that person needed they were less qualified than him.

In other cases, this 'stuff' protects against asshole colleagues and bad science. (1) Diversity statements help us avoid getting sued by students and employees. The statements that wax philosophic about inclusion, that quote MLK, the ones people use to label this as some ideological test, SUCK to read and get applications ignored because they lack serious thought about being a colleague. The good ones, which get noticed, are about how people work effectively with other people, and how they make an effort to understand people as part of working with them. The context, whether its about being Green, Left-handed, or Neurodivergent tell us whether this person has thought about being a mentor to people unlike them, has a capacity to empathize with a student, or is going to be a self-righteous asshole that is going to make us hate faculty meetings even more. They help us know if their grad students are going to be in tears in the chairs office or the parents of an undergrad are calling the dean. (2) They actually tell us a lot about doing good science and getting grants. Theres a long history in medicine of fucking up because of who is in our participant pool. NIH now makes you articulate about how you will not do bad science through lazy recruitment[2]. We've asked questions about this requirement of candidates during interviews. The answers are fun and telling - using coded language to say you won't recruit Black people because they are 'less reliable' is just evidence you don't get it, not that you are some purist doing important work.

That is the DEI you are being propagandized to be against - what it actually is not what you are told it is. It is not hyperbole and you are tired by design - because you are a victim of propaganda. The nonsense narrative that is being pushed is, without concern for the truth, entirely grounded in the assertion that certain groups are unqualified to do intellectual work (c.f.[3]). It is (by design) meant to establish that the mere appearance of a Black Women or a gay person on a faculty is only because they are unqualified. It is meant to exclude people who have always been excluded. It is not about pushing back on (nonexistant) out of control efforts to include them. What is changing is efforts to counteract the actual, long established, clearly evidenced, bias in favor of certain groups of candidates. That is not some ideological project to eliminate people like me because I'm not a minority, that is the thing you want.

[1] https://mbb.yale.edu/news/mbb-radically-changing-how-we-sear... [2] https://pmc.ncbi.nlm.nih.gov/articles/PMC6053906/ [3] https://www.rollingstone.com/politics/politics-news/darren-b...

Four Pillars of Social Mobility: To rank each state, we measured a series of indicators related to social mobility across four pillars: Entrepreneurship and Growth, Institutions and the Rule of Law, Education and Skills Development, and Social Capital. Scores for each pillar were combined and weighted equally to create a state’s overall social mobility score.

I would think a measure of social mobility would include income percentile vs parents' income percentile.

Government is mostly individuals deciding goals and attempting to convince others. Then rules are added to prevent harm to others or using corrupt methods of convincing. That "code" part is more like a moderated forum: necessary for the huge task, but it's just the framework for the actual content.

>Historical governments often needed little beyond an army and a tax collection system.

And historical computers used vacuum tubes. What's your point?

>The tech way of thinking has proven extremely successful in many industries already.

Even in tech companies, the richest people are almost always the smooth talkers. Because the best, and really only, way to get money is convincing somebody else to give it to you. You can do it by offering a better product or charming them.

Most government goals aren't technically difficult and certainly don't require advanced algorithms or fast computers. The real work is aligning people.