Return to Article: OPM issues guide to overhauling federal hiring process
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82712
I'm a retired fed and I now work in industry. There is a simple fix to the government hiring problem -- change the civil service to "at will" employment. If you want to make it easy and simple to hire, you need to make it easy and simple to fire.
Otherwise, you need to treat each and every 2009 hiring decision for what it is... a multi-million dollar purchase with a "No Return" policy!
Would you purchase a multi-million dollar computer system based on a three-page glossy marketing document or would you demand to see detailed technical specifications and capability descriptions?
I rest my case!
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82362
Perhaps, instead of have one person designated as the hiring authority for a particular position, applications should be screened. The qualified personnel could interview before a panel and individually scored by each panel member (in secret), then those scored interviews and the application "points" are added. Whoever ahs the most point gets the job. No favoritism
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80082
Until you STOP discrimination across the playing field no plan will work,OPM is part of the problem,they should stop showing Favortism (good old boys club) and hire qualified educated people. The Government spend to much money educating folks and then hiring them only to place them under some Managerial FOOL (from the good old boys club)who does nothing but holds good employees back for their own personal reasons and not for the betterment of our Government. LS Living Witness
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74285
It seems to me so many people were hired and had their kids and relatives hired that could not get a job anywhere else. "Who Ya Know" comes into play again! That is why great employees like you and I are never allowed past the door, they want their looser family to have those life jobs and it is impossible to get in. I have Native American preference and it does no good either...I think it is because I look white!
I think they should make the firing process eaiser too, then the deadweight might leave or never be hired again. As a manager I have always been expected to make the offices run more effectively and termed a few in the process....Thanks for listening to my venting!!!!
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73442
I thank the system Corrupt. The process needs to have a set time peroid for the hiring process. And the Selection Process as alot to desired. I know there are a lot of diffrent kind of federal jobs out there. I am a vet with 24 year in the military and i don't understand how a person can not be among the best qualified when they have that many year doing the job they apply for. I have read the comments for and against vets. If the job openning is DOD then Yes vets should have priority let us not forget that it is Department Of Defense. All others should not have preference.
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70824
RE: Ely Brown.
I thought it was me. Recently, this happened to me with the EPA, VA and now the USDA Forestry Service here in Atlanta. I served 20 years in the US Army, earned my MBA and speciality certification in HR Relations, Diversity and EEO. When jobs pertaining to EEO and HR Relations came available, I couldn't wrote the job description but I did not even get an interview.....even with an MBA. I knew something was wrong.
Come to find out, the hiring manager at the EPA hired a friend, and the VA failed to repsond. The USDA Forestry Service is not even giving my a reason and I'm on the REFERRAL list. Something is definately wrong here in the Atlanta area. NEPOTISM is taking over!!
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66426
Concerning Veteran's Preference - I recently applied for a government job that matched my credentials almost perfectly. I used Veteran's Preference. When I did not even get an interview I inquired as to why and was told that the Hiring Manager can select applicants from several pools of applicants, including, "Internal", "External", "Veterans" etc. In this particular case the hiring manager selected the "External Pool" so that he could hire a contractor that had been doing work for them. By putting the veterans into a separate pool, and then not selecting that pool, the hiring manager was able to circumvent Veteran's Preference all together. Has anyone else had an experience like this?
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62449
The two biggest problems I see with OPM is 1) the abysmally slow hiring process and 2) unqualified HR creating CERTs. A 1-year open application period followed by a 6-8 month CERT, interview, offer, and EOD process is inexcusable. Who in their right mind can wait over a year for a job offer? There is just no way this process can compete with the private sector.
I also have a huge problem with HR reviewing and scoring apps. Local hiring managers should have the ability to do this themselves as they are more familiar with the job requirements. Case in point, I am currently a federal employee on a Term appt with a GS-11 pay equivalent. I applied for an emergency direct hire position with a lower pay grade (GS 4-8) so I could get my foot in the door with the competitive service. The job is in the Psych field. I have about 4 years of related work experience along with a Bachelor's degree in Psych. My rating comes back as eligible for a GS 4 or 5.
Are you telling me that my education (Master's degree) and over 7 years of work experience (3 in the federal level) qualify me for a pay equivalent of a high school graduate? Something is seriously broken here.
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59765
The two biggest problems I see with OPM is 1) the abysmally slow hiring process and 2) unqualified HR creating CERTs. A 1-year open application period followed by a 6-8 month CERT, interview, offer, and EOD process is inexcusable. Who in their right mind can wait over a year for a job offer? There is just no way this process can compete with the private sector.
I also have a huge problem with HR reviewing and scoring apps. Local hiring managers should have the ability to do this themselves as they are more familiar with the job requirements. Case in point, I am currently a federal employee on a Term appt with a GS-11 pay equivalent. I applied for an emergency direct hire position with a lower pay grade (GS 4-8) so I could get my foot in the door with the competitive service. The job is in the Psych field. I have about 4 years of related work experience along with a Bachelor's degree in Psych. My rating comes back as eligible for a GS 4 or 5.
Are you telling me that my education (Master's degree) and over 7 years of work experience (3 in the federal level) qualify me for a pay equivalent of a high school graduate? Something is seriously broken here.
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58937
A couple more comments:
OPM IS THE PROBLEM (sorry for shouting). Any time you have an agency that sets policy, performs oversight and provides services it is inherently flawed. There are no firewalls inside OPM. OPM uses and abuses its position in oversight to force agencies into their services wing. And just who audits OPM? It is a joke. So when the CHCO council (run by who?) recommends anything, I'm rightfully skeptical.
As far as a couple other comments:
1. The GS system isn't all bad. It's by no means perfect, but it is standardized, tangible and cuts down on favoritism and discrimination.
2. The laws to federal hiring aren't that difficult to decipher although they could be better written and the policies OPM creates off these could be dramatically simpler.
3. Managers should be more involved with HR and complain less about the outcome. You have a year to rid yourself of any bad hire.
4. HR has to improve itself.
(disclaimer - comments 3 and 4 should not be read as absolutes. Not all managers dump things on HR and HR isn't all bad. I have met many a fine, capable and passionate person in these roles, but as with everything, there is room - a lot of room - for improvement)
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58777
Boy has OPM changed, they are positively entrepreneurial!!! When you read OPM's letter announcing the end-to-end roadmap, they do much more than just announce a governmentwide initiative. They are also stating that the automated hiring tool that they sell to agencies -- USASTAFFING -- is THE best practices solution that is recommended by the CHCO council. In other words, pick USASTAFFING or be prepared to be criticized if you don't meet OPM's guidelines. How is that for MARKETING?
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58619
Dan Ketter and other DOD one agency careerists who think like him know not a whit of what they write. The issue has never been and never will be about mere process. It's the hiring outcomes that tell the real story. And the hiring outcomes at the largest of all federal employers - DOD - speaks manifestly and indefensibly for itself. Nearly 100% of the time even when DOD 'managers' use US taxpayer funds and opt to recruit outside of itself for its US taxpayer funded positions in the mid and upper grades these 'managers' and 'leaders' end up hiring (AND YES, HIRING IS THE ONLY THING THAT MEANS ANYTHING) only and merely current or prior DOD staffers - civ or mil or contractor. Changing the process by which non-DOD applicants (WHO ARE ALMOST NEVER SELELCTED ANYWAY) apply or 'compete' for these positions will result in NOTHING. And no, Dan Ketter and others, excellence IS NOT only gained within DOD or demonstrated by DOD staffers. And yes, skill sets are both portable and translatable irrespective of the insular and self-financial driven opinions that are present within DOD one agency careerists.
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58519
In response to Bryan's comments. . .NSPS implicitly assumes that motivation for employment comes from rewards in the term of monetary rewards. How do you reconcile that position with your own observations or would you move back to the GS system?
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58512
Bryan, a voice of reason in a bureaucracy that is self sustaining and in bred. Hats off to you you get it!!! The rest are carping about why they haven't been selected, gotten a raise received tuition assistance etc. Its all about them and not the public that they serve, a pox on your house
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58503
OPM is in a hard spot - they try to make something better but left or right they get beaten up whether its the opinions stated here, OMB, MSPB, etc. I believe that if anything needs a major overhaul, it would be the laws. There are so many twists and turns, laws on top of laws... the private sector would not have a clue as to how to handle Federal hiring rules and regs.
And for those that like to put all the blame on the HR people, please relook at this whole picture and realize that:
1. MANAGERS should be writing the position descriptions, not HR folks,
2. HR is bound by the numerous laws, regs and case decisions that could make a sane HR person go crazy, and
3. HR is also bound by procedures that have been around longer than many of us alive.
So if you privatize, you will end up needing to hire those Fed employees that understand those laws. Also, it is kind of funny that now we have 80 days, we've had the requirement to hire within 45 days from the closing date of announcement to date the offer is made (although I understand that they are just adding time for other parts of the process not covered by the 45 day hiring expectation.)
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58494
Just a couple of my many thoughts on the subject:
1. Understand that there is no exact science for recruiting, hiring and retaining. Not trying new things is guaranteed failure.
2. Automated scoring systems aren't the problem.
3. Understand that OPM is broken. It is a massive failure in several areas. The policy wing needs to be absorbed by OMB and the rest broken up and sold to the private sector.
4. Just exactly how many jobs are inherently governmental? Not many; with the exception of our uniformed military, the gov't could operate on 20% of its current workforce.
5. Test and assess current federal employees and purge the weakest 10% every 2 years.
6. Basic Qualifications should account for 0 points and not the customary 70. Change this one thing alone and the best and brightest will start to flow to the top.
7. Don't pay more. Job satisfaction should be the most important aspect of one's employment. If money is the main driver then fight for it in the private sector. There are plenty of qualified people to take your place.
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58489
Very typical of an OPM product - a plan to have a plan to create a plan. Nothing definitive, no real substance, just a bunch of recycled ideas. OPM has held back the Federal hiring process for at least the last 8 or more years, and this "guide" is nothing more than fluff!
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58482
This concept sounds great but before OPM starts telling other agency how to hire I think that an internal audit on how and who they are hiring should be conducted. Statistics of grade, gender, race etc should be crutinized very carefully because when you look at the higher echelons (GS 14s and above) you will see a vast difference in the number of gender and race across the board.
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58481
The good old boy network is alive and well in the form of NSPS and it gives managers carte blanche to hire who they want (ie: retired military officers and former buddies). It is a travesty. Overhauling the federal hiring process? For who?
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58472
To fix the problem, the government needs to get out of the picture. They need to get rid of most of the HRS personnel who are overpaid and non-qualified. They need to let private HRS companies handle all hiring. The goverment agency would only contact the private HRS company with a list of the jobs and required qualifications. There would be strict laws and penalities for any other contact or personal pre-selection by both parties. This would eliminate pre-selection which is rampant within the selection process. Also the grade restriction in the GS series needs to be abolished. This restriction is nothing but descrimination and a tool by management to use cheap labor or eliminate staff and use pre-selection.
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58467
I totally agree that getting rid of the KSA's would be the fastest way to streamline the process. Too many times, just reading over them can scare folks from applying for positions they would otherwise be qualfied for. KSA's don't work - GET RID OF THEM!
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58398
I had a relative go on a job interview Dec 26, 2007, after not hearing for a month called the agency was told "Oh, I'm glad you called I was going to call you to set up another interview. Went on another interview in Feb 08, but did not hear anything. In April 08, finally after numerous calls & messages to Human Resources was offered the job pending passing Security. Reported to job on May 26, 2008, five months later! What is wrong with this picture?
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58360
NSPS is not going to attract anyone who has the sense to read how their future salary will be manipulated by the good old boys. Hiring is one thing. Keeping the best is another.
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58267
Get rid of the KSAs!
Get rid of the on-line check-the-box 'Are you qualified?' forms that take hours to complete and then require you to FAX *proof* you are who you are. (DOT)
Require an email/letter response when the application is received and when the offer is made or the person is not selected.
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58257
Ladies and Gentlemen:
DOD's own hiring records indicate that irrepsective of whether it opens US taxpayer funded positons for those outside of DOD to 'compete' (meaning asking for applicants from other federal agencies and/or from the private sector) at the end of the day (and after conducting what are in fact sham and fraudulent 'competitions') the only people that are ever hired (nearly 100% of the time in the mid and upper pay ranges) are ONLY and MERELY current or prior DOD staffers, be they DOD GS or recently retird military or DOD contractors. Programs like the one highlighted in this piece, although well-intentioned, will not result in anything of substance within DOD unless and until the unmitigated rampant inbreeding that occurs in almost every corner or DOD - the largest federal agecny and employer - is stopped.
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58227
I'm offended by the comments that only those who wear the uniform are deserving for job opportunities and promotions. The expertise and dedication from the sustaining base allows the Soldier to do what s/he is trained to do. Am I any less worthy because I trained Soldiers to do what they do and I don't wear the uniform on the outside but inside. Unfortunately, for those of us who haven't wore the uniform, our training and mentoring programs are not managed by HR to give us the edge unless we take the initiative ourselves -- which many have done -- and we deserve an equal chance to excel.
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58225
As stated before...stop internal pre-selection!!! We need fresh talent, new and innovative ideas...not the same old mindset. We had a case here of someone pre-selected and sent on specialized training before the job opening appeared. THEN, given the time (not given to other in-house applicants) to be prepared in suit and tie for the "interview". THEN, given the interview questions before hand so as to "know all the answers". This kind of thing has to stop, don't you think?
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58206
Every job needs to be open to the public!!1 The idea of offering jobs only to existing CS is just wrong and leads to inbreeding and sloth, couple with an inversion to new ideas. Time to open it up and lets get some new blood
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58198
I agree that the automated scoring systems are a joke. An applicant has to be willing to lie and say yes to everything in order to make it into the final group that makes it past the agency's HR office. This automated process is self defeating. No job is worth sacrificing your personal honesty and ethics to obtain. Draw your own conclusions from this point on.
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58197
OPM needs to change its rule so that anyone who has served their country has priority in getting hired, not just Vets who served during wartime! Give other Vets a 2 point advantage instead of 5 points- but don't lump us with the folks that NEVER served and treat us as if our time doesn't count for anything!
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58196
STOP the pre-selection of internal employees so other candidates get more choice. I think OPM should pay more attention to the internal "pre-selected" problems. Because when agencies publish their positions with the only intention to hire some insider for promotion or whatever reason, what's going to happen? The average non-Feds have little chance no matter the hiring process takes 2 weeks or 80 days. No chance at all. Then the non-Feds will only have the impression and frustration against the system. I am curious of how Feds and non-Feds rate the competitive hiring system.
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58189
I agree there needs to be a set guide with- in the hiring process. I serviced in the Af 1985 Thru 1994. When I first went to civilian presonnel to apply for a k-loader position in 1994. I was told I could not apply because I was not a Vet. I could only apply for non-appropiated positions. I apply for a job with the shoppett which they were more than happy to hire me at min wage. Then in 2001 I applied for a e-hire position in ATOC, which I was more than qualified for (8 Years). The major jumped at my application to help train his troops in ATOC. I worked as an E-hire for two years. Then the position was converted to a permanent position. When I applied for this position, I was told I was not a vet and I did not qualify. This position still has not been filled. When the e-hire positions in the warehouse changed to perminent positons I was not quailified, only retired vets with 30% disability or better landed these positions. I applied for a TMO position in the warehouse and was hired as a DEU/Term position NTE 1 year. But could be extended up to 4 years. When my contract was do to be renewed in 2004, no one could tell me If I was to be extended or not, so I applied for a job with 437 LRS as a Vehicle Operator another DEU/Term contract which I have held for two years. contract is up for renewal. I have two years of probationary period forms in my folder. My evaluations are 8's and 9's, So what good is the merit system If it doesn't get used. I agree that the system is broke. Supervisors say their hands are tied do to hiring policies they lose a lot of quailified personnel.
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58183
Now OPM has to issue guidance to stop pre-selection of internal candidates. What is the point of appling if someone is already selected?
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58182
As a contractor, it is more frustrating. The government is paying nearly 3 times my salary for my services, when I would gladly take a GS position, even if I was an employee "at will". I apply for GS positions within my area and much less qualified candidates are selected (and they are not veterans, I do support that). Something else that OPM could do is standardize the clearance process. A DoD clearance is not good at Homeland Security, nor do I believe with the department of Energy. So If I decide to leave, I have to have my clearance redone at an additional expense. That is silly and wasteful!
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58163
Yeah! OPM/Human capitals and managements still need to hire more disabled employees and need to give disabled employees more chance to move up to higher promotion.
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58160
I agree it sounds good and it can work, but as long as the organizational culture of groupthink and fear of ethicity endure federal agencies will always have, the internal problem of recruiting/retaining highly qualified individuals.
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58152
For OPM's overhauling effort, key issues to be improved is to consolidate the application process, away from current system where all agencies having their own idosyncratic procedures. Do the Beta test, and apply KISS principle, putting yourself as an applicant and try to apply for one vacancy of the federal Government job. I think the application system has regressed from 15 years ago-the hand in (or mail in) a hard copy of 171 resume era.
There are too many agency specific procudures (controlled by Contractor employees who have never had Government jobs) under the USAJOBS; some agencies asking applicants over 50 repetitive questions!! Why the "Apply On Line" button takes hundreds of applicants through sheer agony of unnecessary compliances, sending in/Faxing in transcrips (sometimes directly from the academic institutions - costly)not to mention the security related, complex "User ID/User Name/Personal ID/Passwords" on and on. If the purpose of this difficulties and wasted procedures are to seperate the candidates with patience from others, it is not working. What a waste of time and money of hundreds of applicants sending/faxing/mailing in transcripts for one position. Where can a dedicated employee find the time to go through this ? I found, the Department of the Army's "Apply on Line" is the most customer oriented and effective produres, not to mention other related issues.
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58151
Most of the comments above are right on. At DoD, it seems hopeless when leaders can't task organize what they have; can't identify what, if anything, they need; rely on clueless HR folks to write an incoherent PD; wait for more clueless HR folks to assess the applicants based on criteria they know nothing about; and then greet whichever newcomer that this mindless system poops out.
Invariably, it will either be the guy who spent his last six months of "active duty" in the boss' office lobbying for any job because this is where he wants to live, or it'll be somebody with no relevant experience or knowledge other than knowing how the game works.
Anyone from the private sector might ask, 'what about the interview?', to which anyone in the public sector politely chuckles. There is simply no one with any knowledge of what the organization may need who is involved in the recruitment, review or selection process. The result is predictable: bloated, inept bureaucracies.
Leaders are rewarded only for bringing in more people, more things, and more dollars than were present when they arrived. What any of these people, things or dollars do is irrelevant, as long as they can present the appearance of 'activity' when somebody important visits.
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58148
Good luck OPM! TSA was granted an exemption when the Agency was formed form following OPM rules. The exemption has expired but the TSA "way" of hiring has not. TSA still hires their retired buddies , who are already reciving a substanial retirement amount, or by color to meet preception, or by interview only. TSA does not hire by experience. If you submit form the outside but you are a empolyee of TSA you still have to submit a SF-50, where they kick out your application becasue your "BAND" is not one level lower. TSA will only jump "BANDS" if it is a buddy and not becasue of your experince and qualifications.
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58147
you want to recruit talented people to the Government pay them a talented salary?
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58145
I am hopeful these changes will be an improvement. However, the on line applicaton and automated scoring create nightmares for anyone tryng to fll a position. An applicant can select the highest scoring answers without any verificaton and it takes months to go through an appeal process to remove them. Meanwhile, qualified candidates have given up and gone on to other jobs.
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58143
Wow, feel the frustration! You can sure tell who works in the beltway. But that doesn't diminish their comments, but highlight a number of the inequities they voice in the big Fed applying such rules, standards, and processes. When it makes it down to the execution level, where it counts, you don't recognize it anymore. I conducted a statisical analysis on the hiring process at a major overseas location from which a constant complaint of "it takes too long to hire" was aired to any and all who had perceived influence. The results of the study revealed the longest portion of the E2E process was at the managers level. They wouldn't act on the certs provided to them, but they sure could complain. Meanwhile its the whole system that takes the shot across the bow. Bottom line, E2E is the a great move, but you got to put some accountability into each process. This is not a fire and forget system.
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58141
A step in the right direction, but still a long way to go. They really need to reassess the use of automated scoring in the hiring process. I see too many marginally qualified people make "the list" and know that higher qualified applicants did not make the cut.
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58136
MUCH NEEDED and LONG OVERDUE!! I have worked for the Government (Department of the Army) for 13 years. I am trying to relocate to another area of the country and have applied on numerous jobs. One announcement took 66 DAYS from the date the announcement closed to the date the CPOC posted the status that my resume was sent to the selecting official. Another announcement took 31 DAYS to post that my resume went to the selecting official and NO status since - now 54 DAYS after the "list" went to the selecting official - a total of 85 DAYS. Given these time lines, it is amazing to me that agencies are able to fill positions. Given these time lines, applicants like myself are frustrated and are looking for other jobs rather than waiting for some sort of word on these announcements. I can only hope that the Government does implement streamlined processes. If implemented, someone needs to make sure the accountable agencies comply with ALL established timelines / milestones and "hold their feet to the fire" when they miss any of the milestones.
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58133
Great on paper. When the human nature aspect kicks in the result is the backroom deals that occur and are only formalized via the process ... OPM or otherwise. Considering this, it's difficult to understand why it takes so long to fill vacancies. Most are 'rilled' before announced.
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58129
The OPM Website of USAJOBs needs to be reviewed to narrow down the searches. Recently, I did a search for FAA jobs, in the DC area, for GS-7. I received all FAA jobs, all DC jobs, and all GS-7 jobs. The criteria should be "and" not "or"....
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58127
How nice - another change. Now here's an innovative thought: how about rewarding emplyees who, already in the federal system, sacrificed and made the time to earn an advanced degree (all at their own expense of course, and on a part-time basis because after all, they had to work during the day). The civilian world rewards employees who do this with a salary boost. Not so in federal service. Another thing: years ago agencies were given approval by OPM to pick up the cost of employees' student loans for advanced degrees. I have never seen this happen yet - at least with the Dept of Defense. I tried to apply for this and was told Army did not participate. So if OPM really wants change, how about concentrating on this. As it stands now, with the new changes, they are only making it easier for military officers (at the General Officer and SES level) to hire their retired military buddies and get them int the system, much to the detriment of career civil service employees who simnply can't compete with retired military officers' years of friendship with the boss!
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58120
This could be a good start! Now if OPM and the President could direct EVERY agency to use USA jobs instead of the hodge-podge of systems currently in use and stick to resumes instead of KSA sheets. In the private sector, where they pay more, if it isn't on a 1-2 page resume then the chances of getting hired are slim. It should be the same in the public sector. Now if we could only get a little closer to pay parity! It says a lot when the Commerce Department says that the average stating salary of a person with a MAsters degree is $60K but the same degree only gets one into a GS-9 position and even with locality pay in high cost areas earns only $50K. How can the government compete for reasonable top tier talent? Anser: They can't! But sometimes they get lucky!
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58115
The first problem with the hiring process is automated scoring systems that do not work. The second problem is HR people who create CERTS who have absolutely no technical expertise in evaluating experience against real position requirements. The result: CERTS you can not use.
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58107
I have long advocated for the creation of a repository for applicants with disabilities eligible for non-competitive placement via the Schedule A hiring authority. Such a repository would allow expedited referral of qualified applicants to managers electing to hire via Schedule A in lieu of posting a vacancy announcement - a flexibility permitted under Schedule A. It would be logical for OPM to create and maintain such a database.
Although various agencies are developing in-house processes and procedures to address the underutilization of Schedule A, it would be best if centralized. Centralization would simplify the application process and attract qualified persons with disabilities to federal employment.
The creation of such a repository by OPM would be a step in the right direction at a time when agencies are seeking ways to address human capital needs in response to the retirement wave and searching for ways to halt the declining representation of persons with disabilities in the workforce.
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58083
This sounds good, but it won't make one bit of difference for the majority of federal positions in the mid and upper grades in the general and financial management fields. Simpy put, recruitment processes and procedures ARE NOT the problem. The REAL problem lies within orgnanizational culture and the need to change it. The unequivocal truth of the matter is that the largest of all federal employers -the Department of Defense - hires almost exclusively (nearly 100% of the time) within and amoing itself, meaning only and merely hiring current or prior DOD staffers (e.g., GS or military of contractor) are ever hired. And this near 100% rate of insular inbreeding occurs even after DOD 'managers' ask for and gain applicants from outside of DOD and the federal government to apply - via federal-wide and/or DEU recruitments. Unless and until this rampant rate of groupthink-fostering inbreeding is addressed and resolved, good intentioned efforts and programs like these won't make one bit of difference, not one thin bit.
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