Report Tile

1
Report Tile
Federal Agency Hiring Challenges
UNITED STATES OFFICE OF PERSONNEL MANAGEMENT
2
What We Do
Contributes To The Public Trust
3
The Vision for Talent Management
4

The Vision for Talent Management

• Agencies have the right people with the right
  skills in the right place at the right time to
  accomplish their missions

5
Hiring Challenges

• Aligning strategy to achieve results (workforce
  planning)
• Managing an aging workforce and a large
  retirement bubble
• Competing with the private sector for the best
  talent
• Globalization and changing nature of work
• Viewing the Government as the employer of
  choice
• Attracting and retaining employees who are
  joining the Government with different career
  expectations

6
Hiring Challenges

• Antiquated and cumbersome hiring processes
• Underutilized hiring flexibilities
• Outdated performance and appraisal systems
• More training needs
• HR alignment with organization needs
• Manager dissatisfaction with hiring
  infrastructure

7
Talent Management Imperatives

• Closing competency gaps
• People skills
• Agency specific, IT, HR, and leadership
• Improving hiring process
• Hiring models (speed, quality, feedback)
• Technology
• Hiring flexibilities
• Applicant satisfaction
• Management satisfaction

8
Key Strategies to Meeting the Challenge
9
Key Strategies to Meeting the Challenge

• Applicant Friendly Process
• Outreach
• Hiring Flexibilities
• Systems (Tools and Resources)

10
Meeting the ChallengeApplicant Friendly Process

• 45 Day Hiring Model
• Chief Human Capital Officers Councils Management
  and Applicant Satisfaction Surveys
• Reducing the questions on the Administrative
  Careers with America (ACWA)
• 16 assessment revised
• 156 questions cut in half

11
OPMs new advertisements promote civil service

• What did you do at your job today
• The advertisements present consistent themes
• The Federal Government has a job for every
  interest
• A Federal Government job is one in which you can
  accomplish your dreams

12
Real people, doing real work, showcase Federal
employment
http//www.opm.gov/Video_Library/RecruitmentShowca
se/index.asp
13
Meeting the ChallengeOutreach

• National Career Services Conference May 23-24,
  2007, UMUC, College Park, MD
• Target Recruitment Fairs
• Focused on Mission Critical Occupations
• Communities of Interest (Hispanic Recruitment)

14
Federal Career Days
15
Federal Career Days - Background

• OPM Strategic Goal
• Work with Chief Human Capital Officer Council to
  roll out a more targeted (by learning
  institution, profession) job fair process in 2006
  (C-4)
• Part of OPM strategy to attract and retain
  talented men and women to Federal service
• Reach out to applicants
• Build attractive work environments
• Improve hiring processes and infrastructure

16
Federal Career Days

• Federal Career Days are recruiting events that
  promote Federal employment opportunities for
  college students and alumni
• Schools selected based on desire to support
  Federal employment and strong curricula in
  mission critical occupational areas

17
2006 Federal Career Day - Events

• Louisiana State University October 11-13
• Will include other area schools (Southern
  University and area community colleges)
• Ohio State University November 7-9
• Over 50,000 students
• New Mexico State University November 15
• Annual Public Service Showcase attracting
  students from New Mexico State, University of
  Texas at El Paso, and many smaller colleges in
  southern New Mexico
• Carnegie Mellon University November 15
• Annual event conducted by major Pittsburgh
  universities (Pittsburgh, Carnegie Mellon and
  Duquesne)

18
Federal Career Days - Agenda

• Each FCD will offer
• Career Fair
• Exhibit booth area with Federal recruiters
• Student Workshops
• How to apply for Federal employment
• Navigating USAJOBS
• Writing a Federal resume
• Federal internship opportunities
• Focus on Mission Critical Occupations
• All welcome to attend but events will focus on
  government MCOs (e.g. engineers, foreign
  languages, scientists, biological sciences,
  nurses, IT)

19
Federal Career Days - Keys to Success

• Working with all agencies to ensure full
  participation
• Working with local Federal Executive Boards to
  increase attendance and highlight jobs in state
• Planning workshops with information about
  specific hiring opportunities
• Targeting Mission Critical Occupations
• Advising agencies to leverage the events into
  long-term, ongoing relationship with schools
• Ensuring that agencies send the right
  recruiting teams
• Backgrounds similar to students (alumni, recent
  hires from school)
• Enthusiastic hiring managers with positions to
  fill -- Do more than just collect resumes!
• Todays training session for participating
  agencies

20
Top 15 Most Populated MCOs in Government (as
reported by agencies)
Data as of December 2005
21
Meeting the ChallengeHiring Flexibilities for
Students

• Student Career Experience Program (SCEP)
• Bring students into the agency in targeted
  positions for workforce and succession
  planning.
• Evaluate the student's performance in real work
  situations.
• Permanently place successful students upon
  completion of coursework leading to a diploma,
  certificate, or degree and at least 640 hours of
  work experience.
• New Regulations

22
Meeting the ChallengeHiring Flexibilities for
Students

• Federal Career Intern Program (FCIP)
• FCIP can be used with a targeted recruitment
  program and the agency Human Capital Strategic
  Plan to bring in entry-level employees.
• FCIP provides agencies flexibility concerning
  what types of formal training and developmental
  opportunities to provide for specific positions.
• After 2 years, the employee can be
  noncompetitively converted to a permanent
  appointment.

23
Meeting the ChallengeHiring Flexibilities for
Students

• Presidential Management Fellows (PMF) Program
• Broad visibility
• Path to senior leadership
• Non-competitive appointment after two-years

24
Tools to Support Hiring Strategies
25
Summary of Talent Tools

• Career Patterns
• Management and Applicant Satisfaction Survey
• Federal Hiring Flexibilities Resource Center
• HR Hiring Makeover Toolkit
• Closing Competency Gaps Course
• Category Rating Course

26
Career Patterns Guide
27
Career Patterns Guide

• Purpose
• Provides guidance on defining Career Patterns and
  describes how to use them
• Provides an analytic tool with a structured
  process and associated worksheets to help analyze
  job requirements
• Helps agencies categorize positions
• Facilitates action planning to enhance existing
  work environments as well as building new ones

28
OPMs Career Patterns Guide helps agencies
identify the work environments needed to attract
talent

• The guide is divided into four sections
• Section 1 Career Patterns Dimensions and
  Scenarios
• Section 2 The Career Patterns Analytic Tool
  enhances workforce planning by providing a step
  by step process to identify broad applicant pools
  and the types of work environments that attract
  them
• Section 3 Building Work Environments aids in
  action planning to operationalize Career Patterns
• Section 4 Resources and Tools includes
  resources and tools to help build and operate a
  work environment shaped by Career Patterns.
• Additionally, Appendices include
• A listing of high impact HR Flexibilities
• Bibliography
• Career Patterns Analysis Worksheet and
  Questionnaire templates
• http//www.opm.gov/CareerPatterns/index.
  asp

29
Applicant and Management Satisfaction Surveys

• Purpose
• Assess applicant and management satisfaction with
  the Federal hiring process and, using the results
  of the assessment, develop strategies for
  improving the process
• Support Presidents Management Agenda standard
  for improving hiring process based on Chief Human
  Capital Officer Council criteria

30
Management Satisfaction Survey

• Features
• Assesses managers satisfaction with
• Resume content
• Job announcement
• Applicant quality and quantity
• Hiring Flexibilities
• Enables managers to provide feedback online for
  each hiring certificate
• OPM provides agency reports to establish
  Proud-to-Be baselines and measure improvements
• Issued May 2006
• Website
• http//study.opm.gov/mss

31
Applicant Satisfaction Survey

• Features
• Focuses on the online application process
• Assesses applicants satisfaction with
• Job announcement
• Resume building
• Application storage and retrieval
• Job search
• Overall satisfaction
• Applicants receive survey through USAJOBS when
  they either complete or abandon their online
  application
• OPM provides agency reports to establish PTB
  baselines and measure improvements
• Deployed on June 13, 2006
• Website
• Applicant Satisfaction Survey Website

32
Federal Hiring Flexibilities Resource Center
33
Federal Hiring Flexibilities Resource Center

• Purpose
• The website educates agency HR officials and
  hiring managers on various hiring flexibilities
• Category Rating
• Direct-Hire Authority
• Appointing Veterans
• Student Employment
• Excepted Service

34
Federal Hiring Flexibilities Resource Center

• Features
• Consolidated content for hiring flexibilities
• Guidance on understanding and using the
  flexibilities
• Interactive tool to help determine the
  appropriate hiring flexibility
• Agency practices
• Deployed January 2005
• Website
• http//www.opm.gov/Strategic_Management_of_Human_C
  apital/fhfrc/default.asp

35
HR Hiring Makeover Toolkit
36
HR Hiring Makeover Toolkit

• Purpose
• The website provides proven strategies, tools
  and techniques to help agencies improve their
  hiring process.

37
HR Hiring Makeover Toolkit

• Features
• End-to-end process for examining and making
  over your hiring process
• Interactive tools
• Assessing hiring process steps
• Improving job announcements
• Detailed case studies
• Resources and Web links
• deployed in October 2006
• Website
• HR Hiring Makeover Toolkit Website

38
Category Rating Course
39
Category Rating Course

• Purpose
• Increases participants practical knowledge of
  category rating as an alternative ranking and
  selective procedure
• Provides guidance on how to determine when
  category rating is most appropriate to use
• Provides practice in applying the category rating
  methodology to real situations

40
Category Rating Course

• Features
• Participant and instructor guides
• Instructor notes
• Presentation materials
• Key Category Rating Touch Points
• 1-day of classroom instruction
• Interactive exercises and case studies
• Individual
• Group
• Agency examples
• To be available December 2006

41
On the Horizon
42
On the Horizon

• People aligned with strategy
• Greater sophistication in workforce planning
• Career Patterns
• Multi-dimensional workforce
• Non-traditional environments
• Targeted recruitment efforts
• Hiring Flexibilities
• Establish baseline data on the use of hiring
  flexibilities
• Develop a long-term method for capturing
  information on the use and effectiveness of
  hiring flexibilities
• System Improvements
• Establish baseline data to improve hiring
  processes

43
Thank YouDavid A. HermanU.S. Office of
Personnel ManagementDavid.Herman_at_opm.gov