Demystifying the Use of Schedule A in the Federal

2008 MRA / DORS Training Conference • November 13 - 14, 2008 Demystifying the Use of Schedule A in the Federal Application Process Stephen M. King Disability Program Manager Strategic Recruitment & Outreach Branch U.S. Census Bureau 1 Questions to be Answered • • • • • What is Schedule A and how does it work? How does Schedule A differ from the traditional hiring process? What is the role of the HR Specialist? What is the role the Disability Program Manager? How can DPMs and Vocational Rehabilitation Counselors (VRCs) work best together? • What resources are available to assist VRCs and applicants? 2 Traditional Hiring Process • • • • Manager submits request to hire ICTAP/CTAP cleared – surplus or displaced workers Crediting/Examining plan designed Questions developed  CBQs, QRFs, or KSAs • “Rule of three” or “category rating” • Vacancy announcement created • Posting required – internally (merit) and externally (DEU) 3 Traditional Hiring Process (continued) • Vacancy announcement must be open for a specific period of time – applications received by deadline • Applications rated and candidates ranked • Persons with disabilities can apply via the “non-competitive hiring authority” instructions • Certificate issued – 90 days • Interview and selection process governed by policies, rules, and regulations • One year probationary period • 45 day hiring model – Office of Personnel Management (OPM) 4 Schedule A Hiring authority to appoint persons with disabilities  “… mental retardation, severe physical disabilities, or psychiatric disabilities.” 5 CFR § 213.3102 (u)  Non-competitively appoint and convert - Excepted Service  Two-year probationary period mandatory  Permanent, temporary or time-limited appointments  No posting required – if posted, qualified applicants should be referred 5 Schedule A Hiring authority to appoint persons with disabilities (continued)  “Certificate of Eligibles” not required  Can be utilized at all grade levels  Qualification standards remain  Performance standards remain  Cuts hiring process from 2 - 6 months to 1 - 3 weeks 6 Schedule A – Eligibility • Candidates must have:  Proof of disability; and  Statement of job-readiness - In lieu of, may offer temporary appointment  “Schedule A „Certification‟” • Documentation must be provided by:  Licensed medical professional (8/06)  Licensed vocational rehabilitation specialist  Federal, State / DC, U.S. territory agencies that provide disability benefits 7 Schedule A Two ways to utilize eligibility: • • Apply to open vacancy announcements  non-competitive hiring authority Submit appropriate information to Disability Program Managers / Selective Placement Coordinators for referral ***Tip: Qualified persons should apply via both methods *** 8 Things You Should Know • “The days of jobs in the Mailroom are over!”  contractors  majority of jobs require college degrees / coursework  also… there are very limited work from home opportunities • Avoid speaking for client • Schedule A documentation is not needed at time of “application” • Do not send unless requested by agency • Do not include sensitive medical information 9 Things You Should Know • Applicants should familiarize themselves with job series  federal job series have a four-digit code  www.usajobs.com • Visit www.opm.gov/disability • Where most candidates are referred • Info on Schedule A – including “certification” • Access to Special Placement Coordinator Directory (by state) • DPM/SPC may refer candidates for vacancies nationwide  geographic region(s) of interest 10 Things You Should Know It is easier to refer electronic resumes / documents • fax requires handling – copy, deliver, etc o could decrease chances treat e-mail as cover letter, and include:  series/titles of interest  geographic preference  salary requirements • e-mail may be referred to managers “as is” o 11 Things You Should Know • All DPMs/SPCs are not created equal located in HR or EEO collateral duty or full-time knowledge of Schedule A most do not extend offers of employment most do not sign-off on appropriate Schedule A documentation • Request for applicant status updates: Contact person listed in each vacancy announcement For Schedule A referrals – DPM may not have update to provide - Hiring Managers will contact candidates directly 12 Contact Info Stephen M. King Disability Program Manager Strategic Recruitment & Outreach Branch Human Resources Division U.S. Census Bureau 13