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					UPDATED HIRING REFORM SUMMARY
             AND
         ACTION PLAN

  Department of Transportation




         AUGUST 2010
                                                                                                  2




                  DOT’S FY11 HIRING REFORM ACTION PLAN UPDATE


Hiring Reform Background:

To position the Department of Transportation (DOT) for the future, the Deputy Secretary chartered an
intra-Departmental SWAT Team to develop an overarching strategy for improving the hiring process.
This team included Departmental managers, Human Resources (HR) professionals, and DOT’s Executive
Agent (EA) for hiring. The team was led by Greg Walter, Senior Associate Administrator for Policy and
Operations, National Highway Traffic Safety Administration, and Paula Ewen, Associate Administrator
for Administration, Maritime Administration.

The SWAT Team:

      Held focus groups with hiring managers and applicants, and sought best practices.
      Analyzed data, mapped-out the current hiring process, and identified process barriers.
      Streamlined ten Job Opportunity Announcements.
      Defined an incremental improved “to be” hiring process for FY 2010.
      Developed a FY 2010 action plan to improve the hiring process and customer service, and
      Created a Hiring Reform Implementation Team.

In summary, the SWAT Team was directed to analyze DOT’s hiring process and develop an
action plan that would reduce the number of days to hire an applicant from outside the Federal
Government; increase manager involvement in the hiring process; and improve the applicant’s
experience.

On the surface, these goals sound simple, but they are not. For instance, when the SWAT Team mapped
out the hiring process, they found that an average hire took 167 days in FY09 for its Title 5 Operating
Agencies because the hiring process is highly regulated; workforce planning and hiring preparation can be
time consuming; and many people are involved in the hiring process from start to finish.

Findings:

After analyzing a great deal of information and input from the focus groups, the SWAT Team developed
a phased comprehensive Hiring Reform Plan that was endorsed by DOT’s Human Resource Council
(HRC) and submitted to OPM in December 2009. This plan has been reviewed and although good
progress has been made, DOT’s major barriers continue to be:

      Lack of understanding of roles and responsibilities of the hiring manager, Human
       Resources, Executive Agent (EA) and Security.
      Ineffective pre-hiring work and processing.
      Lack of communication and understanding of how to hire among many
       of the hiring managers.
      Lack of standardization and general guidance for key steps in the hiring process.
      Lack of accountability to successfully implement improvements in the
       hiring process.
                                                                                                3


In terms of the Department’s hiring processing time, the four time consuming areas involve:

   1. Doing effective pre-work and planning prior to requesting a hire which involves: having
      managers discuss the hiring process and options with HR when a hire is forecasted,
      confirming the hiring authority with upper management, and having an updated position
      description properly classified and with the correct security position sensitivity
      designation.
   2. Hiring managers reviewing resumes, interviewing applicants, making a selection,
      and returning the hiring certificate in less than 30 days.
   3. HR, Executive Agent, and hiring manager interactions when developing and approving a
      job analyses and assessment strategy, and
   4. Initiating a security check.

DOT FY 2011 OVERARCHING PERFORMANCE TARGETS AND NEXT STEPS:

DOT’s line management, Executive Agent, and its Human Resources community agree that the
FY09 baseline average of 167 days to hire a new employee is clearly too long. Many high-
performing applicants simply will not wait that long to be hired. To help the Department move
forward, DOT’s Implementation Team’s leadership reviewed and updated the Department’s Hiring
Reform Action Plan for FY11 and established the following overarching measures:

   1. Key milestones of the President’s Hiring Reform Memo are integrated into the action plan
      and will be implemented by Nov 1, 2010 or before.
   2. Hiring processing will be on average 130 days or less by the end of FY11’s fourth quarter
      if not sooner (compared to FY09’s baseline of a 167-day average).
   3. A 5 percent increase in manager response rate (over FY10’s participation) to OPM’s
      Hiring Manager Satisfaction Survey will occur by FY 2011’s fourth quarter or before.

This level of improvement is no small task and can only be accomplished if there is a partnership
among hiring managers, human resources, DOT’s Executive Agent, and security professionals
along with the support of senior leadership. The Department believes that it is positioned for
success in FY11.

In addition, applicants applying for DOT employment through USAJOBS will continue to be
notified about the status of their application through DOT’s automated application solution.

Mitigating Circumstances:

The overarching goals above, and action deliverables and timelines below are dependent upon:

      Specific new work to be defined or added project scope to the actions below;
      The impacts of additional content/changes required by the President’s memo or OPM;
      Adequate DOT HR and EA staffing levels and expertise; and/or
      Continuity of leadership, budgetary resources, and institutional support.

If these possible mitigating circumstances significantly occur in FY11, the Action Plan’s
overarching targets, deliverables, and/or schedules will be reevaluated and may be adjusted.
                                                                                                               4


HR Hiring Process Functions
Function
Number         Hiring Function
  1/2          Validate need against the Workforce, Staffing and Recruiting Plans, Request for Personnel
               Action (RPA) to Fill Position
      3        Review Position Description
      4        Confirm Job Analysis and Assessment Strategy
      5        Create / Post Job Opportunity Announcement (JOA)
      6        Receive Applications/Notify Applicants
      7        Close JOA
      8        Evaluate Applications
      9        Issue Certificate/Notify Applicants
     10        Review Applications/Select Candidate
     11        Tentative Job Offer
     12        Initiate Security Check
     13        Official Offer/Acceptance
     14        Set Entry on Duty (EOD) Date

Barrier 1: Misunderstanding of roles of the Requesting Office (RO), Hiring Manager (HM), Human Resource
Office (HR), Executive Agent (EA) and Security Office (SO)

Objective: Clarify Hiring Process roles and responsibilities of Hiring Manager, Human Resources, Executive
Agent and Security

      Recommendation                Targeted              Action               Date    Implementation:     Notes for
                                     Results                                           a-Responsible       future *
                                      Areas                                              b-Impacted
1. Explore possibility of          Functions   Establish a feasibility team    FY11    a-OST/HR, EA      *Dependant on
   reviewing the Executive Agent   4-10        to determine if resources are   Q4 Q*                     resources.
   (EA)-OA process, clarifying                 available for FY11 and if so            b-OA/HR,          May require
   roles and responsibilities.                 to recommend next steps                 Hiring            additional
                                               concerning improving OA-                Managers, EA      funding
                                               EA-Hiring manger job                                      resources and
                                               analysis process.                                         time
                                                                                                         depending on
                                                                                                         recommendati
                                                                                                         ons.
                                                                                                         Implementatio
                                                                                                         n could flow
                                                                                                         over to future
                                                                                                         years.
                                                                                                               5




Barrier 2: Ineffective pre-work and processing

Objective: Ensure that actions initiated during the hiring process are appropriate and timely
through the development and use of effective training and tools

     Recommendation             Targeted Areas        Action            Date   Implementation:         Comments
                                  for Results                                  a-Responsible
                                                                               b-Impacted
1. Require that managers        Functions        Educate managers        n/a   a-OST/HR, OA              n/a
   and supervisors with         1-3              and supervisors               HR
   responsibility for hiring    Hiring Manager   on the importance             b-OA/HR,
   are more fully involved in   Involvement      of workforce                  Hiring
   the hiring process,                           planning and pre-             Managers
   including planning           President Memo   work.
   current and future
   workforce requirements,
   identifying the skills
   required for the job, and
   engaging actively in the
   recruitment and, when
   applicable, the
   interviewing process.

Require that managers and       Functions        Memo to Deputy      FY10 2Q   a-OST/HR, OA      Completed 3 Q 10
supervisors with                1-3              Administrators                HR
responsibility for hiring are   Hiring Manager   from Deputy                   b-OA/HR,
more fully involved in the      Involvement      Secretary                     Hiring
hiring process, including       President Memo                                 Managers
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        OST/HR send         FY10 2Q   a-OST/HR, OA      Completed 2 Q 10
supervisors with                1-3              guidance to HR                HR
responsibility for hiring are   Hiring Manager   Council (HRC)                 b-OA/HR,
more fully involved in the      Involvement                                    Hiring
hiring process, including       President Memo                                 Managers
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        Develop a Hiring    FY11 3Q   a-OST/HR, OA      n/a
supervisors with                1-3              Manager training              HR
responsibility for hiring are   Hiring Manager   approach for                  b-OA/HR,
                                                                                                             6


     Recommendation             Targeted Areas         Action            Date   Implementation:         Comments
                                  for Results                                   a-Responsible
                                                                                b-Impacted
more fully involved in the      Involvement      DOT                            Hiring
hiring process, including       President Memo                                  Managers
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        Hiring manager           n/a   a-OST/HR, OA      n/a
supervisors with                1-3              begins discussion              HR
responsibility for hiring are   Hiring Manager   with HR when                   b-OA/HR,
more fully involved in the      Involvement      vacancy is                     Hiring
hiring process, including       President Memo   forecasted to                  Managers
planning current and future                      determine
workforce requirements,                          recruitment
identifying the skills                           options.
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        Memo to Deputy       FY10 2Q   a-OST/HR, OA      Completed 3 Q 10
supervisors with                1-3              Administrators                 HR
responsibility for hiring are   Hiring Manager   from Deputy                    b-OA/HR,
more fully involved in the      Involvement      Secretary                      Hiring
hiring process, including       President Memo                                  Managers
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
2. Require that managers        Functions        OST/HR send          FY10 2Q   a-OST/HR, OA      Completed 2 Q 10
   and supervisors with         1-3              guidance to HR                 HR
   responsibility for hiring    Hiring Manager   Council (HRC)                  b-OA/HR,
   are more fully involved in   Involvement                                     Hiring
   the hiring process,          President Memo                                  Managers
   including planning
   current and future
   workforce requirements,
   identifying the skills
   required for the job, and
   engaging actively in the
   recruitment and, when
   applicable, the
   interviewing process.

Require that managers and       Functions        Include Process in   FY10 2Q   a-OST/HR, OA      Completed 1 Q 10
supervisors with                1-3              “To-Be” Hiring                 HR
responsibility for hiring are   Hiring Manager   Map                            b-OA/HR,
                                                                                                           7


     Recommendation             Targeted Areas        Action           Date   Implementation:         Comments
                                  for Results                                 a-Responsible
                                                                              b-Impacted
more fully involved in the      Involvement                                   Hiring
hiring process, including       President Memo                                Managers
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        Develop a Hiring   FY11 2Q   a-OST/HR, OA      n/a
supervisors with                1-3              Manager training             HR
responsibility for hiring are   Hiring Manager   approach for                 b-OA/HR,
more fully involved in the      Involvement      DOT if needed                Hiring
hiring process, including       President Memo   given the                    Managers
planning current and future                      direction in the
workforce requirements,                          Deputy Secretary
identifying the skills                           April 15 Hiring
required for the job, and                        Reform memo
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        Position               n/a   a-OST/HR, OA      n/a
supervisors with                1-3              Descriptions are             HR
responsibility for hiring are   Hiring Manager   up-to-date,                  b-OA/HR,
more fully involved in the      Involvement      approved,                    Hiring
hiring process, including       President Memo   classified and               Managers
planning current and future                      have proper
workforce requirements,                          sensitivity
identifying the skills                           designation
required for the job, and                        before making a
engaging actively in the                         hiring request.
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        Memo to Deputy     FY10 2Q   a-OST/HR, OA      Completed 3 Q 10
supervisors with                1-3              Administrators               HR
responsibility for hiring are   Hiring Manager   from Deputy                  b-OA/HR,
more fully involved in the      Involvement      Secretary                    Hiring
hiring process, including       President Memo                                Managers
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        OST/HR send        FY10 2Q   a-OST/HR, OA      Completed 2 Q 10
supervisors with                1-3              guidance to HR               HR
responsibility for hiring are   Hiring Manager   Council (HRC)                b-OA/HR,
more fully involved in the      Involvement                                   Hiring
hiring process, including       President Memo                                Managers
                                                                                                               8


     Recommendation             Targeted Areas        Action             Date     Implementation:         Comments
                                  for Results                                     a-Responsible
                                                                                  b-Impacted
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        Include Process in   FY10 2Q     a-OST/HR, OA      Completed 1 Q 10
supervisors with                1-3              “To-Be” Hiring                   HR
responsibility for hiring are   Hiring Manager   Map                              b-OA/HR,
more fully involved in the      Involvement                                       Hiring
hiring process, including       President Memo                                    Managers
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        Hiring Manager           n/a     a-OST/HR, OA      n/a
supervisors with                9-14             reserves time on                 HR
responsibility for hiring are   Hiring Manager   calendar for                     b-OA/HR,
more fully involved in the      Involvement      interviews.                      Hiring
hiring process, including       President Memo                                    Managers
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
Require that managers and       Functions        Memo to Deputy         FY10 2Q   a-OST/HR, OA      Completed 3 Q 10
supervisors with                9-14             Administrators                   HR
responsibility for hiring are   Hiring Manager   from Deputy                      b-OA/HR,
more fully involved in the      Involvement      Secretary                        Hiring
hiring process, including       President Memo                                    Managers
planning current and future
workforce requirements,
identifying the skills
required for the job, and
engaging actively in the
recruitment and, when
applicable, the interviewing
process
                                                                                                                9


Barrier 3: Lack of communication and understanding of “how to hire”
Objective: Improve understanding of the hiring process for each participant through clear documentation,
effective tools, communication and training.
Goal: Develop tools such as checklists, SOP’s, “How To” templates and deliver relevant training to increase
and improve communication between hiring process stakeholders so that each can conduct their hiring process
responsibilities in the most efficient manner

 Recommendation              Targeted            Action               Date   Implementation:       Notes for future *
                             Areas for                                       a-Responsible
                              Results                                        b-Impacted
1.Create                  Functions        Provide and/or        FY11-4Q     a-OST/HR          On going
informational             1-14             share information                 b-OA/HR,
materials. (e.g. tools,   Hiring Manager   within the HR                     Hiring
checklists, quick         Involvement      community as                      Managers, other
reference guides on                        needed.                           stakeholders
hiring.) as needed

1.Create                  Functions        As information is     FY11-4Q     a-OST/HR          On going
informational             1-14             developed, send to                b-OA/HR,
materials. (e.g. tools,   Hiring Manager   HR officers &                     Hiring
checklists, quick         Involvement      Managers – i.e.                   Managers, other
reference guides on       Presidents       Hiring Map,                       stakeholders
hiring.) as needed        memo             SOPs, etc.

1.Create                  Functions        Guidance from         FY11-4Q     a-OST/HR          On going
informational             1-14             OST/HR to HRC                     b-OA/HR,
materials. (e.g. tools,   Hiring Manager   and EA as                         Hiring
checklists, quick         Involvement      appropriate.                      Managers, other
reference guides on                                                          stakeholders
hiring.) as needed

2.Provide hiring          Functions        Establish training         FY11   a-OST/HR
manager training on       1-14             working group to            2Q    b-OA/HR,
effective, efficient,     Hiring Manager   determine training                Hiring
and timely ways to        Involvement      requirements.                     Managers, other
recruit and hire well                                                        stakeholders
qualified individuals.
.
2.Provide hiring          Functions        Develop training           3Q     a-OST/HR
manager training on       1-14             approach phased                   b-OA/HR,
effective, efficient,     Hiring Manager   implementation,                   Hiring
and timely ways to        Involvement      and appropriate                   Managers, other
recruit and hire well     Presidents       training modules                  stakeholders
qualified individuals.    memo


2.Provide hiring          Functions        Communicate                3-4Q   a-OST/HR
manager training on       1-14             training efforts to               b-OA/HR,
effective, efficient,     Hiring Manager   HR community                      Hiring
and timely ways to        Involvement      and Hiring                        Managers, other
recruit and hire well                      Managers                          stakeholders
qualified individuals.

2.Provide hiring          Functions        OA’s train            Q4          a-OST/HR
manager training on       1-14             Managers                          b-OA/HR,
effective, efficient,     Hiring Manager                                     Hiring
                                                                                                           10


 Recommendation             Targeted           Action        Date      Implementation:        Notes for future *
                            Areas for                                  a-Responsible
                             Results                                   b-Impacted
and timely ways to       Involvement                                   Managers, other
recruit and hire well                                                  stakeholders
qualified individuals.

3,Develop                Functions        Guidance from      FY11      a-OST/HR           On-going. *Dependent on
SharePoint site for      1-14             OST/HR to HRC      4Q*       b-OA/HR,           resources. Information will
Hiring Process           Hiring Manager                                Hiring             be shared with the
information if           Involvement                                   Managers, other    stakeholders as it is
resources are                                                          stakeholders       developed.
available.                                                                                Hiring Reform
                                                                                          Implementation Team
                                                                                          determine project
                                                                                          requirements and identify,
                                                                                          collect and/or develop
                                                                                          information to be posted to
                                                                                          the SharePoint site.
3,Develop                Functions        Hiring Reform      FY11      a-OST/HR           On-going. *Dependent on
SharePoint site for      1-14             Implementation     4Q*       b-OA/HR,           resources. Information will
Hiring Process           Hiring Manager   Team to develop              Hiring             be shared with the
information if           Involvement      strategy and                 Managers, other    stakeholders as it is
resources are                             content.                     stakeholders       developed.
available.                                                                                Hiring Reform
                                                                                          Implementation Team
                                                                                          determine project
                                                                                          requirements and identify,
                                                                                          collect and/or develop
                                                                                          information to be posted to
                                                                                          the SharePoint site.




Barrier 4: Lack of standardization
Objective: Achieve clarity and efficiencies through standardization of processes, their documentation and
communication
Goal: Develop standard operating procedures, training and tools will standardize the process of developing
position descriptions, job analysis and recruitment strategy.

 Recommendation          Targeted Areas        Action         Date      Implementation:            Comments
                           for Results                                  a-Responsible
                                                                        b-Impacted
1.Eliminate any          Functions        HR Policy office   11/1/10    a-OST/HR, OA         Completed 3 Q 10
requirement that         4-9              develops                      HR, EA
applicants respond to                     guidance to OAs               b-OA/HR,
essay-style questions    Presidents       and Executive                 Hiring
when submitting          Memo             Agent as needed.              Managers, EA
their initial                                                           Applicant
application materials
for any Federal job.

1.Eliminate any          Functions        EA eliminate       11/1/10    a-OST/HR, OA         Completed 3 Q 10
                                                                                                          11


 Recommendation          Targeted Areas        Action           Date     Implementation:          Comments
                           for Results                                   a-Responsible
                                                                         b-Impacted
requirement that         4-9              essay-style                    HR, EA
applicants respond to                     questions.                     b-OA/HR,
essay-style questions    Presidents                                      Hiring
when submitting          Memo                                            Managers, EA
their initial                                                            Applicant
application materials
for any Federal job.

1.Eliminate any          Functions        Explore staffing     11/1/10   a-OST/HR, OA      Completed 3 Q 10
requirement that         4-9              solution hurdle                HR, EA
applicants respond to                     approach.                      b-OA/HR,
essay-style questions    Presidents                                      Hiring
when submitting          Memo                                            Managers, EA
their initial                                                            Applicant
application materials
for any Federal job.

2.Allow individuals      Functions        Modify               11/1/10   a-OST/HR, OA      Completed 3Q 10
to apply for Federal     4-9              automated                      HR, EA
employment by                             staffing solution              b-OA/HR,
submitting resumes       Presidents       to allow resumes               Hiring
and cover letters or     Memo             and cover letters.             Managers, EA
completing simple,                                                       Applicant
plain language
applications, and
assess applicants
using valid reliable
tools.

3.Implement fully        Functions        HR Policy office     11/1/10   a-OST/HR, OA       Completed
the use of category      4-9              develops                       HR, EA
rating. Eliminate                         guidance to OAs                b-OA/HR,
rule of three.           Presidents       and Executive                  Hiring
                         Memo             Agent as needed.               Managers, EA
                                                                         Applicant
3.Implement fully        Functions        EA discontinues      11/1/10   a-OST/HR, OA       Completed 3 Q 10
the use of category      4-9              using rule of                  HR, EA
rating. Eliminate                         three.                         b-OA/HR,
rule of three.           Presidents                                      Hiring
                         Memo                                            Managers, EA
                                                                         Applicant
4.Explore developing     Functions        Determine if         FY11      a-OST/HR, OA      *Project dependent on
a job analysis library   4-8              recommendation       Q4*       HR, EA            significant staff and
for standard/cross-                       should be                      b-OA/HR,          funding resources. May
cutting positions.       Presidents       pursued in FY11.               Hiring            not be feasible in FY11
                         Memo             If so define next              Managers, EA
                                          steps                          Applicant
5.Develop DOT            Functions        Develop a plan       FY 11     a-OST/HR, OA      n/a
corporate Standard       1-14             for needed SOPs      Q2-Q4     HR, EA
Operating                Hiring Manager   by importance                  b-OA/HR,
Procedures               Presidents       and processing                 Hiring
(SOPs)/Policies as       Memo             pay-off (for                   Managers, EA
needed.                                   example                        Applicant
                                          Position
                                                                                                         12


 Recommendation            Targeted Areas        Action            Date   Implementation:         Comments
                             for Results                                  a-Responsible
                                                                          b-Impacted
                                            Management,
                                            PDs, Offer
                                            Letters,
                                            Designation of
                                            Position
                                            Sensitivity and
                                            Initiating
                                            Security
                                            Clearance etc).

5.Develop DOT              Functions        Hiring Reform         FY 11   a-OST/HR, OA      n/a
corporate Standard         1-14             Implementation        Q2-Q4   HR, EA
Operating                  Hiring Manager   Team to develop               b-OA/HR,
Procedures                 Presidents       strategy and                  Hiring
(SOPs)/Policies as         Memo             determine what                Managers, EA
needed.                                     other SOPs and                Applicant
                                            Policies are
                                            needed to help
                                            streamline the
                                            hiring process.




Barrier 5: Lack of Accountability
Goal: Develop and communicate to all stakeholders the metrics/standards that will be used to assess
organizational and individual performance of responsibilities in the DOT hiring process.

 Recommendation            Targeted Areas        Action            Date   Implementation:         Comments
                             for Results                                  a-Responsible
                                                                          b-Impacted
1. Improve the             Functions   1–   Eliminate paper.        n/a   a-OST/HR, OA      n/a
   quality and speed       14               Mandate the use               HR, EA
   of agency hiring                         of the Federal                b-OA/HR,
   by reducing             Hiring Manager   Personnel and                 Hiring
   substantially the       Involvement      Payroll System                Managers, EA
   time it takes to hire                    and Workforce                 Applicant
   mission-critical        President Memo   Transformation
   and commonly                             Tracking System.
   filled positions.

1.Improve the quality      Functions   1–   Memo to Deputy     FY10 2Q    a-OST/HR, OA      Completed 3Q 10
and speed of agency        14               Administrators                HR, EA
hiring by reducing                          from Deputy                   b-OA/HR,
substantially the time     Hiring Manager   Secretary.                    Hiring
it takes to hire           Involvement                                    Managers, EA
mission-critical and                                                      Applicant
commonly filled            President Memo
positions.

1.Improve the quality      Functions   1–   Include process    FY10 1Q    a-OST/HR, OA      Completed 1 Q 10
and speed of agency        14               in “To-Be”                    HR, EA
hiring by reducing                          Hiring Map.                   b-OA/HR,
substantially the time     Hiring Manager                                 Hiring
                                                                                                          13


 Recommendation          Targeted Areas        Action               Date   Implementation:         Comments
                           for Results                                     a-Responsible
                                                                           b-Impacted
it takes to hire         Involvement                                       Managers, EA
mission-critical and                                                       Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   1–   Guidance from      FY10 2Q       a-OST/HR, OA      Completed 2 Q 10
and speed of agency      14               OST/HR to HRC.                   HR, EA
hiring by reducing                                                         b-OA/HR,
substantially the time   Hiring Manager                                    Hiring
it takes to hire         Involvement                                       Managers, EA
mission-critical and                                                       Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   1–   Roll               FY10 4Q       a-OST/HR, OA         n/a
and speed of agency      14               WTTS/EODS out                    HR, EA
hiring by reducing                        to all OAs.                      b-OA/HR,
substantially the time   Hiring Manager                                    Hiring
it takes to hire         Involvement                                       Managers, EA
mission-critical and                                                       Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   1–   Establish Route    FY10 4Q       a-OST/HR, OA         n/a
and speed of agency      14               Paths.                           HR, EA
hiring by reducing                                                         b-OA/HR,
substantially the time   Hiring Manager                                    Hiring
it takes to hire         Involvement                                       Managers, EA
mission-critical and                                                       Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   1–   Provide access.    FY10          a-OST/HR, OA         n/a
and speed of agency      14                                   4Q           HR, EA
hiring by reducing                                                         b-OA/HR,
substantially the time   Hiring Manager                                    Hiring
it takes to hire         Involvement                                       Managers, EA
mission-critical and                                                       Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   1–   Train HR and       n/a           a-OST/HR, OA         n/a
and speed of agency      14               Hiring Managers                  HR, EA
hiring by reducing                        how to use the                   b-OA/HR,
substantially the time   Hiring Manager   tools.                           Hiring
it takes to hire         Involvement                                       Managers, EA
mission-critical and                                                       Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   4–   HR Policy office          FY10   a-OST/HR, OA      Completed 1Q 10
and speed of agency      14               develop guidance           1Q    HR, EA
hiring by reducing                        and communicate                  b-OA/HR,
substantially the time   Hiring Manager   to HR                            Hiring
                                                                                                        14


 Recommendation          Targeted Areas          Action          Date    Implementation:         Comments
                           for Results                                   a-Responsible
                                                                         b-Impacted
it takes to hire         Involvement        community                    Managers, EA
mission-critical and                                                     Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions    4–    Continue to                  a-OST/HR, OA      n/a
and speed of agency      14                 Communicate          FY11    HR, EA
hiring by reducing                          OPM’s shared          1Q     b-OA/HR,
substantially the time   Hiring Manager     register option as           Hiring
it takes to hire         Involvement        needed and                   Managers, EA
mission-critical and                        discuss its use              Applicant
commonly filled          President Memo     when
positions.                                  appropriate.

1.Improve the quality    Functions    5-6   Streamline JOA       FY10    a-OST/HR, OA      Completed 1Q 10
and speed of agency                         templates and         1Q     HR, EA
hiring by reducing       Hiring Manager     post to MAX                  b-OA/HR,
substantially the time   Involvement                                     Hiring
it takes to hire                                                         Managers, EA
mission-critical and     President Memo                                  Applicant
commonly filled
positions.


1.Improve the quality    Functions    5-6   Continue to          FY11    a-OST/HR, OA      n/a
and speed of agency                         streamline Job       2Q-4Q   HR, EA
hiring by reducing       Hiring Manager     Opportunity                  b-OA/HR,
substantially the time   Involvement        Announcements                Hiring
it takes to hire                            (JOAs) as needed             Managers, EA
mission-critical and     President Memo     written in plain             Applicant
commonly filled                             language
positions.

1.Improve the quality    Function 6         Change external      FY10    a-OST/HR, OA      n/a
and speed of agency                         JOA open period      Q2-3    HR, EA
hiring by reducing       Hiring Manager     guidelines,                  b-OA/HR,
substantially the time   Involvement        reducing open                Hiring
it takes to hire                            period.                      Managers, EA
mission-critical and     President Memo                                  Applicant
commonly filled
positions.

1.Improve the quality    Function 6         Memo to Deputy       FY10    a-OST/HR, OA      Completed 3Q 10
and speed of agency                         Administrators       Q2-3    HR, EA
hiring by reducing       Hiring Manager     from Deputy                  b-OA/HR,
substantially the time   Involvement        Secretary                    Hiring
it takes to hire                                                         Managers, EA
mission-critical and     President Memo                                  Applicant
commonly filled
positions.

1.Improve the quality    Function 6         Include process      FY10    a-OST/HR, OA      Completed 1 Q 10
and speed of agency                         in “To-Be”           Q2-3    HR, EA
hiring by reducing       Hiring Manager     Hiring Map                   b-OA/HR,
                                                                                                             15


 Recommendation          Targeted Areas         Action                 Date   Implementation:         Comments
                           for Results                                        a-Responsible
                                                                              b-Impacted
substantially the time   Involvement                                          Hiring
it takes to hire                                                              Managers, EA
mission-critical and     President Memo                                       Applicant
commonly filled
positions.

1.Improve the quality    Function 6        Guidance from               FY10   a-OST/HR, OA      Completed 2 Q 10
and speed of agency                        OST/HR to HRC               Q2-3   HR, EA
hiring by reducing       Hiring Manager                                       b-OA/HR,
substantially the time   Involvement                                          Hiring
it takes to hire                                                              Managers, EA
mission-critical and     President Memo                                       Applicant
commonly filled
positions.

1.Improve the quality    Function 6        EA staff modifies           FY10   a-OST/HR, OA       Completed 3 Q 10
and speed of agency                        the open period             Q2-3   HR, EA
hiring by reducing       Hiring Manager    on JOAs.                           b-OA/HR,
substantially the time   Involvement                                          Hiring
it takes to hire                                                              Managers, EA
mission-critical and     President Memo                                       Applicant
commonly filled
positions.

1.Improve the quality    Functions    9–   Hiring               n/a          a-OST/HR, OA
and speed of agency      14                Certificates                       HR, EA
hiring by reducing                         expire after 30                    b-OA/HR,
substantially the time   Hiring Manager    days.                              Hiring
it takes to hire         Involvement                                          Managers, EA
mission-critical and                                                          Applicant
commonly filled          President Memo
positions
1.Improve the quality    Functions    9–   Memo to Deputy      FY10 2Q        a-OST/HR, OA      Completed 3Q 10
and speed of agency      14                Administrators                     HR, EA
hiring by reducing                         from Deputy                        b-OA/HR,
substantially the time   Hiring Manager    Secretary.                         Hiring
it takes to hire         Involvement                                          Managers, EA
mission-critical and                                                          Applicant
commonly filled          President Memo
positions
1.Improve the quality    Functions    9–   Include process     FY10 1Q        a-OST/HR, OA      Completed 1 Q 10
and speed of agency      14                in “To-Be”                         HR, EA
hiring by reducing                         Hiring Map.                        b-OA/HR,
substantially the time   Hiring Manager                                       Hiring
it takes to hire         Involvement                                          Managers, EA
mission-critical and                                                          Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions    9–   Guidance from       FY10 2Q        a-OST/HR, OA      Completed 2 Q 10
and speed of agency      14                OST/HR to HRC.                     HR, EA
hiring by reducing                                                            b-OA/HR,
substantially the time   Hiring Manager                                       Hiring
it takes to hire         Involvement                                          Managers, EA
                                                                                                           16


 Recommendation          Targeted Areas          Action              Date   Implementation:         Comments
                           for Results                                      a-Responsible
                                                                            b-Impacted
mission-critical and                                                        Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   9–     EA staff modifies   FY10 3Q     a-OST/HR, OA      Completed 3 Q 10
and speed of agency      14                 expiration date                 HR, EA
hiring by reducing                          on hiring                       b-OA/HR,
substantially the time   Hiring Manager     certificates                    Hiring
it takes to hire         Involvement                                        Managers, EA
mission-critical and                                                        Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   9–     Determine if        FY 11 2Q    a-OST/HR, OA      n/a
and speed of agency      14                 supplemental                    HR, EA
hiring by reducing                          guidance is                     b-OA/HR,
substantially the time   Hiring Manager     needed                          Hiring
it takes to hire         Involvement                                        Managers, EA
mission-critical and                                                        Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   11 –   Set EOD date in          n/a    a-OST/HR, OA      n/a
and speed of agency      14                 coordination with               HR, EA
hiring by reducing                          the Security                    b-OA/HR,
substantially the time   Hiring Manager     Office,                         Hiring
it takes to hire         Involvement        Requesting                      Managers, EA
mission-critical and                        Office and                      Applicant
commonly filled          President Memo     OA/HR.
positions.

1.Improve the quality    Functions   11 –   Memo to Deputy      FY10 2Q     a-OST/HR, OA      Completed 3Q 10
and speed of agency      14                 Administrators                  HR, EA
hiring by reducing                          from Deputy                     b-OA/HR,
substantially the time   Hiring Manager     Secretary.                      Hiring
it takes to hire         Involvement                                        Managers, EA
mission-critical and                                                        Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   1 1–   Include process      FY10 1Q   a-OST/HR, OA      Completed 1 Q 10
and speed of agency      14                 in “To-Be”                      HR, EA
hiring by reducing                          Hiring Map.                     b-OA/HR,
substantially the time   Hiring Manager                                     Hiring
it takes to hire         Involvement                                        Managers, EA
mission-critical and                                                        Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   11 –   Guidance from       FY10 2Q     a-OST/HR, OA      Completed 2 Q 10
and speed of agency      14                 OST/HR to HRC.                  HR, EA
hiring by reducing                                                          b-OA/HR,
substantially the time   Hiring Manager                                     Hiring
it takes to hire         Involvement                                        Managers, EA
                                                                                                          17


 Recommendation          Targeted Areas          Action             Date   Implementation:         Comments
                           for Results                                     a-Responsible
                                                                           b-Impacted
mission-critical and                                                       Applicant
commonly filled          President Memo
positions.

1.Improve the quality    Functions   11 –   Develop a           FY11 3Q    a-OST/HR, OA             n/a
and speed of agency      14                 Security process               HR, EA
hiring by reducing                          flow chart.                    b-OA/HR,
substantially the time   Hiring Manager                                    Hiring
it takes to hire         Involvement                                       Managers, EA
mission-critical and                                                       Applicant
commonly filled          President Memo
positions.

2.Improve the quality    Functions   1–     Hold each                n/a   a-OST/HR, OA      n/a
and speed of agency      14                 Operating                      HR, EA
hiring by measuring                         Administration                 b-OA/HR,
the quality and speed    Hiring Manager     (OA) accountable               Hiring
of the hiring process    Involvement        for achieving                  Managers, EA
                                            results and                    Applicant
                         President Memo     require that they
                                            report hiring
                                            timeframes
                                            quarterly.

2.Improve the quality    Functions   1–     Memo to Deputy      FY10 2Q    a-OST/HR, OA      Completed 3Q 10
and speed of agency      14                 Administrators                 HR, EA
hiring by measuring                         from Deputy                    b-OA/HR,
the quality and speed    Hiring Manager     Secretary.                     Hiring
of the hiring process    Involvement                                       Managers, EA
                                                                           Applicant
                         President Memo
2.Improve the quality    Functions 1 –      Guidance from       FY10 1Q    a-OST/HR, OA      Completed 1 Q 10
and speed of agency      14                 OST/HR to HRC.                 HR, EA
hiring by measuring                                                        b-OA/HR,
the quality and speed    Hiring Manager                                    Hiring
of the hiring process    Involvement                                       Managers, EA
                                                                           Applicant
                         President Memo
2.Improve the quality    Functions 1 –      OAs submit          FY11 1Q    a-OST/HR, OA      n/a
and speed of agency      14                 Quarterly                      HR, EA
hiring by measuring                         Reports to OHR.                b-OA/HR,
the quality and speed    Hiring Manager                                    Hiring
of the hiring process    Involvement                                       Managers, EA
                                                                           Applicant
                         President Memo
2.Improve the quality    Functions 1 –      Use consistent          FY10   a-OST/HR, OA      n/a
and speed of agency      14                 tracking method          2Q    HR, EA
hiring by measuring                         throughout the                 b-OA/HR,
the quality and speed    Hiring Manager     Department to                  Hiring
of the hiring process    Involvement        measure actual                 Managers, EA
                                            hiring days.                   Applicant
                         President Memo
2.Improve the quality    Functions 1 –      Guidance from           FY10   a-OST/HR, OA      Completed 2 Q 10
and speed of agency      14                 OST/HR to HRC            2Q    HR, EA
                                                                                                           18


 Recommendation         Targeted Areas        Action              Date     Implementation:          Comments
                          for Results                                      a-Responsible
                                                                           b-Impacted
hiring by measuring                      on reporting                      b-OA/HR,
the quality and speed   Hiring Manager   requirements.                     Hiring
of the hiring process   Involvement                                        Managers, EA
                                                                           Applicant
                        President Memo
2.Improve the quality   Functions 1 –    HRC Implement            FY10     a-OST/HR, OA      Completed 2 Q 10
and speed of agency     14               Reporting                 2Q      HR, EA
hiring by measuring                      Requirements.                     b-OA/HR,
the quality and speed   Hiring Manager                                     Hiring
of the hiring process   Involvement                                        Managers, EA
                                                                           Applicant
                        President Memo
3.Improve the quality   Functions 1 –    Develop                     n/a   a-OST/HR, OA      Report developed in
and speed of agency     14               reporting                         HR, EA            FY10 2 qrt and
hiring by analyzing                      mechanisms to                     b-OA/HR,          implementation has
the causes of agency    Hiring Manager   determine root                    Hiring            started in FY10
hiring problems and     Involvement      cause.                            Managers, EA
actions that will be                                                       Applicant
taken to reduce them.   President Memo
3.Improve the quality   Functions 1 –    Include             FY10 2Q       a-OST/HR, OA      Report developed in
and speed of agency     14               explanation for                   HR, EA            FY10/ 2 qrt and
hiring by analyzing                      not meeting the                   b-OA/HR,          implementation has
the causes of agency    Hiring Manager   DOT goal for                      Hiring            started in FY10
hiring problems and     Involvement      each Hiring                       Managers, EA
actions that will be                     function t in the                 Applicant
taken to reduce them.   President Memo   report

3.Improve the quality   Functions   1–   OA’s and Dept       FY11          a-OST/HR, OA      Report developed in
and speed of agency     14               analyze report to   Q1-Q4         HR, EA            FY10/ 2 qrt and
hiring by analyzing                      determine                         b-OA/HR,          implementation has
the causes of agency    Hiring Manager   barriers, causes                  Hiring            started in FY10
hiring problems and     Involvement      of hiring                         Managers, EA
actions that will be                     problems, and                     Applicant
taken to reduce them    President Memo   corrections
4.Hold Hiring           Functions 1 –    Develop             FY11 2Q       a-OST/HR, OA      Phased rollout based upon
Managers                14               performance                       HR, EA            OA performance review
accountable for                          element to be                     b-OA/HR,          cycle after 11/1/10
recruiting and hiring   Hiring Manager   incorporated into                 Hiring
highly qualified        Involvement      Performance                       Managers, EA
employees and                            Standards.                        Applicant
supporting their        President Memo
successful transition
into Federal service.
4.Hold Hiring           Functions   1–   Provide guidance    FY11 3Q       a-OST/HR, OA      n/a
Managers                14               to the HR                         HR, EA
accountable for                          community to                      b-OA/HR,
recruiting and hiring   Hiring Manager   implement new                     Hiring
highly qualified        Involvement      performance                       Managers, EA
employees and                            standard element.                 Applicant
supporting their        President Memo
successful transition
into Federal service
5.Identify a Senior     President Memo   Send OPM the        5/21/10       a-OST/HR, OA      Completed 5/14/2010
official accountable    OPM Memo         names and point                   HR, EA
                                                                                                             19


 Recommendation         Targeted Areas        Action                Date      Implementation:         Comments
                          for Results                                         a-Responsible
                                                                              b-Impacted
for leading agency                       of contact                           b-OA/HR,
implementation.                          information of                       Hiring
                                         the senior official                  Managers, EA
                                         accountable.                         Applicant
6.Provide Agency        President Memo   Send OPM DOT          June 4, 2010   a-OST/HR, OA      Completed 6/4/2010
Assistance Request      OPM Memo         Assistance                           HR, EA
to OPM, identifying                      Request.                             b-OA/HR,
areas of specialized                                                          Hiring
need.                                                                         Managers, EA
                                                                              Applicant
7.Increase hiring       President Memo   Memo to Deputy        FY10 2Q        a-OST/HR, OA      Completed 3Q 10
mgrs response rate      OPM Memo         Administrators                       HR, EA
by 5% on OPM’s                           from Deputy                          b-OA/HR,
Hiring Mgr                               Secretary.                           Hiring
Satisfaction Survey                                                           Managers, EA
                                                                              Applicant
7.Increase hiring       President Memo   Guidance from         FY10 1Q        a-OST/HR, OA
mgrs response rate      OPM Memo         OST/HR to HRC.                       HR, EA            Completed 1 Q 10
by 5% on OPM’s                                                                b-OA/HR,
Hiring Mgr                                                                    Hiring
Satisfaction Survey .                                                         Managers, EA
                                                                              Applicant
7.Increase hiring       President Memo   Monitor survey        FY11 1-4Q      a-OST/HR, OA      n/a
mgrs response rate      OPM Memo         results and                          HR, EA
by 5% on OPM’s                           communicate as                       b-OA/HR,
Hiring Mgr                               needed                               Hiring
Satisfaction Survey .                                                         Managers, EA
                                                                              Applicant
8.Submit updated        President Memo   Establish Plan        8/2/2010       a-OST/HR, OA      Completed 8/2/10
Agency Hiring           OPM Memo                                              HR, EA
Reform Action Plan                                                            b-OA/HR,
to OPM and OMB.                                                               Hiring
                                                                              Managers, EA
                                                                              Applicant
8.Submit updated        President Memo   Upload plan to        8/2/2010       a-OST/HR, OA      Completed 8/2/10
Agency Hiring           OPM Memo         MAX community                        HR, EA
Reform Action Plan                       site.                                b-OA/HR,
to OPM and OMB.                                                               Hiring
                                                                              Managers, EA
                                                                              Applicant
9.Complete OPM’s        President Memo   Complete                 10/1/2010   a-OST/HR, OA      n/a
Agency                  OPM Memo         Implementation                       HR, EA
Implementation                           checklist.                           b-OA/HR,
Checklist.                                                                    Hiring
                                                                              Managers, EA
                                                                              Applicant
9.Complete OPM’s        President Memo   Upload plan to           10/1/2010   a-OST/HR, OA      n/a
Agency                  OPM Memo         MAX community                        HR, EA
Implementation                           site.                                b-OA/HR,
Checklist                                                                     Hiring
                                                                              Managers, EA
                                                                              Applicant

				
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