SES Hiring Cycle Model

1
SES Hiring Cycle Model

• Eddie Ribas, Director
• NOAA Workforce Management Office
• March 7, 2006

2
Outline

• Purpose
• Issue
• Background Discussion
• Summary

3
Purpose

• Information brief on our new accelerated SES
  hiring model.

4
Strategic Plan Metric Workforce Management
ABC Hiring Cycle
Monthly Calendar days from SESReceipt of Request
to Tentative Selection
405
Days to make SES selection
438
325
308
312
ACTUAL 05
236
175
150
150 Days FORMER GOAL FY05
72
72 Days NEW GOAL FY06
5
Issues

• Current SES hiring process takes too long
• Better describe roles and responsibilities
• Better describe process

6
What is the hiring model about

• Hiring the right people, with the rights skills,
  in the right time.
• Managing the expectations of applicants and
  selecting officials Measure to Manage!
• Make hiring a priority
• Human Capital Standard for Success (30-day model)
• Meeting our mission.

7
Responsibility for this model

• All of us!
• WFMO owns the process.
• Success not possible without all of us doing our
  part.

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OPM Hiring Model

• The OPM SES Hiring Model

Activity Time Frame in work days
Announcement closes, HR makes preliminary qualifications determinations and convenes ERB 3 days
Panel convenes to rate and rank applications to determine BQ 5 days
HR prepares certificate of BQ for consideration of Selecting Official 3 days
Selecting Official interviews, selects and secures approval of Agency Head 7 days
HR prepares case for OPM review and presentation to QRB for certification and forwards to OPM 7 days
Total Agency time 25 days
OPM reviews case and forwards to QRB 5 days
Total time to fill job 30 days
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NOAA Hiring Model

• NOAA SES Hiring Model

LEAD ACTIVITY TIME FRAME (Work Days) DUE DATE ACTUALS
LO/CO Date position vacated. Strategic conversation. Date complete recruitment package received in WFMO 10 Days
WFMO Review package, obtain approvals 5 Days
OHRM Approval to proceed with recruitment 2 Days
WFMO LO/CO Open vacancy announcement (minimum 30 days)   LO/CO coordinates/sets up rating and interview panels Advises panel of roles and responsibilities 1 Day
WFMO Review Applications Send to Rating Panel 5 Days
WFMO Rate and determine BQ Candidates Secure panel documentation 5 Days
WFMO Prepare BQ cert obtain OERB and Appointing Authority Approval 3 Days
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NOAA Hiring Model
LEAD ACTIVITY Time Frame (Work Days) Due Date ACTUALS
LO/CO Interviews. Submits tentative selection with pay justification by 15th day 15 Days
WFMO Secure Appointing Authority approval 3 Days
WFMO LO/CO Prepare case for DOC approval. ECQs. Ensures selectees cooperation in process 10 Days
SECURITY Pre-appointment waiver (required by DOC) 5 Days
WFMO OBTAIN OERB and Appointing Authority approval 3 Days
OHRM Review and refer package to ASA/CFO for approval 5 Days
OPM Qualifications Review Board approval 10 Days
___________________________
Total Recruitment Time 72
Days Sign and Date
(NOAA Part 50 days)
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Discussion

• Differences in Models
• Our model captures entire process, OPM model
  starts day after vacancy announcement closes.
• OPM takes care of OPM, we need to go through
  Department, then to OPM.
• Our Strategy
• 30-day model not possible
• Improve our NOAA processes
• Measure to Manage

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What else is WFMO doing?

• Developing Realistic, Attainable Goals and
  Metrics
• Increasing Executive Resources Staff
• Improving Communications with DOC at all
  levels 1. Executive Resources Staff 2. HR
  Directors 3. Deputy Under Secretary and
  Assistant Secretary for Administration
• Leveraging Technology (e-Qip)
• Standardizing Templates

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What can you do to help?

• Stay within defined timelines
• Make hiring a priority
• Due diligence in recruiting reference checks,
  salary expectations, etc.
• Assistance in working with tentative candidates
  (through ECQ and Security Process)
• Keep us informed of your progress
• Provide us with feedback

14
What DOC OHRM is doing?

• Very interesting in seeing what we come up with
  and developing service level agreement.
• New Executive Resources Director
• New NOAA Executive Resources Representative.

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Summary Why?

• We have an obligation to maintain an effective
  SES recruitment program
• Our collective cooperation and understanding will
  ensure we hire the right Senior Executive, with
  the right skills, in the right time.
• Assuring that we have the necessary talent on
  board to meet our mission.