Some Details on Hiring Reform
At an event at the Labor Department to discuss the Obama administration's new initiatives on veterans' hiring, Office of Personnel Management Director John Berry fielded a question about what those efforts mean for the larger goal of hiring reform. Berry was vague, but he did say that revamping student engagement programs was something the group working on hiring was making a priority. And he said "that process is coming along very smartly. It again is a multi-agency effort. We're in discussions with OMB and Chief Human Capital Officers Council, and we'll be beginning discussions with labor organizations in the near future. It is going to make everyone's lives easier in terms of approaching and applying for federal work."
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For Mr. Berry's last sentence:
"It is going to make everyone's lives easier in terms of approaching and applying for federal work."
Let us hope he was referring to the hiring process for all positions, rather than only student hiring programs.
One of the HR improvements that can be made is to recognize that employees with private sector experience have valuable and transferable skills for federal jobs they apply for.
What has happened too often is that private sector employees must go into jobs in which they are overqualified for, and due to the time in grade rules, then continue to wait and work their way back up the career ladder.
This is not good, especially when they have years of experience, and again, HR staff have this tunnel vision instead of win-win. They also forget that many federal depts. rely on contractors/consultants to get the work done.
This is also unfortunate for the majority of private sector employees, unless they know someone inside the federal govt. at a high level, and can receive consideration for positions they are qualified for.
jj Posted Friday, November 13, 2009 8:58 AMNew blood is always necessary for organizations to thrive and survive. So hiring reform is very very important. New Presidential EO on Veterans Hiring also of interest.
William R. Cummingr Posted Friday, November 13, 2009 11:24 AMBut hey we are currently in a recession (some say depression) and unemployment will go to 13% next year before it starts to drop. During the Depression many came into the civil service for survival reasons. But many of those had advanced degrees and were not new graduates but had some maturity. What is being done to ensure that a balanced work force exists. Personally I don't believe that any department or agency with over 25% of its FTE held by Veterans is balanced no matter what there credentials. I think that each department and agency should have the following positons established by law and held by people of a record of success in their profession: Okay what are these jobs? First, each department and agency should have an official historian! Second, a Chief Economist! Third, a Chief Evaluation Officer! Fourth, a Chief Statistician! Fifth, a Chief of Tribal and Native American Affairs! Sixth, a Chief Cyber Security Officer! Seventh, a Chief Liaison Officer! Eighth, a Chief Training Officer; Ninth, a Chief Facilities Officer; and Tenth, a Chief Social Worker. My reasons can be documented but each of this positons would have a statutory position description. AS to potential rank I would suggest a career SES reporting to a direct report to the head of the Department or Agency.
These student hiring program have been ruled invalid since they conflict with vet preference. Berry needs to obey the law first
dan m ketter Posted Friday, November 13, 2009 12:08 PMI agree with JJ. It took me a LONG time to get into the gov't at a higher graded position and receive credit for my private sector experience. I had to turn down a couple of jobs because they wanted me to take a sizeable pay cut. I wanted to get into the federal workforce, but unfortunately I wasn't in a financial position to take such a pay cut. I finally got selected for a GS-13 level position and received MUCH slack from my colleagues for having been an "outsider". I was told that I did not deserve to come in "off the street" into a GS-13 level position and that people had worked for "20 years" to get to that level.
It's unfortunate that these people didn't realize that I had something to add even though I was not a career civil servant. Thankfully the SESers took notice of my contributions as I earned rapid promotions and made it to the GS-15 level after just two years in government.
So, the point is....yes...we "outsiders" are talented people who can make equal contributions. We don't need to be religated to lower graded positions and have to wait for the passage of time to be adequately rewarded! The hiring process should be modified and we should be on some sort of pay for performance so that compensation is appropriately and meaningfully tied to actual job performance and not longevity!
VK Posted Friday, November 13, 2009 4:11 PM