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SES Hiring Cycle Model. Eddie Ribas, Director NOAA Workforce Management Office March 7, 2006. Outline. Purpose Issue Background & Discussion Summary. Purpose. Information brief on our new accelerated SES hiring model. Strategic Plan Metric Workforce Management – ABC Hiring Cycle. - PowerPoint PPT Presentation
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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
0
50
100
150
200
250
300
350
400
450
Actual 236 175 438 312 325 308 405
Positions 3 0 0 1 0 3 0 1 1 1 0 1
Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep
Strategic Plan Metric Workforce Management – ABC Hiring Cycle
Monthly Calendar days from SESReceipt of Request to Tentative Selection
Days to make SES selection
72
150 Days = FORMER GOAL FY05
72 Days = NEW GOAL FY06
150
ACTUAL 05236
175
438
312
325 308
405
5
Issues
• Current SES hiring process takes too long• Better describe roles and responsibilities• Better describe process
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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.
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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 selectee’s 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 Staff2. HR Directors3. 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.
