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Hiring Reform…Part V…Happy Anniversary…
May 11, 2011 at 1:39 pm #130226
Today marks the first anniversary since President Obama signed the infamous “memo”, directing Plain Old OPM (POO) to improve federal hiring.
So let’s take a look at Plain Old OPM’s Progress (POOP- how could I resist?) on Hiring Reform. Much to my surprise, you can easily find POOP on the Hiring Reform Website at: http://www.opm.gov/HiringReform/Progress/index.aspx.
Based on the 3 amateurishly produced reports listed; it’s more like poop than POOP.
In the first report: http://www.opm.gov/hiringreform/Progress/GW_data_hiring_reform_Q2.pdf
Chart 1. Time-to-Hire went from an average of 122 days in FY2009 to 105 days in FY2010 or an improvement of 13.8%. There was an outlier of 75 days for one agency, but we don’t know where they started from so we can tell if the agency improved its performance or not. BTW, OPM still promotes its 45 day hiring model (circa 2006?) (http://www.opm.gov/hiringtoolkit/docs_508/hiring_timeline_tool.htm).
Chart 3. Manager Satisfaction with the Federal Hiring Process (10 pt scale). On average managers rate their satisfaction increased from 7.20 to in Q1 of FY2011 to an astounding 7.23 in Q1 of FY2011. This is a huge jump of 0.42% (1.68% annualized). Again, the report shows an outlier, but we don’t know from where they started or who they are. On the bright side, this issue is easy to fix.
Chart 4. Applicant Satisfaction (Completers) with the Application Process (10 pt scales). Again, we see a big jump from 7.96 in Q1 of FY2011 to 8.11 in Q2 of FY2011. A 1.88% improvement, but it’s starting to look like we’re squeezing blood from a stone.
I will give POO credit that they put something up on the web. Unfortunately, it’s the bare minimum to comply with Hiring Reform and sets a terrible example. Once agencies figure out the bare minimum the charade is over and the genie won’t go back in the bottle.
Questions for POO: Why aren’t you using even an antiquated reporting tool like you have for Fedscope (http://www.fedscope.opm.gov)? Are we really limited to static pdf files with no supporting data?
To show progress, we need to see the root data: which agencies reported, number of vacancies; which series, number of applicants per vacancy, hires, veterans, scores/categories, etc, etc, etc. I shudder to think whether the data used was simply self-reported.
And while these charts could be seen as progress, even I’ll admit that it’s really too soon to tell. Sadly however, the biggest gains usually happen at the beginning before everyone tires. Sustainability is the key for really improving the hiring process, and that message should be taken to heart.
The third link of POOP shows a report called “Progress On President’s Hiring Reform Initiative Job Opportunity Announcements 2009 – 2010”. (http://www.opm.gov/hiringreform/Progress/Progress_JOA_2009-2010.pdf)
On the face of it, the graphs all point in the right direction showing progress. But according to this report, 77% of all vacancies posted in Q1 of 2011 require a “Resume and/or cover letter only”. And 89% of the time “KSA narrative/essay not required”. This is shockingly bad news. I went to USAJOBS and found a couple vacancies that only required resumes and realized that agencies simply require applicants to address the KSAs in their resumes and cover letters. What’s the difference? Resumes are not objective.
BTW, I love the small print of this report: which states: “Findings based on sampling of competitive service Job Opportunity Announcements”. What’s a sampling you ask? I just gave it to you.
It’s obvious that POO hasn’t defined clear goals and objectives for Hiring Reform for which agencies can be effectively measured against. These “reports” are a testament to that.
Before I go to celebrate this wondrous occasion, I ask POO (for the 3rd time) to please remove the “Applicant Notification” link on the main page.
Happy Anniversary and congrats on your POOP.
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