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My .02cents on the reported OPM – CHCO spat…welcome your comments
August 20, 2010 at 3:00 am #108748
The Gov Exec article today, reporting yesterdays official release of the report by the PPS, Grant Thorntan and a bevvy of honest CHCOs http://www.govexec.com/dailyfed/0810/081810l1.htm?rss=workforce&oref=rss , confirms the apparent division of visions between Agencies and OPM.
For mine, these divisions will continue and no progress on hiring reform will be effective unless both “the elephant” and “the dead horses” in the hiring reform room are acknowledged and redressed.
First, the elephant:
OPM needs to acknowledge that USAJobs is just a job board and is just one of a miriad of sourcing options in Agencies’ attraction strategies. Take a look at the “peacock slide” in CHCI’s Recruitment and Workforce Planning “check-up from the neck-up” http://vimeo.com/14052752 .
OPM should back off trying to force the centralization of USAJobs. Why? Not all federal jobs are or will ever be advertised on USAJobs. Therefore:
a) it is not and never will be an acceptable solution to managing candidate’s expectations (see previous critique of the president’s memo in this regard – on the “What is the future for USAJobs.gov?” discussion three months ago – go to http://www.linkedin.com/groupRegistration?gid=1574727 ), and
b) it is not and never will be an acceptable solution for Agencies to expose targeted candidates to competing opportunities posted by other agencies competing for the same talent – let alone the forced registration which exposes them all to competing recruiters as well.
Applicant tracking systems do both the above very well resting candidate control throughout the recruitment process within each Agency, as well as control of their sourcing options and attraction strategies – which sometimes might inlcude using USAJobs as a sourcing option – for competitive service roles only. From a client-side recruitment best practice viewpoint, the less Agencies can come to rely on USAJobs and learn to use other sourcing gateways, the better.
Now for the dead horses:
Agencies – (that’s all CHCOs, or Agency IGs – if the CHCOs don’t) need to look at how their applicant tracking systems rate and rank as per USC Title 5 – 337.101
With delegated hiring authority comes delegated responsibility – to follow the LAW.
Chances are CHCOs (or the IGs) will find that their ATS is skipping the steps outlined in this law, effectively allowing all candidates to self assess as “qualified”, which is then (or, was until a recent government fire-drill was triggered) systemically ratified when the “transmutable score tables” are used as the business logic in the rating calculations.
This has allowed anyone to self-assess themselves as qualified in the ATS system, go through the questions, and even if they score zero in the questions, still be rated as qualified for the role with a score of 70 !?! Go figure ! (See Appendix J of the DEO Handbook)
Add the 5 or 10 preferencing points to this faulty method and scale, and Hiring managers receive cert after cert of unqualified applicants who have received jumps up the point scale of 17% and 33% respectively. It’s no wonder OPM is inundated with requests to pass over preference elegibles, nor any wonder why the level of DHA hires has skyrocketed since 2005, and no wonder that FCIP hires have skyrocketed too.
Oh – and let’s never mention the number of non-preference eligibles the Agency ATS rating and ranking logic has discriminated against over the years.
5CFR337.101 is a good law to follow and a bad one to ignore.
Big Kudos to Bryan H who actually raised this question as far back as 2005 as a major issue of concern with the leadership of OPM as per the “Magic Wand Solutions to Federal Hiring” post over 7 months ago – go to http://www.linkedin.com/groupRegistration?gid=1574727.
These are the core issues that need to be redressed by OPM and Agencies. Until they are, everything else is just window dressing. Bellowing about anything else is noise pollution.
Just my .02cents
August 20, 2010 at 3:29 am #108750
Interesting report. I think it’s tough at the OPM level to figure out what to centralize vs decentralize. I’d try to focus on some of the strengths – broad reach like reinventing and strengthening PMFs while allowing innovation at agency level. This conflict is also true at department HR vs agency HR. See the TSA HR strategies vs DHS, etc.
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