What if we brought the top experts in HR to GovLoop?
November 8, 2010 at 2:42 pm #114408
I know that many of YOU probably fit this description (so feel free to nominate yourself here!).The idea is that GovLoop is launching a new “Ask the GovExpert” series, reaching out to leaders in several fields to gain their advice or insight in the field where they are subject matter experts.If you could ask questions or interact with anyone in HR – from high level leaders to authors to well-known thought leaders – who would it be?What would you ask them?We’ll reach out and bring their thoughts to GovLoop.
November 8, 2010 at 3:00 pm #114430
What do consultants in compensation really think of position classification programs? – I work for state government, but we receive most of our money from federal funders and some of our employees assume that the compensation programs available through those funders are also available through the state. Unfortunately, they aren’t always, and we have to go through a lot of ‘splaining to central office to try to get them set up (at which point they immediately become outdated). Are state government compensation programs, which are mostly based in position classification, so outdated in comparison to what the feds or private organizations can do that they should be trashed and states should go to a point system? Or is it that, even though no one really knows what a “Pencil Sharpener 2, Graphite Parenthetical” does in comparison to the Charcoal or Lead parentheticals, the classification is appropriately compensated and that’s what matters?
November 8, 2010 at 3:32 pm #114428
Does your state believe in equal pay for equal work? Are state worker salaries public information? If your answers are yes to both then how can you NOT believe in position classification programs.
I work in industry where we offer whatever salaries that we feel we need to offer to acquire talent, without regard to the pay of others who work side-by-side and do the same jobs. We can get away with this because salaries are the deepest and darkest secrets of the company and revealing your own pay or someone else’s salary is cause for immediate dismissal.
However, don’t assume that your state is “outdated in comparison to what the feds,” as the feds ceased to do REAL position classification back in the Reagan administration. Politically constrained salaries at that time lead to a gradual abandonment of federal position classification principles so that pay could float to a level that would enable recruitment. Classification standards ceased to be a regulatory mechanism and became “guidance” to managers. Very few federal agencies have full time “classifiers” anymore because the process has moved from position classification to classification justification.
NO, the federal government does not really believe in equal pay for equal work.
YES, federal salaries are public information.
November 8, 2010 at 3:55 pm #114426
I would love to ask Mr. Berry at OPM how he thinks we will be able to reduce hiring timelines down to 80 days from the time a vacancy is noted to the time a new person starts, while accepting nothing but resumes and cover letters to review and determine if the applicants actually meet the requirements of the position. We just recently had a position close that had over 1500 applicants. Thankfully we use an automated tool and ask questions so we can locate the applicants that best meet the requirements of the position. Without this, it would have taken use over a month to issue the certiifcates.
March 13, 2012 at 2:15 pm #114424
This is still a good idea but what’s the point of posting good material if nobody is going to read it! I believe that your idea has some merit but I question its overall value given the fact that many in the federal HR community just don’t read and learn from the wealth of information available to them. This includes our “leader” (Which Way Did They Go) OPM.
Frustrated by their 20 years of failed efforts to fix a retirement system in shambles, OPM decided to fix something that wasn’t broken, USAJOBS. The end result was a far less functional, far more expensive system that remains confusing for job searchers because, for example, it doesn’t use Boolean algebra familiar to every user of YAHOO, GOOGLE, ASK, BING, etc. OPM defends itself, saying that they use the same search technology as CareerBuilder, however, this company uses a sophisticated mix of search technologies and abandoned the search product used by OPM a few years ago because it was too expensive to maintain. (The whole sad story is documented in material freely available on the web!) How could OPM NOT know this? They must not read.
Look at OPM’s latest decision to adopt TALEO as the technology for the troubled Presidential Management Fellows Program. How could THIS be a problem? It depends. Does OPM want to exclude the disabled from applying for this Program?
“Jeffrey Neal, chief human capital officer at DHS, told Wired Workplace on Monday that the tool, called TalentLink (aka TALEO), ‘was not working for the department. The problem wasn’t with the underlying software company,’ he said. ‘The company made a good product, but it was a product that wasn’t designed for the federal hiring process. We had to build so many workarounds into the process that it wasn’t saving the kind of time that we wanted it to save.’”
Repeat, “a product that wasn’t designed for the federal hiring process.” That’s harsh!!
One of those federal deficiencies was that, after years of trying, TALEO could not pass compliance tests of accessibility and was therefore not compliant with federal 508 accessibility REQUIREMENTS. Did the fact that ORACLE recently bought TALEO instantly fix everything that was broken and couldn’t be fixed after years of trying and 10s of millions of dollars spent by DHS? Sadly NO!
But how could OPM know of Jeff Neal’s studied conclusions? Jeff Neal headed up the HRIT Group of the federal CHCO Council and received OPM’s CHCO of the Year Award during that same period
Just as “there are none are so blind as those who will not see,” there are none so dumb as those who will not read valuable information at their fingertips!
Good luck Andrew, assemble those experts, have them write away even if their “pearls of wisdom” are more like a tree falling deep the forest, soundless, because no one is around to hear it.
March 23, 2012 at 10:20 pm #114422
Just as I thought, nobody read it!
March 24, 2012 at 1:01 am #114420
Oh – I read it, Ed…and we’re working on it. Stay tuned 😉
April 12, 2012 at 2:39 pm #114418
OPM is great on the “What”, “When”, and “Why” of hiring timelines but fail on the “How.” I was talking to some DoD friends last month at an event and they noted how hiring is now taking TWICE as long, now that they have implemented USAStaffing (provided by OPM.) Of course their comments were not all negative. They did comment that their past certificates seemed to be randon selections from the applicant pool without any relationship to their job requirements. After their investment of $10s of millions with OPM, their certificates now contain candidates that at least are eligible and meet minimum qualifications. Wow! Progress in meeting hiring goals.
March 12, 2013 at 9:57 pm #114416
I would ask HRSCEAST: What is the deal? A person with Schedule A applies for a position, is QUALIFIED and not referred, because the recruiter came to this conclusion based on the content of the resume and answers this person was not qualified. Long story short, the person contacted the local EEO which handles Schedule A hiring and was puzzled, because “all” Schedule A’s should have been “referred” to the “local” agency. It was odd trying to explain to this person, who possessed “two” college degrees in the engineering field was not qualified to run blueprints through a copier. Really? I think the regionalization of HRO’s has formed a “disconnect” of local talent. It’s hard enough to learn that the EO of 2010 is devoid of any teeth, and no funding, but to hear from two different organizations that yes, all Schedule A’s should be referred locally, while the “regional” office says no. Get your act together HRSCEast, you have NO idea what talent lies in this sleepy little installation. Oh, and to add wrench in the works, the person applying for this particular job, was assigned same said job while an “intern” at the same dept., same bldg., same people while in college. Go figure. No wonder young people are so turned off. Never mind the folks that really believed if they worked hard, despite their disability there was an avenue of hope. Oh, and this particular job has become the latest casualty in the “hiring freeze”. Opened in Jan, closed Jan 9, “frozen” in Feb. The hiring official didn’t have a chance to interview potential hires. Talk about a door slammed in your face.
March 13, 2013 at 1:32 pm #114414
Personally, I think the improvements to USA Jobs are notable. That doesn’t mean that the backend is any better, but at least the user facing side has improved. As for Taleo – I’ve used this tool before when applying for private sector jobs. Again, the user facing side is “ok”…not great…but ok. But as you said, it isn’t designed to meet the federal hiring process. So this begs the question…which is broken…the federal hiring process…or the software. I know of a few federal managers who would tell you it is the process.
March 13, 2013 at 1:35 pm #114412
I would get some of the top HR Managers from several agencies together with some of the department managers (e.g. Procurement, IT, etc) who are the ones putting out the reqs for the positions. I’ve heard numerous horror stories about the difficulties of trying to hire just the right person for the need, but having frustrations with the process and req that was issued by HR. Can we not get all parties at the table for a discussion on how to improve this process?
Andrew – Message me for some suggestions on who to contact.
March 13, 2013 at 7:13 pm #114410
I would definitely get John Berry and ask him a series of questions on topics such as:
- How are we doing on the backlog of retirement applilcations?
- How should we transform the broken performance management process?
- How can we encourage more employees to telework?
- How can we improve the health and wellness of Federal employees?
- What are your goals for your second administration?
He is a great speaker and very charismatic, so I hope you put him on a webcam or host a Google Hangout.
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