The President’s Hiring Reform Initiative

1. The President’s Hiring Reform Initiative 1 1

2. Results to Date

3. SWAT Team Results Hiring process baseline established—130 days to hire More than 650 job announcements were streamlined 84% of agencies met requirement of 5 pages or fewer #1 barrier to timely hiring: managers not conducting timely interviews and selections On average it takes 37 days End-to-End Hiring Roadmap - no more than 15 days Corrective action plans were submitted by all agencies 73% Departments/Agencies provide notification to applicants at the four points in the application process 3

4. Elements of Hiring Reform

5. President’s Memo • Departments/Agencies will by November 1, 2010… • Eliminate written essay-style questions (KSAs) • Allow individuals to apply with resume and cover letters • Use Category Rating • Ensure manager responsibility and accountability for hiring • Improve quality and speed of hiring • Notify applicants about their status • Conduct action planning “Senior Official Leading the Effort” 5

6. President’s Memo • OPM, will in 90 days… • Propose plan for promoting diversity in the Federal workforce • Make recommendations concerning FCIP and pathways for students and recent grads • Evaluate Shared Registers • Establish Governmentwide performance review and improvement process • Provide guidance and/or proposed regulations • Increase USAJOBS capacity • USAJOBS Recruit • USAJOBS Assess 6

7. Shared Registers 7

8. USAJOBSRecruit.gov 8/14/2014 8 8

9. USAJOBS Assess

10. USAJOBS 3.0 8/14/2014 10 10

11. OPM’s Assistance and Roll-out Strategy

12. Hiring Reform Web Page 12

13. MAX Hiring Reform ‘10 Frequently Asked Questions Eliminate written essay-style questions (KSAs) Allow individuals to apply with resume/cover letters Use Category Rating Ensure manager responsibility/accountability for hiring Improve quality and speed of hiring 13

14. Facebook 14

15. Twitter 15

16. Bite-size Awareness Training 16

17. Mobile Assistance Teams (MATs) • Agencies determine scope and level of support needed • Intake coordinator will contact Agency Hiring Reform POC • Intake coordinator and agency POC reconcile assistance requirements • Intake coordinator engages appropriate MAT leads to coordinate assistance • MATs deliver assistance • Feedback/Follow-up – Agency POC + OPM Intake Coordinator + MAT Lead Agency Needs OPM MATs 1. Elimination of essays 2. Resume/Cover Letter 3. Category Rating 4. Manager involvement 5. Hiring speed / quality 6. Applicant notification 7. Hiring Reform Action Plan 1. Elimination of essays MAT 2. Resume/Cover Letter MAT 3. Category Rating MAT 4. Manager involvement MAT 5. Hiring speed / quality MAT 6. Applicant notification MAT 7. Hiring Reform Action Plan MAT Interface Agency Hiring Reform POC OPM Intake Coordinator 17

18. MATS • OPM Intake Coordinators: • Michelle Jackson (Dept/Agencies), Michelle.Jackson@opm.gov • Joanne Plasky (Dept/Agencies), Joanne.Plasky@opm.gov • Anita Spinner (Small Agencies), Anita.Spinner@opm/gov • Patty Guzman-Evans (Small Agencies), Ana.Guzman-Evans@OPM.gov Mobile Assistance Team Leads 1. KSA MAT 2. Resume/Cover Letter MAT 3. Category Rating MAT 4. Manager involvement MAT 5. Hiring speed / quality MAT 6. Applicant notification MAT 7. Hiring Reform Action Plan MAT Andrea Bright Andrea Bright Mike Mahoney Carmen Andujar / Jason Barke Shelley Thomas Dale Anglin/Alesia Booth Shelley Thomas 18 18

19. Assistance to Agencies – Phase I • Training (June/July) - topics: • Continuous Process Improvement (CPI) • Action Planning • Category Rating • Assessments/Assessment Strategies • Structured Interviews • Occupational Questionnaires • Other Training/Support • Training (June/July) – methods • On-site • Webinars • Workshops • Overviews provided to Federal Executive Boards (FEBs), agencies and other select organizations 19 19

20. Assistance to Agencies – Phase II • Training scheduled (Aug through Nov) • 10 Metropolitan Cities • Category Rating Workshops and Refresher Training • Assessments/Assessment Strategies • Structured Interviews • Occupational Questionnaires • Streamlining JOAs Minimum Qualifications Workshops • Using OPM Shared Registers • Kansas City, Baltimore, Dallas, Seattle, San Francisco, Philadelphia, Wash DC, San Antonio, Oklahoma City, Atlanta 20 20

21. Assistance to Agencies – Phase II • Training scheduled (Wash DC): • Category Rating Workshop • Category Rating Refresher Training • Streamlining JOAs and Minimum Qualifications • Using OPM Shared Registers • Job Analysis • Occupational Analysis • Structured Interviews • Developing an Assessment Strategy • Auditorium, workshops and webinars 21 21

22. Assistance to Agencies – Phase III • Training scheduled (Sep – Oct) - Shepherdstown WV and Denver Co • Hiring Reform for Managers – Finding and Keeping Talent • Overview of Hiring Reform • New Responsibilities for Hiring Managers • JOAs that Work • Finding Talent You Need (Recruiting Sources, etc.) • Assessment Tools - Designs/Options • Category Rating • Using Certificates of Eligibles • High Impact Interviewing • Successful Start (EOD and Employee Engagement) • Successful Partnering (Collaboration) • Tools and Resources • 6 workshops scheduled between Sep 28 and Nov 18 22 22

23. Q & A