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    1. Report Tile

    2. 2 Agenda

    3. Report Tile

    4. 4 Recent Issuances – Higher Leave Cap (SL/ST)

    5. 5 Recent Issuances – Additional Retention Incentive Flexibility

    6. 6 Recent Issuances – Final 3 R’s Regulations

    7. 7 Recent Issuances – Political Conversions

    8. 8 Recent Issuances – Time-in-Grade

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    10. 10 Initiatives

    11. 11 Reemployed Annuitant Flexibilities OPM has proposed legislation providing for hiring reemployed annuitants without loss of compensation. (HR 3779) Intended to assist agencies in minimizing effects of anticipated retirements, loss of skills, and assist in training, mentoring of staff, succession planning, etc… Does have limitations, no more than: – 520 work hours in the initial 6 months after retirement; – 1,040 work hours in any 12 month period; and, – a total of 6,240 lifetime work hours for any individual. • Service time will not count towards more retirement credit and all insurance premiums will be paid from employees annuity. • Meeting resistance from unions – OPM proposes 3 year test period.

    12. 12 Short-term Disability Insurance Program OPM has submitted a proposal to Congress to establish a voluntary short-term disability insurance program. Intended for non-work related disability which temporarily prevents employees from performing normal work duties. Particularly useful for those who have not yet accumulated sufficient sick and annual leave, or have low balances. Would be fully paid by participants, leveraging purchasing power of Federal employees. Reference: Federal Employees Short-term Disability Security Act of 2008, submitted March, 2008

    13. 13 Pay for Senior-Level (ST and SL) Professionals OPM has submitted a proposal to Congress to provide the same opportunity for higher pay to senior-level (SL), senior technical and professional employees (ST), generally, and highly qualified experts in NSPS as the Senior Executive Service (SES). Like SES changes, would provide for higher pay range for ST and SL employees in agencies having an OPM-certified performance appraisal system that makes meaningful distinctions based on relative performance. Pay adjustments would be based on performance. Senior Professional Performance Act of 2007 (submitted June, 2007) – S 1046, out of committee

    14. 14 FY 2008 Federal Human Capital Survey

    15. 15 OPM Goes to College – Federal Career Days OPM has sponsored Job Fairs focusing on: ? Engineering, ? Foreign Language and International Affairs, ? Sciences (including general biological) and ? Public Health and medicine (Medical Officer and Nursing). Most recent Federal Career Day was at Ohio State University (April, 2008). • Next Federal Career Day in the Fall, September – October. • Schedule and locations to be decided in the next few weeks.

    16. 16 Career Patterns • A guide to agencies on a new approach to hiring and supporting a Federal workforce in the 21st Century. Five Dimensions: Time in Career (early, middle, late, returning annuitants) Mobility (among agencies, between public and private sectors, geographic, occupations) Permanence (or duration, e.g., seasonal/intermittent, long-term, revolving, temporary, students) Mission-focus (program-based, project, public service) Flexible arrangements (detached from office, job sharers, non-traditional time of day, part-time, irregular schedule)

    17. 17 Career Patterns (Cont’d) Career Patterns Conceptual Framework: 1. Identify candidate scenario for occupation (work segments that will increase pool of potential candidates / meet job requirements), – e.g, term project, mission focused, experienced professional 2. Determine what will appeal to these candidates (work attractors), – e.g., challenging and meaningful work, access to technology, mission, quality leadership, working with leaders in field, … 3. Action Plan: Steps OPM or agency will take to support efforts to recruit and retain employees, address job requirements – e.g., communicate/market work attractors, focus on meeting work environment, adjust policies, etc. http://www.opm.gov/hcaaf_resource_center/careerpatterns/

    18. 18 Standardizing Vacancy Announcements Intended to make it easier for applicants to understand and apply for certain entry level jobs - use by agencies is optional. May allow applicants to use the same application for multiple positions. Three standardized announcements available: ? Accountant, GS-0510-5; ? Accounting Technician, GS-0525-5; and, ? Secretary, GS-0318-5. Federal HR staff can access templates at USAJOBS and USAStaffing. Possible pilot in FY 2008 to allow candidates to apply once for multiple jobs.

    19. 19 End-to-End Hiring OPM identified key components of end-to-end model and roadmap Held collaborative sessions with agencies and finalized roadmap Collaborated with DoD, Army, Navy, VA, HUD to establish standards Identified pilot organizations to implement April, 2008 ? End-to-end process (OPM, Army, Navy) ? Orientation (Treasury) ? Hiring Process (NRC and others pending) Issue Governmentwide standard in September 2008 Report results in December 2009

    20. 20 Human Resources Line of Business Human Resources Line of Business – Shared Service Center Providers will support multiple agencies. Goals include improved management, operational efficiencies, cost savings/avoidance, and improved customer service. Five agencies have been selected: Agriculture’s National Finance Center, Defense (CPMS) , Health and Human Services, Interior’s National Business Center, and Treasury (HR Connect). Commercial providers selected: Accenture National Security Services; Carasoft Technology Corp.; and Allied Technology Group. Agencies may chose provider based on services desired and costs.

    21. 21 Retirement Systems Modernization (RetireEZ) • RetireEZ provides for electronic processing of retirement claims and introduces new planning tools for employees – Feb 25 start up. • The system speeds up OPM’s final annuity calculations. Employee retirement-related documents are being digitized. Employees and HR officials will have online access to work history and salary, calculate retirement benefits and projected benefits based on years of employment and future salary increases. Retirees will also have online access to retirement-related records and benefit elections.

    22. 22 Other Initiatives Implement EHRI (Enterprise Human Resources Integration), to replace Central Personnel Data File. EHRI will be: - a central data repository for all Executive Branch employee records; - an electronic Official Personnel Record, and - a set of analytical tools for human capital forecasting and trend analysis. • OPM will continue TV ads, “What did you do on your job today?” • OPM will expand job fairs at community colleges

    23. 23 Other Initiatives Promoting the use of advanced Health Information Technology in the Federal Employees Health Benefits Program. More info at: http://www.opm.gov/insure/health/executiveorder.asp • House Committee passes bill to allow Federal CSRS employees to work part-time without penalty on annuity. • House Committee OK’s 4 weeks paid parental leave – HR 5781; Senate S-180, allows 4 weeks for mother’s and 1 week for father’s. Some discussion in Congress about: – extending veterans’ preference to spouses of veterans; and ? allowing some payment for unused sick leave for FERS retirees.

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    25. 25 Federal Career Intern Program Federal Career Intern Program (FCIP) appointments are for 2 years; initial appointments are made at the GS-5, 7, or 9 level (or equivalent); Agencies must have a formal FCIP plan in place before using the FCIP; and the plan must include a formal training program for their interns. Intended as a developmental program. FCIP appointments are made under 5 CFR part 302, so public notice and time in grade are not required. FCIP is not limited to students. Provisions for noncompetitive conversion to Competitive Service at end of 2 year internship. 5 CFR 213.3202(o)

    26. 26 Direct Hire Authority Approved by OPM for: Severe shortage – agencies expected to hire all qualified candidates; OR Critical need – agencies need to fill positions quickly based on emergency or new initiative or mandate. Authority may be by occupation, grade level or geographic location (or any combination) Authority may be Governmentwide or Agency-specific 5 CFR 337, Subpart B

    27. 27 Direct Hire (cont’d) When approved by OPM, use of Direct Hire REQUIRES: Public notice and Adhering to career transition assistance programs (CTAP/ICTAP). Direct Hire Authority allows appointments WITHOUT: • “Rating and ranking” candidates; Applying the “Rule of three;” or Applying veterans’ preference. 5 CFR 337, Subpart B

    28. 28 Direct Hire Authority (cont’d) Agency requests to OPM must support need: Identify the position(s) that must be filled; Type of authority sought (severe shortage or critical hiring need) Describe the events or circumstances that have created the need; Describe how filling the job is critical to the agency's mission; Specify the duration for which the hiring need is expected to exist; Explain why using other hiring authorities are (or have been) ineffective. Submit documentary supporting evidence of the need 5 CFR 337, Subpart B

    29. 29 Direct Hire Authority (cont’d) Current Governmentwide Direct Hire Authorities: Diagnostic Radiologic Technologist, GS-0647 Medical Officer, GS-0602 Nurse, GS-0610, GS-0620 Pharmacist, GS-0660 Information Technology Management (info Security) GS-2210-9 Positions involved in Iraqi Reconstruction Efforts that require fluency in Arabic or other related Middle Eastern languages Federal Acquisition positions covered under title 41, USC 433(g)(1)(A) www.opm.gov/employ/html/sroa2.asp#2directive

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    31. 31 References: OPM Web Site -- OPM.GOV Wealth of information, guidance, and news about OPM and human capital/human resources issues and polices Main page divided by audience type – Job seekers, Federal employees, Retirees and families, and HR practitioners Access most requested info, recent news and upcoming events Currently highlighting: – RetireEZ – Veterans’ Preference – Pandemic Influenza Guide – Recruitment Showcase ? Telework

    32. 32 References - Assessment Decision Tool OPM has developed a candidate Assessment Decision Tool: – Interactive system designed to assist HR staff and hiring officials develop customized candidate assessment strategies – Includes information on a variety of assessment options, i.e, structured interview, job knowledge, situational judgment, assessment centers, etc. Available at: http://apps.opm.gov/adt:

    33. 33 References - HR Flexibilities

    34. 34 References - OPM Hiring Tool Kit Developed by OPM and Partnership for Public Service (Oct 4 ’06) Provides proven tools and techniques to improve the hiring process Hiring process covered in four stages: ? Prepare to Hire ? Recruit Top Talent ? Select the Best ? Measure success Each stage discussed, with tools, examples and further references provided, as are suggested timeframes for 19 steps listed Tool Kit on OPM home page, or http://www.opm.gov/hiringtoolkit/

    35. 35 References – Emergency Preparedness

    36. 36 References - Emergency Preparedness

    37. 37 References

    38. 38 References – Video Library

    39. 39 References

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