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SES Hiring Cycle Model . Eddie Ribas, Director NOAA Workforce Management Office March 7, 2006. Outline. Purpose Issue Background & Discussion Summary. Purpose. Information brief on our new accelerated SES hiring model. Strategic Plan Metric Workforce Management – ABC Hiring Cycle.

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Ses hiring cycle model l.jpg

SES Hiring Cycle Model

Eddie Ribas, Director

NOAA Workforce Management Office

March 7, 2006

Outline l.jpg

  • Purpose

  • Issue

  • Background & Discussion

  • Summary

Purpose l.jpg

  • Information brief on our new accelerated SES hiring model.

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Strategic Plan MetricWorkforce Management – ABC Hiring Cycle

Monthly Calendar days from SESReceipt of Request to Tentative Selection


Days to make SES selection









150 Days = FORMER GOAL FY05


72 Days = NEW GOAL FY06

Issues l.jpg

  • Current SES hiring process takes too long

  • Better describe roles and responsibilities

  • Better describe process

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What is the hiring model about:

  • Hiring the right people, with the rights skills, in the right time.

  • Managing the expectations of applicants and selecting officials – Measure to Manage!

  • Make hiring a priority

  • Human Capital Standard for Success (30-day model)

  • Meeting our mission.

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Responsibility for this model:

  • All of us!

  • WFMO owns the process.

  • Success not possible without all of us doing our part.

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OPM Hiring Model

The OPM SES Hiring Model

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NOAA Hiring Model

NOAA SES Hiring Model:

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NOAA Hiring Model

___________________________ Total Recruitment Time – 72 Days

Sign and Date (NOAA Part – 50 days)

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Differences in Models:

  • Our model captures entire process, OPM model starts day after vacancy announcement closes.

  • OPM takes care of OPM, we need to go through Department, then to OPM.

    Our Strategy:

  • 30-day model not possible

  • Improve our NOAA processes

  • Measure to Manage

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What else is WFMO doing?

  • Developing Realistic, Attainable Goals and Metrics

  • Increasing Executive Resources Staff

  • Improving Communications with DOC at all levels 1. Executive Resources Staff 2. HR Directors 3. Deputy Under Secretary and Assistant Secretary for Administration

  • Leveraging Technology (e-Qip)

  • Standardizing Templates

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What can you do to help?

  • Stay within defined timelines

  • Make hiring a priority

  • Due diligence in recruiting – reference checks, salary expectations, etc.

  • Assistance in working with tentative candidates (through ECQ and Security Process)

  • Keep us informed of your progress

  • Provide us with feedback

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What DOC OHRM is doing?

  • Very interesting in seeing what we come up with and developing service level agreement.

  • New Executive Resources Director

  • New NOAA Executive Resources Representative.

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Summary: Why?

  • We have an obligation to maintain an effective SES recruitment program

  • Our collective cooperation and understanding will ensure we hire the right Senior Executive, with the right skills, in the right time.

  • Assuring that we have the necessary talent on board to meet our mission.