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IT Job Profile Pilot. Building the Next Generation Workforce. Ernie Paskey (empaskey@opm.gov) Office of Personnel Management Washington, DC. Human Resource Management Applications. Compensation. Selection. Training & Development. Succession Planning. Competencies. Career Planning.

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slide1

IT Job Profile Pilot

Building the Next Generation Workforce

Ernie Paskey (empaskey@opm.gov)

Office of Personnel Management

Washington, DC

slide2

Human Resource Management Applications

Compensation

Selection

Training &

Development

Succession

Planning

Competencies

Career

Planning

Organizational

Alignment

Performance

Appraisal

Classification

slide3

Literature

Review (IT: Draft

Profile)

Task - Competency

Linkage

HR Manager

Survey

(IT: June, 2000)

Benchmark

Development

(IT: April, 2000)

MOSAIC Approach

Multipurpose Occupational Systems

Analysis Inventory -- Closed-Ended

slide4

Defining Today’s Jobs

Old Method

New Method

  • Knowledge, skills, abilities
  • Jobs are defined as bundles
  • of tasks
  • Employees perform strictly
  • definable tasks
  • Competencies
  • Jobs are defined
  • by competencies
  • Jobs are flexible
slide5

Example: Writing

Recognizes or uses correct English grammar, punctuation, and spelling; communicates information in a succinct and organized manner; produces written information, which may include technical material, that is appropriate for the intended audience.

Develops surveys.

Records information.

Writes or edits scripts.

Explains nontechnical information in writing.

Contacts others in writing to obtain information.

Writes news articles, speeches, or press releases.

Explains technical or other complex information in writing.

slide6

Example: Information Systems/Network Security

  • Knowledge of methods for developing, evaluating, coordinating, and disseminating security tools and procedures; ensuring, protecting, and restoring the security of information systems and network services and capabilities; identifying and eliminating information system vulnerabilities to inadvertent disclosure, modification, destruction, or denial of service.
slide7

COMPREHENSIVE WORKFORCECOVERAGE

Information

Technology

Science & Engineering

Trades & Labor

Professional

& Administrative

Clerical& Technical

Managerial

slide8

IT Occupational Study: The IT Job Profile

Compensation

Selection

Training &

Development

Succession

Planning

Competencies

Career

Planning

Organizational

Alignment

Performance

Appraisal

Classification

slide9

What is the Job Profile?

  • www.opm.gov; classification; what’s new
  • Up-to-Date Classification Criteria
  • Job Related Qualifications
  • Targeted Recruitment
  • Valid Assessment
objectives
Objectives
  • Strengthen Federal Government’s Ability to Recruit and Retain a Skilled IT Work Force
  • Modernize HR Tools
  • Apply New Approaches
  • Reflect Best Practices
  • Provide Greater Flexibility
features
Features
  • Integrated
  • Streamlined
  • New Methods
  • Partnership with IT Community
qualification standards
Time Served

Occupation-specific

Minimal requirements

Limited assessment options

Limits career mobility

Paper-based, hard to use

Whole person competency-based approach

Optimal profile

More assessment

options

Encourages career mobility

Computer based, Internet access

Qualification Standards

Oldvs.New

validity of assessment measures
ValidityofAssessmentMeasures
      • Ability + Suitability tests .60*
      • Work sample tests .54
      • Ability tests .51
      • Behavioral event interviews .51
      • Interviews (non-behavioral) .38
      • Assessment centers .37
      • Biodata .35
      • Suitability tests .31
      • References .26
      • Education/Experience .11
  • *Schmidt & Hunter, 1998
slide14

IT Assessment

Options Available Now

Crediting Plan:

Open-ended or ‘checklist’ format

Structured Interview:

Modular format covering

21 general and 22 technical competencies

Objective Assessment:

Web-based technical assessment

Computer Assisted Interview:

Web-based structured interview

Other Options

Assessment Center:

Web-based simulation

Work Sample:

Web-based performance

assessment

Online Portfolio:

Virtual data center of

certifications, publications, work samples

Interest Inventory:

Match interests to occupations

evaluation of the competency based job profile pilot

Evaluation of the Competency-Based Job Profile Pilot

A continuous evaluation will provide information on:

  • The strengths of the approach
  • Areas that need improvement
  • Quality of hires
  • Diversity
  • Satisfaction with entire process