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USA JOBS

USA JOBS. New York National Guard Technician Personnel Management Course. OBJECTIVES:. USA JOBS HOW TO APPLY APPLICATION/SELECTION PROCESS SUPERVISOR RESPONSIBILITY QUESTIONS. Recruit Qualified Individuals. All Employees and Applicants Should Receive Fair

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USA JOBS

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  1. USA JOBS New York National Guard Technician Personnel Management Course

  2. OBJECTIVES: • USA JOBS • HOW TO APPLY • APPLICATION/SELECTION PROCESS • SUPERVISOR RESPONSIBILITY • QUESTIONS

  3. Recruit Qualified Individuals. • All Employees and Applicants Should Receive Fair and Equitable Treatment in All Aspects of Personnel Management. • Maintain High Standards of Integrity, Conduct, and Concern for the Public Interest. (Use the 690-4 to govern your actions when hiring) USA JOBS

  4. USA JOBS https://www.usajobs.gov/ OR https://dmna.ny.gov/jobs/?id=tech (NO hand-carried or mailed applications are permitted) USA Jobs

  5. NOT FILLING OUT ASSESMENT CORRECTLY. • NOT PAYING ATTENTION TO AREA OF CONSIDERATION. • NOT HAVING DATES ON RESUME (NEED MONTH/YEAR. EX: 02/2003 TO 04/2013). • NOT PAYING ATTENTION TO REQUIRED DOCUMENTS (OF-306 (Declaration of Federal Employment), Resume, and transcript (if using education to qualify) are required now). • NOT GIVING A FULL DESCRIPTION OF PRIOR EXPERIENCE. • NOT FOLLOWING UP BEFORE JOB CLOSES. Resume Transcript Questionnaire Confirmation COMMON MISTAKES

  6. ALL WE DO: • REVIEW ALL RESUMES/PACKAGES. • QUALIFY BASED ON NGB GENERAL AND SPECIALIZED EXPERIENCE STANDARDS. • CONDUCT PANELING PROCESS IF NEEDED (A JOB WITH MORE THAN 7 QUALIFIED APPLICANTS NEEDS A PANEL). • SEND QUALIFIED APPLICANTS BACK TO THE REMOTE/UNIT ADMINISTRATOR. (IN ACCORDANCE WITH THE 690-4 MERIT PROMOTION PLAN) APPLICATION/SELECTION PROCESS

  7. DON’T • Influence a person to withdraw from competition for any position. • Grant any preference or advantage not authorized by law, regulation, or rule to any employee or applicant. • Take or threaten to take action against a whistleblower, be it an employee or an applicant. • Ensure placement without regard to marital or family status, political affiliation, or EEO considerations. SUPERVISOR RESPONSABILITIES

  8. PLEASE DO • Conduct Interviews IAW DMNA 690-4 and the Board Composition Memorandum. • Determine Area of Consideration. • Determine the eligible and potential applicant pool and recruitment sources priorto announcement. • Advertisements are for 30 days unless collectively agreed upon otherwise. SUPERVISOR RESPONSIBILITIES

  9. Develop a standardized list of interview questions relevant to the position advertised. • Apply consistent interview techniques with all candidates. • Avoid questions which could possibly violate any Equal Employment Opportunity laws or provide information that could be deemed as favoritism/partiality. • Ask open-ended questions. • Never administer a physical test which could have potential for injury. Key Interviewing Rules

  10. CORRECT PD AND TITLE OF POSITION. • KNOW YOUR AREA OF CONSIDERATION. • IF YOU NEED CERTAIN REMARKS ON THE VACANCY ANNOUNCEMENT, PLEASE LIST THAT ON THE DETAIL PORTION OF THE SF-52. • TIMING AND REQUEST OF YOUR VA. SUBMITTING A VACANCY ANNOUNCEMENT

  11. Announcements are built using the following: - Position Descriptions - OPM Requirements - NGB Requirements **Modifications of announcements can be made to include a unit preference with the exclusion of or decrease in Time/Experience Requirements, Educational Requirements or Security Clearance Requirements Selective Placement Factors

  12. Anticipate Vacancies and Personnel Actions That Will Support the Transformation of the National Guard: Promotions Reassignments Details Retirements Resignations Supervisory Responsibilities

  13. Recruitment Incentive • Relocation Incentive • Advanced-In-Hire (Special Qualifications) **Must be approved by the HRO/NGB prior to advertising. Hiring/Compensation Flexibilities:

  14. Management has the right to select or non-select providing good reason/judgment. • All selections are tentative, pending approval from the Human Resources Office. • Notify all Applicants of Selection/Non-Selection • Remote Designee/Unit Administrator coordinates actual start/effective date. • If any applicant withdraws from consideration or declines an offer, a statement from the candidate is required. Selection/Non-Selection

  15. Mrs. Avis A. SanchezHuman Resources Specialistavis.a.sanchez.civ@mail.mil(518) 786-4659 Questions?

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