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In his 1910 speech Citizenship in a Republic, Theodore Roosevelt – the “father” of civil service reform – famously asserted that the credit belongs to the man who is actually in the arena rather than those cold and timid souls who have never tasted victory nor defeat. These words have resonated in my mind over the last couple of years, as my agency – OPM – undertook a number of significant, and needed, changes to reform Federal hiring.

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We know it is sometimes confusing regarding all of the different types of appointing authorities one can use to hire people into the Federal government. We're often asked...can't you just consolidate all of the appointing authorities into one? Why do we have close to two hundred different ways to hire people? Great questions! We grapple with these questions ourselves! (Do you know what it is like to have to keep up with all of these different rules?!?!) In the meantime, you are welcome to read about all of the different appointing authorities and their intended purpose. It may not be like reading The Great Gatsby, but it certainly will help to make you more knowledgeable on all things hiring.

Personnel assessment refers to any method of collecting information on individuals for the purpose of making a selection decision. Selection decisions include, but are not limited to, hiring, placement, promotion, referral, retention, and entry into programs leading to advancement (e.g., apprenticeship, training, career development).

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Hello! Did you know we have a USAJOBS Facebook and Twitter page? Every day we update both to provide you with a quick snapshot of the different kinds of jobs we have available throughout the Federal government. USAJOBS Facebook and USAJOBS Twitter.

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