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Hi Melisa,

Thank you for the blog entry, and to be sure: the Federal government is fair, honest and transparent in its hiring practices.

I'm sorry to hear that you've not met with the success you'd expected, I would counsel you to, as it relates to not being re-hired back into your old position, to contact that manager who indicated you were a valued asset.

And as it relates to whether you were qualified for positions you apply for, it is best to contact that Agency’s HR department to discuss your concerns, they'll be able to give you facts about how/if you qualify and they can possibly provide tips as to how you might improve your chances the next time you apply.

I certainly hope this helps.


Hi Ms. Martin, While it may seem (an extremely competitive job market, etc.) difficult, from what you’ve written it looks as though you are on the right track. Remember, there are often multiples of 10, sometimes multiples of 100s of applicants for one position, so to be 'referred' at least means someone has taken notice of the skills you’ve listed in your application/s. We encourage you to revisit you resume and ensure you’ve addressed the skills required for the position/s you are seeking. I hope this helps and, good luck in your search.

Hi Abigail,

Thanks for the questions, good ones.

1. Does the current wording still allow agencies still free to use this hiring authority to meet their projected workload and attrition-based needs? It seems that the current language will greatly limit the use of internships for trade-skills training.

ANSWER: The proposed regulations do not specify the types of positions that must be filled under Pathways. Therefore, agencies choosing to use Pathways for projected workload or attrition should be able to do so.

2. If agencies *are* able to use their projected workload and attrition-based needs to hire under this authority, what are the caps - if any - on the number of people hired that can be converted non-competitively to career or career-conditional status?

ANSWER: There are no plans in the immediate future to impose any caps on agencies. Any decision to do so in the future will be announced and identified.

3. Is there anything in the proposed legislation that precludes or allows the use of community-based cooperative education m

ANSWER: There is nothing in the proposed Pathways regulations that prohibits agencies from entering into an agreement with an educational institution. I hope this answers your concerns.

 Posted 2:15 PM by Abigail Waters

How will appointments made through the new Pathways Internship Program differ from those made through SCEP? Specifically: 1. Does the current wording still allow agencies still free to use this hiring authority to meet their projected workload and attrition-based needs? It seems that the current language will greatly limit the use of internships for trade-skills training. 2. If agencies *are* able to use their projected workload and attrition-based needs to hire under this authority, what are the caps - if any - on the number of people hired that can be converted non-competitively to career or career-conditional status? 3. Is there anything in the proposed legislation that precludes or allows the use of community-based cooperative education models for the training of interns? In other words, can a training program work partner an educational institution under the new rules to create a customized educational program that integrates an academic course of study with work-related training? Is there someone that I could contact with additional questions on the new legislation? Thanks,


Hi James

I am sorry to hear that you've not been deemed “best qualified” for positions you believe you should have been selected for.

     The federal government does not use an applicant's race as a hiring component in any of its hiring practices; to discriminate in employment is against United States law, federal employment statues and is contrary to the goal to ‘hire the best talent' as public servants.

     While I understand your disappointment at not being a ‘best qualified’ candidate in the application and qualifications process, you could understand it to mean simply that others who have applied for that position were evaluated to have better qualifications than you, not that you've been discriminated against.

It may be helpful if you review and update your resume.

Please continue to apply for the positions you feel you qualify for.

Good luck in your search!

____________

Post Date: 9/15/2011 at 8:17 AM Author: James Barth Title: Job Selection process is not even screened based on qualifications Post: If that were the case I would be hired, however; I do believe this. I think that the job selection is a little more selective in the Macon Georgia area for instance and they are basing it on Race, perhaps the whole OPM is like that. The reason I state this is: I am a sevice disabled veteran with a compensable injury, I am also an expert in my industry field,I work for the State of Georgia, and have worked for Lockheed in the past, however; I always get back the same response, I am not a veteran with a compensable disabilty, and I do not meet the best qualified either. I find that all just a little more than curious as I listed everything should someone screening have cared to read it. What I believe is this. Had I not been White I would have been the "Magical Fit for the job". But what can you expect when we have a president that has used that race card more times than I care to count. It is funny how EEOC guidelines does not affect OPM. Man what a joke


What is USAJOBS 3.0?

 

Over the past year, the Federal Government has made tremendous strides in streamlining the hiring process under the President’s Hiring Reform Initiative (http://www.whitehouse.gov/the-press-office/presidential-memorandum-improving-federal-recruitment-and-hiring-process).  In order to continue to make progress, executive departments and agencies collaborated to enhance the Federal employment search portal, USAJOBS. 

 

The latest iteration--USAJOBS 3.0, is planned for implementation in October 2011.  Different from the current version, USAJOBS 3.0 has an increased capacity to provide applicants, hiring managers, and human resource professionals with information to improve the recruitment and hiring process, as well as provide robust and secure data standardization and sharing.

 

OPM will provide regular updates to agencies through multiple venues, including this email, blog, a bi-weekly newsletter to agencies, and through social media outlets, including GovLoop, Facebook, and Twitter. 

 

USAJOBS 3.0, What to Expect: A common repository for storing applicant resumes and all associated documents.

 

* Centralized access to recruiting tools, templates, policy, and guidance

* Integrated data collection points between USAJOBS and agency back-end Talent Acquisition Systems

* A common repository for storing applicant resumes and all associated documents

* More robust government-wide analytical reporting for use by agencies, OMB, and OPM

* Enhanced resume mining capabilities (i.e., via special hiring authorities)

* Improved logic for applicants that asks targeted questions based on previous responses

* Enhanced search capabilities

* Applicant tools to support and encourage career exploration (e.g., “if you like this job, you may also be interested in these”)

 

Discontinuation of Employer Services

 

* The first major change with 3.0 is the discontinuation of Employer Services, which has already been communicated with your agency points-of-contact. 

* On July 1, the ability to post and edit new jobs via Employer Services ended. Recruiters are now only able to view resumes, communicate with candidates, and close out existing announcements.

* All job opportunity announcements must have a closing date no later than August 1. 

* Total access to Employer Services will be discontinued effective October 1, 2011. So, be sure to print, download or retrieve any case files that might need to be maintained after October 1, 2011.


The time-in-grade requirement is a restriction that applies to Federal employees in competitive service General Schedule positions at grades 5 and above. These employees qualify for promotions to higher grades if they have: (1) At least one year of specialized experience equivalent in difficulty to the next lower grade level or (in some cases) the equivalent education; and (2) service of at least 52 weeks at their current grade. In some cases where Federal employees have education or have gained previous experience outside of the Federal Government they can apply for positions that are open to the general public. These are positions advertised as “WHO MAY BE CONSIDERED: United States Citizens.” You would be considered as an external candidate regardless of your Federal Government status but you will be required to meet the education and/or specialized experience requirements. I suggest you review positions advertised as stated above and review the qualifications requirements for the position. It was not necessary for you to quit your job to be able to move to a position with more promotion potential. I really hope this information helps.

Dear Mr. Murphy, 

Thank you for your insight and comments.

Several of the points you make are in fact key tenants of the President’s Hiring Reform Guidance and intent of a year ago.  A key theme that you talk to in your comments is the point that it takes time to change the culture of an institutionally imbedded system; in this case, how the Federal government hires.  We have made great inroads into improving the Federal hiring process over the course of the last year.  We also recognize there are areas for improvement; and we are working to improve those areas.  But as you indicate, it takes time to “turn the aircraft carrier” so to speak.

In short, over the last year, we have; in alliance with the Federal agencies, made a herculean effort to implement key hiring reform initiatives.  Some key results are that we have seen dramatic improvement in applicant satisfaction, hiring manager satisfaction and engagement in the process and the necessary collaboration and communication between the hiring official, the HR specialist and the applicant.

If you’d like to know more about the progress of Federal hiring reform, please visit:

http://www.opm.gov/HiringReform/Index.aspx

http://www.performance.gov/

http://www.whitehouse.gov/the-press-office/presidential-memorandum-improving-federal-recruitment-and-hiring-process


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