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OASAM-REGIONAL HUMAN RESOURCES OFFICE CHICAGO/KANSAS CITY REGION Understanding the Federal Hiring Process.

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Presentation on theme: "OASAM-REGIONAL HUMAN RESOURCES OFFICE CHICAGO/KANSAS CITY REGION Understanding the Federal Hiring Process."— Presentation transcript:

1 OASAM-REGIONAL HUMAN RESOURCES OFFICE CHICAGO/KANSAS CITY REGION Understanding the Federal Hiring Process

2 Merit Promotion ( Internal Hiring Process )

3 Merit Promotion – Area Of Consideration Look for the area of consideration: STATUS NATIONWIDE this allows preference eligibles to apply and compete with status applicants such as VEOA.

4 Merit Promotion - VEOA Veterans Employment Opportunities ActVeterans Employment Opportunities Act –The Veterans Employment Opportunities Act (VEOA) provides that agencies must allow eligible veterans to apply for positions announced under merit promotion procedures when the agency is recruiting from outside its own workforce (outside DOL). –A VEOA eligible who competes under merit promotion procedures and is selected will be given a career or career-conditional appointment. Veterans' preference is not a factor in these appointments.

5 Merit Promotion – Referral Processes VEOA eligibles are referred along with status applicants.

6 Merit Promotion

7 Delegated Examining (External Hiring Process)

8 Any U.S. Citizen may apply and Announcements are posted on the OPM and DOL websites. DEU

9 DEU - Announcements Announcement posted for standard open period of 10 business days. Minimum open period for announcement is 5 business days.

10 DEU - Selective Placement Factor Used to identify any qualifications that are important for the job. Characteristics of a selective factor include: Extensive training or experience to develop; essential for successful performance on the job, (i.e., if individuals do not have the selective factor, they cannot perform the job); almost always are geared toward a specific technical competency; and cannot be learned on the job in a reasonable amount of time.

11 DEU - Selective Placement Factor (Continued) Selective Factors are used as screen out. A commonly applied selective factor is a special language requirement such as Spanish, Russian etc.

12 DEU - Veterans Preference For the purpose of preference in Federal employment the following definition applies: Veteran means a person who was separated with an honorable discharge or under honorable conditions from active duty in the armed forces performed:

13 DEU - Veterans Preference (Continued) In a war; or In a campaign badge or expedition for which a campaign badge has been authorized; or During the period beginning April 28, 1952, and ending July 1, 1955; or For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning January 31, 1955, and ending October 15, 1976.

14 DEU - Veterans Preference (Continued) During Gulf War from August 2, 1990 through January 2, 1992; or For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning September 11, 2001, and ending on the date prescribed by Presidential proclamation; or Disabled veteran; or Derived preference (Spouse of a disabled veteran, widow/widower, mother of deceased veteran, mother of a disabled veteran).

15 DEU - Veterans Preference and the DEU Certificate 30% Disabled Veteran (CPS) and less than 30% Disabled Veteran (CP) float to the top, regardless of numerical rating, ahead of all other eligible's, except ICTAP and Priority Consideration eligibles. Tentative Preference (TP) are placed in score order For professional or scientific positions at grades GS-9 and above veterans are not automatically placed at the top (i.e. GS- 0893, Chemical Engineer).

16 DEU - Certificates Certificates are prepared in score order. Three names are referred for one vacancy and for each additional vacancy one more name is referred on the certificate. Selecting official may interview selectively. Veterans Preference laws and the Rule-of-Three apply.

17 DEU – Certificates (Continued) Certificates expire in 90 days, unless an extension is granted from the Regional Human Resources Officer before the certificate expires. An extension can be granted for 30 days only in extenuating circumstances and will be reviewed on a case-by-case basis.

18 DEU – Rule of Three The Rule of 3 is actually a law, 5 U.S.C. 3318(b), which provides that an appointing officer may select only one of the three highest ranked candidates as certified in score order, and may not skip over a preference eligible to select a non-preference eligible ranked lower on the certificate.

19 DEU – Common Scenarios Using the Rule of Three If all the top three candidates on a certificate are veterans, the selecting official can choose any one of those top 3 on the certificate regardless of Veterans Preference. The rule of thumb is A Vet is a Vet. –CPS –CP –TP

20 If you have a veteran first on the certificate followed by two non-veterans, the Veteran has blocked the certificate. The selecting official must select the Veteran. –TP –NV DEU - Common Scenarios Using the Rule of Three (Continued)

21 If you have a veteran, non-veteran and a veteran, you must make a selection from among the two veterans. –TP –NV –TP DEU - Common Scenarios Using the Rule of Three (Continued)

22 If you have two non-veterans and a veteran, you can choose any one of the top 3. –NV –TP DEU - Common Scenarios Using the Rule of Three (Continued)

23 Delegated Examining

24 DOORS – DOL Online Opportunities Recruitment System

25 DOORS - What is DOORS? DOORS stands for DOL Online Opportunities Recruitment System DOORS is an automated E-recruit system that converts DOL from a paper based recruitment process to an automated business process.

26 DOORS - What is DOORS? DOORS is fully integrated with USAJobs. USAJobs is the resume builder DOORs contains information specifically related to the position being advertised.

27 DOORS – Application Process How do I apply for a position in DOORS?

28 DOORS - Searching for vacant positions DOORS USAJobs The system will only allow for you to apply for open positions; closed vacancies are removed from the website.

29 DOORS - Searching through DOL

30 DOORS - Searching through USAJobs…

31 DOORS - USAJobs search

32 DOORS - Eligibility

33 DOORS - Vacancy announcement

34 DOORs – Selecting Your Resume

35 DOORS - In DOL (DOORS)

36

37 DOORS - Identify the Grade / Location

38 DOORS - Minimum quals and other questions

39 DOORS - Minimum quals and other questions (Continued)

40 DOORS - CBQs

41 DOORS - Fax cover sheets

42

43 DOORS - Assessment of Applications Once the vacancy announcement closes, the HR Specialist assesses the applications submitted through DOORS –Review minimum qualification in accordance with OPMs Qualification Standards –Self-rating/ranking based on CBQ responses determine applicants score –Best qualified group referred to selecting official on certificate

44 DOORS


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