1. Considerations for Implementing the OPM Classification Recommendation for Performance Analysts Bethany Blakey Performance Improvement Council November 30, 1012

2. WHAT do we want to see happen? Agencies hire  the right people  into the right offices  creating the right teams to support and enhance performance management and performance improvement

3. WHY do we Care about the Classification of Performance Analysts Individual or Agency Level ImpactGovernmentwide Impact Provides more structure to guide design of specific performance analyst type positions Better defines level of difficulty and responsibility between grade levels May impact grade and/or compensation Provides foundation for career ladders that stimulate career development Provides the foundation for governmentwide class of performance analyst type positions Connect similar positions across agencies making them more comparable Facilitates mobility Enhances ability to hire across agencies and share resources

4. HOW can I, as Hiring Manager or Supervisor, use this to hire the right people into the right offices creating the right teams? Examine the need – current and futureApply elements of the new information resourcesDesign integrated teams and partner relationshipsPlace analysts in existing or evolving career laddersProactively engage existing and evolving career developmentNetwork across programs, offices, and agencies

5. Decision Factors for Implementation Options WHO? Single Individual Selection of Individuals Single Team Selection of Teams/Offices Agency-wide WHAT? Single Competency Selection of Competencies Groupings of Competencies All Competencies TO WHAT DEGREE? Refresh New Techniques or Approaches ‘One Step Up’ ‘0 to 60’ From Nothing to Something From Knowledge to Practice New Skills WHEN? Immediately Within a Performance Cycle Over Time with Natural Turnover Over Time with Proactive Career Development At a Future Point in Time

6. A Few of Your Options for Implementation Do nothing To all analysts doing performance work or just those in 343 series To all HQ analysts doing performance work at least 75% of the time Other Apply informational resources without regard to occupational series With new hires only, hiring 343’s explicitly to enter an evolving career ladder Over 1-5 years as more career development and learning resources become available to support the shift Other Grandfather in the series and/or application of informational resources Review all analyst positions doing performance work at least 50% of the time for possible conversion Use a blend of 343s and other types of analysts within or outside the 343 series Other Convert performance analysts to 343 Only at HQ level Ensure there is at least one 343 performance analysts in every major component agency Other Apply only to certain levels or types of offices within an agency

7. Resources Performance Competencies Draft Position Descriptions Position Design Draft Job Announcements Recruiting Sources & Channels Recruitment Recommended Experiential and Educational backgrounds Sample Interview Questions Selection Position Design, Recruitment, and Selection Toolkit