SES Hiring Cycle Model Eddie Ribas, Director NOAA Workforce Management Office March 7, 2006

2 Outline Purpose Issue Background & Discussion Summary

3 Purpose Information brief on our new accelerated SES hiring model.

4 Strategic Plan Metric Workforce Management – ABC Hiring Cycle Monthly Calendar days from SES Receipt of Request to Tentative Selection Days to make SES selection Days = FORMER GOAL FY05 72 Days = NEW GOAL FY ACTUAL

5 Issues Current SES hiring process takes too long Better describe roles and responsibilities Better describe process

6 What is the hiring model about: Hiring the right people, with the rights skills, in the right time. Managing the expectations of applicants and selecting officials – Measure to Manage! Make hiring a priority Human Capital Standard for Success (30-day model) Meeting our mission.

7 Responsibility for this model: All of us! WFMO owns the process. Success not possible without all of us doing our part.

8 OPM Hiring Model The OPM SES Hiring Model ActivityTime Frame in work days Announcement closes, HR makes preliminary qualifications determinations and convenes ERB 3 days Panel convenes to rate and rank applications to determine BQ 5 days HR prepares certificate of BQ for consideration of Selecting Official 3 days Selecting Official interviews, selects and secures approval of Agency Head 7 days HR prepares case for OPM review and presentation to QRB for certification and forwards to OPM 7 days Total Agency time: 25 days OPM reviews case and forwards to QRB 5 days Total time to fill job:30 days

9 NOAA Hiring Model NOAA SES Hiring Model: LEAD ACTIVITYTIME FRAME (Work Days) DUE DATE ACTUALS LO/CODate position vacated. Strategic conversation. Date complete recruitment package received in WFMO 10 Days WFMOReview package, obtain approvals5 Days OHRMApproval to proceed with recruitment2 Days WFMO LO/CO Open vacancy announcement (minimum 30 days) LO/CO coordinates/sets up rating and interview panels Advises panel of roles and responsibilities 1 Day WFMOReview Applications – Send to Rating Panel5 Days WFMORate and determine BQ Candidates – Secure panel documentation 5 Days WFMOPrepare BQ cert; obtain OERB and Appointing Authority Approval 3 Days

10 NOAA Hiring Model LEAD ACTIVITYTime Frame (Work Days) Due DateACTUALS LO/COInterviews. Submits tentative selection with pay justification by 15 th day 15 Days WFMOSecure Appointing Authority approval3 Days WFMO LO/CO Prepare case for DOC approval. ECQs. Ensures selectee’s cooperation in process 10 Days SECURITYPre-appointment waiver (required by DOC)5 Days WFMOOBTAIN OERB and Appointing Authority approval3 Days OHRMReview and refer package to ASA/CFO for approval 5 Days OPMQualifications Review Board approval10 Days ___________________________ Total Recruitment Time – 72 Days Sign and Date (NOAA Part – 50 days)

11 Discussion Differences in Models: Our model captures entire process, OPM model starts day after vacancy announcement closes. OPM takes care of OPM, we need to go through Department, then to OPM. Our Strategy: 30-day model not possible Improve our NOAA processes Measure to Manage

12 What else is WFMO doing? Developing Realistic, Attainable Goals and Metrics Increasing Executive Resources Staff Improving Communications with DOC at all levels 1. Executive Resources Staff 2. HR Directors 3. Deputy Under Secretary and Assistant Secretary for Administration Leveraging Technology (e-Qip) Standardizing Templates

13 What can you do to help? Stay within defined timelines Make hiring a priority Due diligence in recruiting – reference checks, salary expectations, etc. Assistance in working with tentative candidates (through ECQ and Security Process) Keep us informed of your progress Provide us with feedback

14 What DOC OHRM is doing? Very interesting in seeing what we come up with and developing service level agreement. New Executive Resources Director New NOAA Executive Resources Representative.

15 Summary: Why? We have an obligation to maintain an effective SES recruitment program Our collective cooperation and understanding will ensure we hire the right Senior Executive, with the right skills, in the right time. Assuring that we have the necessary talent on board to meet our mission.