1. US Forest Service Human Resources Management What positions we fill and How we fill them 1

2. US Forest Service Human Resources Management 80 day hiring model  May 2010  November 2010  Forest Service status with this model Outreach  Prior to start of 80 day model Contact with internal and external sources to notify of pending vacancy announcements. Overview of Hiring Process 2

3. US Forest Service Human Resources Management Eastern Region Hiring Guide  Vacancy Built in collaboration with Hiring manager and HR Specialist  Candidate Review & Qualification HR Specialist qualifies all reachable applicants prior to issuing referral lists HR specialist provides Race, Sex and National Origin data to hiring panel for documentation  Hiring Panel Checks references, conducts interviews and recommends selections  Selection Process Line officer submits recommendations to Regional Forester (RF) – RF’s Office reviews and determines selection – RF’s Office notifies Line officer & HR Specialist of final result – HR completes job offer form and submits to Employee supervisor if internal – HR makes external job offers – Suitability Check – Official offer, processing and Entry on Duty (EOD) Overview of Hiring Process 3

4. US Forest Service Human Resources Management Questions? Overall Hiring Process 4

5. US Forest Service Human Resources Management 5 types 5 types Professional & Scientific Technical Administrative Clerical Fire Positions

6. US Forest Service Human Resources Management Two grade interval positions  Single graded after GS-11 (Career ladders 5/7/9, etc) Requirements  Education Generally starts with 4 year degree with relevant coursework Requirement increases with each increase in position grade  Experience 1 yr next lower level (except for entry level)  Other Education and Experience can be combined Professional 6

7. US Forest Service Human Resources Management Skill Sets  Analysis, writing, critical thinking, research  Some field work and other requirements, such as walking on uneven ground, etc., might be required for certain positions  Specialized experience must have equipped the applicant with the knowledge, skills and abilities that are relevant to the position to which they are applying Job Titles (Some General Examples)  Scientists (Biologist, Archeologist, etc.) and Researchers  Accountants, Mathematicians, Computer Science Professionals  Educators and Health Professionals  Engineers and Architects Professional 7

8. US Forest Service Human Resources Management Two-grade interval positions  Single graded after GS-11 (Career ladders 5/7/9, etc) Requirements  Education Generally starts with 4 year degree with relevant coursework Requirement increases with each increase in position grade  Experience 1 yr next lower level (except for entry level)  Other Education and Experience can be combined Administrative & Management 8

9. US Forest Service Human Resources Management Skill Sets  General Problem solving Planning and organization Effective all around communication techniques Usually Sedentary – must be able to sit for long periods of time  Specialized Same as general but increasingly complex Management positions require leadership training and management experience Job Titles (Some General Examples)  Management positions (District Ranger, Forest Supervisor, etc)  Administrative Specialist positions (HR, Budget or Administrative Officer)  Writer/Editors, Grant Management, Realty, Public Affairs, etc. Administrative & Management 9

10. US Forest Service Human Resources Management Single Graded Requirements  Education Begins with no education (at GS-1 level), gradually increases with grade level. Not always required Can be used in lieu of experience if coursework is relative to the position  Experience General – Begins with no experience and increases to 6 months to qualify for GS-4 level Specialized – Begins with 6 months at GS-4 an increases to 1 yr next lower level for GS-5 and up Technical 10

11. US Forest Service Human Resources Management Requirements (continued)  Education and Experience Equal combinations apply for all positions accepting both  Training Special training can be used to meet Specialized experience, where applicable Intensive Special course (less than 1 year) MAY meet GS-3 requirement. – Must be greater than 3 months – Must be designed as specific career prep for position Technical 11

12. US Forest Service Human Resources Management Skill Sets  General Any type work that demonstrate ability perform the position Familiarity with subject matter or processes of broad area of the occupation  Specialized Experience that shows particular knowledge, skills and abilities (KSA’s) to perform the position Must be equal to at least next lower grade level May be additional experience required Job Titles (A Few Examples)  Forestry Technician (a variety of specialties)  Safety Technician, Guide  Biological Science Technician, Soil Conservation Technician  Recreation Aid and Assistant, Range Technician, Environmental Health Technician  Engineering, Survey, or Hydrologic Technician Technical 12

13. US Forest Service Human Resources Management Single Graded Positions Requirements  Education Begins with no education (at GS-1 level), gradually increases with grade level. Not always required Can be used in lieu of experience if coursework is relative to the position  Experience General – Begins with no experience and increases to 6 months to qualify for GS-4 level Specialized – Begins with 6 months at GS-4 an increases to 1 yr next lower level for GS-5 and up Clerical 13

14. US Forest Service Human Resources Management Requirements (continued)  Education and Experience Equal combinations apply for all positions accepting both  Training & Proficiency Special training can be used to meet Specialized experience, where applicable Intensive Special course (less than 1 year) MAY meet GS-3 requirement. – Must be greater than 3 months – Must be designed as specific career prep for position Proficiency requirements – Office Automation (any grade) » Must type 40 wpm Clerical 14

15. US Forest Service Human Resources Management Skill Sets  General Responsibility and complexity of clerical or office work increases with grade Organizational and customer service skills Sedentary – must be able to sit for long periods of time  Specialized Experience Experience that is directly related to the duties of the position Must be equal to 1 year at next lower level Job Titles (Only a few)  Aid/Clerk/Assistant with Administrative, HR and other duties  Specific Titles (only a couple) Office Automation Clerk, HR Assistant and Secretary Clerical 15

16. US Forest Service Human Resources Management 2 types (based on Title and Duties)  IFPM – Interagency Must have required training to qualify Must show certification  FPM – Only Forest Service Can receive necessary training if qualified otherwise. Only can do so until 10/1/2013. Fire Positions 16

17. US Forest Service Human Resources Management All must meet 90 day wildland firefighting requirement Maximum entry age All positions (including temporary positions) must pass physical fitness tests. Some positions are in the drug testing pool Special Retirement Categories  Primary Firefighting Positions Main duties are fighting wildland fires or use & maintenance of equipment  Secondary Firefighting Positions Clearly in firefighting field and are first level supervisors or administrators. Must have firefighting experience Fire Positions (continued) 17

18. US Forest Service Human Resources Management Questions? Job Types 18

19. US Forest Service Human Resources Management 3 Authorities 3 Authorities Excepted (Noncompetitive) Demonstration Project Merit Promotion Plan

20. US Forest Service Human Resources Management Schedule A Process  Can be Excepted with conversion to competitive, or can be used for Temporary or Term appointments  2 year appointment with possible conversion to competitive appointment  Documentation of disability and job readiness required  If Job readiness form is questionable, can be temporary to test for job readiness  Can be hired either by application to Merit announcement or as noncompetitive appointment Hiring Processes 20 Excepted or Noncompetitive

21. US Forest Service Human Resources Management Veteran’s Recruitment Act (VRA)  Noncompetitive appointment to any Temporary, Term or an Excepted Appointment up to GS-11 level  2 year appointment with conversion to competitive appointment  Documentation of Service is required  Can be hired either by application to Merit announcement or as noncompetitive appointment  Eligibility Vets who served during a war or campaign Vets who received a campaign medal Recently separated vets (within 3 years) Hiring Processes 21 Excepted or Noncompetitive

22. US Forest Service Human Resources Management New Initiative (Regulations not yet finalized)  Three tiered program Intern Recent Graduates Presidential Management Fellow Excepted or NonCompetitive 22 Pathways Programs

23. US Forest Service Human Resources Management STEP Program  Temporary Student Intern  Must be in school (high school, technical college, vocational college, Job Corps, 2 year college, 4 year college)  Can be Full or Part Time Student Career Experience Program  Program for Students (high school, technical college, vocational college, Job Corps, 2 year college, 4 year college)  Agreement between Student/Manager/Advisor  Must graduate and work 640 hours If converted from STEP program STEP hours must apply to career discipline  Completion of requirements leads to noncompetitive placement, provided a position can be found Pathways Programs 23

24. US Forest Service Human Resources Management Presidential Management Fellows (PMF)  For graduate students  Rigorous entry requirements  Only open for application during September  Appointment to position with preparation for leadership  Appointment is for 2 years and may lead to conversion to career or career conditional appointment Recent Graduates  Not Fully Developed at this time Pathways Programs 24

25. US Forest Service Human Resources Management External (US Citizens can apply) Applicant lists are ranked as follows:  Special Authorities – CTAP/ICTAP/RPL (All have time limits) CTAP is for Agency Employees whose jobs are no longer necessary ICTAP – is an interagency placement program like CTAP RPL is a list of former USDA employees who were separated or accepted a lower graded position under a RIF – OR – are fully recovered from a compensable injury after more than one year FS Hiring Authorities 25 Demonstration Project (Demo)

26. US Forest Service Human Resources Management Applicant List Ranking (continued)  Veteran’s Preference CPS, XP, CP, TP are all at same level and compete with each other – Honorable discharge after 3 years or more in the service UNLESS » Vet has served at least 180 days in a campaign which is allowed OR » Vet has been injured  Non Veteran Only reachable if Veterans do not qualify or do not accept job offer FS Hiring Processes 26 Demonstration Project (Continued)

27. US Forest Service Human Resources Management Government Employees Some Special Authorities No Ranking (all compete against each other) FS Hiring Processes 27 Merit Promotion Program

28. US Forest Service Human Resources Management Special Authorities  Veteran’s Employment Opportunities Act (VEOA) Allows veterans to compete under Merit promotion procedures Open to candidates outside the agency Eligibility – Preference Eligible – Separated after 3 or more years of continuous service performed under honorable conditions Merit Promotion Program 28

29. US Forest Service Human Resources Management Special Authorities (continued)  Military Spouses Noncompetitive appointment to Temporary, Term or Permanent Eligibility (2 year time period) – Spouses who relocated to a new permanent duty station – Spouses of veterans with a 100% disability rating Must apply to announcement and meet qualifications Only can use 1 time per Duty Station Move Must provide proof of eligibility Subject to other conditions (same as other applicants) Merit Promotion Plan 29

30. US Forest Service Human Resources Management Special Authorities (continued)  Peace Corps/Vista Noncompetitive appointment (other than temporary employment) Peace Corps or Vista volunteers are eligible Only within one year of release Can be extended up to three years if: – In military service – Studying at a recognized institution of higher learning – In another activity that agency views as acceptable for extension Merit Promotion Plan 30

31. US Forest Service Human Resources Management Special Authorities (continued)  Reinstatement Noncompetitive Appointment of Employees who have separated from the Forest Service under favorable conditions – Career Conditional (non-tenured) » Eligible for 3 years from date of separation (unless employee is preference eligible) – Career (tenured) and Vet Preference Eligibles » Lifetime reinstatement eligibility Merit Promotion Plan 31

32. Questions? Catherine Jurisic – cjurisic@fs.fed.us 815-423-2163cjurisic@fs.fed.us 32