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SES Hiring Cycle Model

SES Hiring Cycle Model. Eddie Ribas, Director NOAA Workforce Management Office March 7, 2006. Outline. Purpose Issue Background & Discussion Summary. Purpose. Information brief on our new accelerated SES hiring model. Strategic Plan Metric Workforce Management – ABC Hiring Cycle.

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SES Hiring Cycle Model

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  1. 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 MetricWorkforce Management – ABC Hiring Cycle Monthly Calendar days from SESReceipt of Request to Tentative Selection 405 Days to make SES selection 438 325 308 312 236 ACTUAL 05 175 150 150 Days = FORMER GOAL FY05 72 72 Days = NEW GOAL FY06

  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

  9. NOAA Hiring Model NOAA SES Hiring Model:

  10. NOAA Hiring Model ___________________________ 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.

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