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STAFFING SECTION

Explore the employment requirements, staffing factors, merit placement principles, and various staffing options in human resources administration.

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STAFFING SECTION

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  1. STAFFING SECTION CAROL OTTO HUMAN RESOURCES SPECIALIST (RECRUITMENT AND PLACEMENT) (573) 638-9500 ext. 39644 TRACINA HARRISON HUMAN RESOURCES SPECIALIST (RECRUITMENT AND PLACEMENT) (573) 638-9500 ext. 37495 NATALIE SOTO-CORTES HUMAN RESOURCES ASSISTANT (573) 638-9500 ext. 39811 NANCY BROWNE HUMAN RESOURCES ASSISTANT (573) 638-9500 ext. 39717

  2. STAFFING OPTIONS AND ADMINISTRATION

  3. Overview • Employment Requirements • Staffing Factors • Merit Placement Principles • Staffing Options • Supervisor’s Responsibilities • State Staffing Procedures

  4. Employment Requirements • Requirements for Civil Service National Guard Employment • Dual Status (DS) – Excepted Service • Must maintain military membership • Must be assigned to compatible military skill • Must maintain compatible military appointment • Title 5 – Excepted Service • Not required to maintain military membership • Title 5 – Competitive Service • Not required to maintain military membership

  5. Occupational Matchup (MOS) w/ military and civilian positions Grade/Rank - Military structure is preeminent over technician structure Compatibility Military Membership - Appointment Military Assignment - Unit

  6. National Guard Military Compatibility • National Guard Employee Military Compatibility is defined as: • The condition in which the National Guard employees are assigned to positions in the proper military grades (Officer Warrant Officer, or Enlisted) and military assigned to the military units (MTOE/TDA/UMDA) that employs them, or to a unit that support other military units

  7. Grade Inversion is NOT permitted for Title 32 National Guard employees

  8. Employment Requirements • Requirements for Dual Status Application • Eligibility • Applicants must meet the dual status qualification requirements to be referred for consideration • Placement • Applicants must meet military requirements before placement • Pre-placement physicals are required for certain Federal Wage System (FWS) positions

  9. Employment Requirements • Requirements for Title 5 Application • Eligibility • Applicants must meet Title 5 and/or OPM qualification requirements to be referred for consideration • Veterans’ Preference documentation must be submitted as part of application packet for Veterans’ Preference consideration • Placement • Applicants must complete a background investigation and receive favorable approval before placement

  10. Staffing Factors • Staffing Factors • Urgency, Time Available • Fill From Within or Outside • Availability of Qualified Applicants

  11. Merit Placement Principles • Federal Requirement (5 CFR) • Requirements of State Merit Plan • Identify Kinds of Positions, Actions, and Exceptions • Identify Areas of Considerations • Placement Eligibility • Select or Non-Select • Administrative Records

  12. Staffing Options • Guidance for Staffing Decisions • State Position Management Plan • State Merit Placement Plan • Labor Management Agreement • Permanent Fill versus Temporary Fill • Internal Fill versus External Fill

  13. Staffing Options • Internal Movement of Current National Guard Employees • Cannot move current National Guard employees between Title 32 and Title 5 or vice versa. Must hold competition to be able to move between these two services. • The following are options to fill position(s) instead of advertising or to fill a gap until filled • Reassignment – employee’s request or management directed • Change to Lower Grade – employee’s request or management directed • Promotion – temporary basis (120 days without competition) • Detail – 120 day increments up to 1 year • Must Meet Qualifications • Must Compete for Higher-Graded Positions

  14. Staffing Options • Temporary Employment • Depending on the budget and mission need, temporary employment is an option to provide assistance when permanent employee is deployed, to get a special project accomplished, or facilitate in reducing backlog. • This can be accomplished non-competitively or with competition. • Non-Competitive Temporary Appointment • Authorized for Title 32 Dual Status only – not Title 5 • MUST MEET QUALIFICATIONS • Military Compatibility is not applicable • 12 months is the maximum time allowed without competition • Must have a 12 month break after working on a 12 month non-competitive appointment • Submit Temporary Employee Package (Letter of Instructions) thru the SAFE system • Must allow one full pay period from date of receipt in HR to process

  15. Staffing Options • Temporary Employment (Continued) • Competitive Temporary Appointment • Authorized for both Title 32 and Title 5 • Must be advertised utilizing the Merit Placement process • MUST MEET QUALIFICATIONS • Military Compatibility is not applicable • Upon selection, may be placed in a temporary position for 1 year from the effective date of placement (depending on circumstances) • Employee can be in the temporary position up to 4 years (in 1 year increments) • Entitled to military leave after serving one year as a temporary employee • Must allow one full pay period from date the selection package is received in HR to process

  16. Supervisory Responsibilities • Requires Positive Efforts and Actions • Learn Options Available • Learn Eligibility Requirements • Keep Accurate Records • Promptly Submit Source Documents • Follow Up

  17. Summary • Employment Requirements • Staffing Factors • Merit Placement Principles • Staffing Options • Supervisor’s Responsibilities • State Staffing Procedures

  18. Questions???

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