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Building the Next Generation Workforce

IT Job Profile Pilot. Building the Next Generation Workforce. Ernie Paskey (empaskey@opm.gov) Office of Personnel Management Washington, DC. Human Resource Management Applications. Compensation. Selection. Training & Development. Succession Planning. Competencies. Career Planning.

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Building the Next Generation Workforce

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  1. IT Job Profile Pilot Building the Next Generation Workforce Ernie Paskey (empaskey@opm.gov) Office of Personnel Management Washington, DC

  2. Human Resource Management Applications Compensation Selection Training & Development Succession Planning Competencies Career Planning Organizational Alignment Performance Appraisal Classification

  3. Literature Review (IT: Draft Profile) Task - Competency Linkage HR Manager Survey (IT: June, 2000) Benchmark Development (IT: April, 2000) MOSAIC Approach Multipurpose Occupational Systems Analysis Inventory -- Closed-Ended

  4. Defining Today’s Jobs Old Method New Method • Knowledge, skills, abilities • Jobs are defined as bundles • of tasks • Employees perform strictly • definable tasks • Competencies • Jobs are defined • by competencies • Jobs are flexible

  5. Example: Writing Recognizes or uses correct English grammar, punctuation, and spelling; communicates information in a succinct and organized manner; produces written information, which may include technical material, that is appropriate for the intended audience. Develops surveys. Records information. Writes or edits scripts. Explains nontechnical information in writing. Contacts others in writing to obtain information. Writes news articles, speeches, or press releases. Explains technical or other complex information in writing.

  6. Example: Information Systems/Network Security • Knowledge of methods for developing, evaluating, coordinating, and disseminating security tools and procedures; ensuring, protecting, and restoring the security of information systems and network services and capabilities; identifying and eliminating information system vulnerabilities to inadvertent disclosure, modification, destruction, or denial of service.

  7. COMPREHENSIVE WORKFORCECOVERAGE Information Technology Science & Engineering Trades & Labor Professional & Administrative Clerical& Technical Managerial

  8. IT Occupational Study: The IT Job Profile Compensation Selection Training & Development Succession Planning Competencies Career Planning Organizational Alignment Performance Appraisal Classification

  9. What is the Job Profile? • www.opm.gov; classification; what’s new • Up-to-Date Classification Criteria • Job Related Qualifications • Targeted Recruitment • Valid Assessment

  10. Objectives • Strengthen Federal Government’s Ability to Recruit and Retain a Skilled IT Work Force • Modernize HR Tools • Apply New Approaches • Reflect Best Practices • Provide Greater Flexibility

  11. Features • Integrated • Streamlined • New Methods • Partnership with IT Community

  12. Time Served Occupation-specific Minimal requirements Limited assessment options Limits career mobility Paper-based, hard to use Whole person competency-based approach Optimal profile More assessment options Encourages career mobility Computer based, Internet access Qualification Standards Oldvs.New

  13. ValidityofAssessmentMeasures • Ability + Suitability tests .60* • Work sample tests .54 • Ability tests .51 • Behavioral event interviews .51 • Interviews (non-behavioral) .38 • Assessment centers .37 • Biodata .35 • Suitability tests .31 • References .26 • Education/Experience .11 • *Schmidt & Hunter, 1998

  14. IT Assessment Options Available Now Crediting Plan: Open-ended or ‘checklist’ format Structured Interview: Modular format covering 21 general and 22 technical competencies Objective Assessment: Web-based technical assessment Computer Assisted Interview: Web-based structured interview Other Options Assessment Center: Web-based simulation Work Sample: Web-based performance assessment Online Portfolio: Virtual data center of certifications, publications, work samples Interest Inventory: Match interests to occupations

  15. Evaluation of the Competency-Based Job Profile Pilot A continuous evaluation will provide information on: • The strengths of the approach • Areas that need improvement • Quality of hires • Diversity • Satisfaction with entire process

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