US Forest Service Human Resources Management What positions we fill and How we fill them 1.
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Transcript of US Forest Service Human Resources Management What positions we fill and How we fill them 1.
US Forest Service Human Resources Management
What positions we fillWhat positions we fillandand
How we fill themHow we fill them
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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
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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
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US Forest Service Human Resources Management
•5 types 5 types •Professional & Scientific •Technical•Administrative•Clerical•Fire Positions
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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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
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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)
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US Forest Service Human Resources Management
• 3 Authorities 3 Authorities •Excepted (Noncompetitive)•Demonstration Project•Merit Promotion Plan
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
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Excepted or Noncompetitive
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
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Excepted or Noncompetitive
US Forest Service Human Resources Management
New Initiative (Regulations not yet finalized) Three tiered program• Intern• Recent Graduates• Presidential Management Fellow
Excepted or NonCompetitive
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Pathways Programs
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
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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
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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
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Demonstration Project (Demo)
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
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Demonstration Project (Continued)
US Forest Service Human Resources Management
Government EmployeesSome Special AuthoritiesNo Ranking (all compete against each other)
FS Hiring Processes
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Merit Promotion Program
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
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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
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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
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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
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