oasam-regional human resources office chicago/kansas city region

OASAM-REGIONAL HUMAN RESOURCES OFFICECHICAGO/KANSAS CITY REGION

Understanding the Federal Hiring Process

Merit Promotion(Internal Hiring Process)

Merit Promotion – Area Of Merit Promotion – Area Of ConsiderationConsideration

• Look for the area of consideration: “STATUS NATIONWIDE” this allows preference eligibles to apply and compete with status applicants such as VEOA.

Merit Promotion - VEOAMerit Promotion - VEOA

• Veterans Employment Opportunities ActVeterans Employment Opportunities Act

– The Veterans Employment Opportunities Act The Veterans Employment Opportunities Act (VEOA) provides that agencies must allow eligible (VEOA) provides that agencies must allow eligible veterans to apply for positions announced under veterans to apply for positions announced under merit promotion procedures when the agency is merit promotion procedures when the agency is recruiting from outside its own workforce (outside recruiting from outside its own workforce (outside DOL).DOL).

– A VEOA eligible who competes under merit A VEOA eligible who competes under merit promotion procedures and is selected will be given promotion procedures and is selected will be given a career or career-conditional appointment. a career or career-conditional appointment. Veterans' preference is not a factor in these Veterans' preference is not a factor in these appointments.appointments.

Merit Promotion – Referral Merit Promotion – Referral ProcessesProcesses• VEOA eligibles are referred along with status applicants.

Merit Promotion

Delegated Examining(External Hiring

Process)

• Any U.S. Citizen may apply and

• Announcements are posted on the OPM and DOL websites.

DEU

DEU - Announcements• Announcement posted for standard open

period of 10 business days.

• Minimum open period for announcement is 5 business days.

DEU - Selective Placement Factor

• Used to identify any qualifications that are important for the job.

• Characteristics of a selective factor include: Extensive training or experience to develop; essential for successful performance on the job, (i.e., if individuals do not have the selective factor, they cannot perform the job); almost always are geared toward a specific technical competency; and cannot be learned on the job in a “reasonable” amount of time.

DEU - Selective Placement Factor (Continued)

• Selective Factors are used as “screen out.”

• A commonly applied selective factor is a special language requirement such as Spanish, Russian etc.

DEU - Veterans Preference

• For the purpose of preference in Federal employment the following definition applies: Veteran means a person who was separated with an honorable discharge or under honorable conditions from active duty in the armed forces performed:

DEU - Veterans Preference (Continued)

• In a war; or• In a campaign badge or expedition for

which a campaign badge has been authorized; or

• During the period beginning April 28, 1952, and ending July 1, 1955; or

• For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning January 31, 1955, and ending October 15, 1976.

DEU - Veterans Preference (Continued)

• During Gulf War from August 2, 1990 through January 2, 1992; or

• For more than 180 consecutive days, other than for training, any part of which occurred during the period beginning September 11, 2001, and ending on the date prescribed by Presidential proclamation; or

• Disabled veteran; or • Derived preference (Spouse of a disabled

veteran, widow/widower, mother of deceased veteran, mother of a disabled veteran).

DEU - Veterans Preference and the DEU Certificate • 30% Disabled Veteran (CPS) and less than

30% Disabled Veteran (CP) float to the top, regardless of numerical rating, ahead of all other eligible's, except ICTAP and Priority Consideration eligibles.

• Tentative Preference (TP) are placed in score order

• For professional or scientific positions at grades GS-9 and above veterans are not automatically placed at the top (i.e. GS-0893, Chemical Engineer).

DEU - Certificates

• Certificates are prepared in score order. Three names are referred for one vacancy and for each additional vacancy one more name is referred on the certificate.

• Selecting official may interview selectively.

• Veterans’ Preference laws and the Rule-of-Three apply.

DEU – Certificates (Continued)

• Certificates expire in 90 days, unless an extension is granted from the Regional Human Resources Officer before the certificate expires. An extension can be granted for 30 days only in extenuating circumstances and will be reviewed on a case-by-case basis.

DEU – Rule of Three

• The Rule of 3 is actually a law, 5 U.S.C. 3318(b), which provides that an appointing officer may select only one of the three highest ranked candidates as certified in score order, and may not skip over a preference eligible to select a non-preference eligible ranked lower on the certificate.

DEU – Common Scenarios Using the Rule of Three

• If all the top three candidates on a certificate are veterans, the selecting official can choose any one of those top 3 on the certificate regardless of Veteran’s Preference. The rule of thumb is “A Vet is a Vet.” – CPS

– CP– TP

• If you have a veteran first on the certificate followed by two non-veterans, the Veteran has blocked the certificate. The selecting official must select the Veteran.– TP– NV– NV

DEU - Common Scenarios Using the Rule of Three (Continued)

• If you have a veteran, non-veteran and a veteran, you must make a selection from among the two veterans.– TP– NV– TP

DEU - Common Scenarios Using the Rule of Three (Continued)

• If you have two non-veterans and a veteran, you can choose any one of the top 3.– NV– NV– TP

DEU - Common Scenarios Using the Rule of Three (Continued)

Delegated Examining

DOORS – DOL Online Opportunities

Recruitment System

DOORS - What is DOORS?DOORS - What is DOORS?

• DOORS stands for DOL Online Opportunities Recruitment System

• DOORS is an automated E-recruit system that converts DOL from a paper based recruitment process to an automated business process.

DOORS - What is DOORS?DOORS - What is DOORS?

DOORS is fully integrated with USAJobs.

• USAJobs is the “resume builder”• DOORs contains information

specifically related to the position being advertised.

DOORS – Application Process

How do I apply

for a position in

DOORS?

DOORS - Searching for vacant DOORS - Searching for vacant positionspositions

•DOORS

•USAJobs

•The system will only allow for you to apply for open positions; closed vacancies are removed from the website.

DOORS - Searching through DOORS - Searching through DOLDOL

DOORS - Searching through DOORS - Searching through USAJobs…USAJobs…

DOORS - USAJobs searchDOORS - USAJobs search

DOORS - EligibilityDOORS - Eligibility

DOORS - Vacancy DOORS - Vacancy announcementannouncement

DOORs – Selecting Your ResumeDOORs – Selecting Your Resume

DOORS - In DOL (DOORS)DOORS - In DOL (DOORS)

DOORS - In DOL (DOORS)DOORS - In DOL (DOORS)

DOORS - Identify the Grade / DOORS - Identify the Grade / LocationLocation

DOORS - Minimum quals and DOORS - Minimum quals and other questionsother questions

DOORS - Minimum quals and DOORS - Minimum quals and other questions other questions (Continued)(Continued)

DOORS - CBQsDOORS - CBQs

DOORS - Fax cover sheetsDOORS - Fax cover sheets

DOORS - Fax cover sheetsDOORS - Fax cover sheets

DOORS - Assessment of DOORS - Assessment of ApplicationsApplications• Once the vacancy announcement closes,

the HR Specialist assesses the applications submitted through DOORS– Review minimum qualification in

accordance with OPM’s Qualification Standards http://www.opm.gov/qualifications/

– Self-rating/ranking based on CBQ responses determine applicant’s score

– “Best qualified” group referred to selecting official on certificate

DOORS