whose job is it anyway partnership for public service webinar 06142011

Call to ServeEffective Hiring Workshop and

Webinar Series

Call to ServeEffective Hiring Workshop and

Webinar Series

Whose Job Is It Anyway?: Roles and Responsibilities in Job Analysis and

Assessment

June 14, 2011

Whose Job Is It Anyway?: Roles and Responsibilities in Job Analysis and

Assessment

June 14, 2011

Today’s Plan

Determining “Whose Job Is It Anyway?” For Your Agency

Straight from the Source• Department of the Treasury – Job Analysis• Department of Labor – Applicant Assessment

Practical Tips for Hiring Mangers (and Reminders for HR)

Next Steps for YOU!

Whose Job Is It Anyway?

I don’t have time for hiring and recruitment

activities.

I have no control over

how our automated system is screening

candidates.Why am I not getting

higher quality candidates?

Whose Job Is It Anyway? In Job Analysis?

Collect Tasks and Competencies

(Joint Effort between HR and Hiring

Manager or Supervisor)

Rate tasks and competencies

(Hiring Manager or Supervisor)

Drop Low-rated tasks or

competencies (HR)

Consensus and Documentation

Whose Job Is It Anyway? In Assessment?

Remember, good assessments:

improve quality of hire;

enhance satisfaction of hiring manager; and

increase speed with which the right person is chosen and hired.

Whose Job Is It Anyway? In Assessment?

Review Job Analysis and

Provide Recommendations to Hiring Manager

(HR)

Confirm Job Analysis

(Hiring Manager)

Discuss Assessment

Situation and Factors

(Joint Effort)

Identify Appropriate

Assessment Tools(HR in

Consultation with Hiring Manager)

Resources for Your Agency: ADT

OPM’s Assessment Decision Tool (ADT):• An interactive system for developing customized assessment strategies• Presents assessment methods based on competencies targeted for

assessment and situational factors relevant to the hiring situation

OPM’s Assessment Decision Guide:• Contains additional information on assessment options and

considerations

http://apps.opm.gov/ADT

Resources for Your Agency

Delegated Examining Operations Handbook: http://www.opm.gov/deu/Handbook_2007/DEO_Handbook.pdf

O*Net Online: http://www.onetonline.org/

Personnel Assessment and Selection Resource Center: http://apps.opm.gov/ADT

Uniform Guidelines on Employee Selection Procedures: http://www.uniformguidelines.com/uniformguidelines.html

Resources for Hiring Managers

Bite-Size Training for Hiring Managers:http://golearn.gov/HiringReform/index.htm

Hiring Reform Training and Information for Hiring Managers: https://max.omb.gov/community/display/HumanCapital/OPM+Management+Development+Centers+-+Hiring+Reform+for+Managers+-+Finding+and+Keeping+Talent

Straight from the Source: U.S. Department of the Treasury

Tools used in the Lean Six Sigma process that can be implemented anywhere:• Listen to ALL customers and stakeholders: use the positive and

negative feedback to isolate/identify root causes and determine how to address them.

• Find ways to measure success: determine metrics in order to measure and monitor performance, assess the current system, create new tracking systems or reform old methods, and utilize qualitative measures such as surveys or focus groups in order to prove success.

• Test ideas before full implementation: assess what has/hasn’t worked and make adjustments before full rollout.


Identifying roles and responsibilities was one of our chief struggles with the job analysis process:• We first clarified the communication process through a “plain language”

checklist for service center HR specialists.• We then engaged managers through a recruit action email that included

their role in supporting the process and next steps.• We are further defining the responsibilities of all parties including

policy HR, service center HR, and hiring managers.


Strategic Conversations: guided communication


Top Tips for Hiring Managers:• Start with your workforce planning needs, so you hire

not just for today, but for the future of your staff as well.

• Determine what you need before entering the recruit action. Is it a mid-level position or a developmental role? Do they need analytical skills more than technical skills? How do you want to recruit for this position? Answering these types of questions beforehand will make discussions with HR more meaningful

• Don’t assume that everything will go as planned. Ask about different assessment methods, competency questions, etc. in order to ensure success. Be proactive!

Plan ahead

Use a staff plan

Stay engaged


Lessons Learned and Helpful Tips:• Involve process owners in idea generation and decision making • A strong project sponsor plays a large role in the success of the project• Gain buy-in from key stakeholders throughout the process, especially

in the beginning• Maintain consistent, informative communication• Make sure that stakeholders understand how data is going to be used

Straight from the Source: U.S. Department of Labor

Agencies have great flexibility with assessments.

Make sure your work emphasizes results.

Do you feel the urgency?

Panelists

Tara Ricci• U.S. Office of Personnel Management

Allison Merkley• U.S. Department of the Treasury

C.C. Christakos• U.S. Department of Labor

Practical Tip for Hiring Managers - #5

Improve your time to hire metric by “playing the hot potato game”.• Plan to take action within a set period of time.• Be creative in communicating timelines and deadlines.


Take advantage of your agency’s hiring manager training and use it as an opportunity to build rapport with your HR staff.• It’s always more productive (and enjoyable) working with people

who know more than your name, and who you know more about than their name?

• The door then opens for you to provide feedback to HR on the process.

• Apply this in a “down the hall” setting or in interactions with HR staff on the other side of the country.


Know the end goal is having a good hire!• Be educated about the position you’re hiring for since you’ll be

working with the person who is hired into the job.


Arm yourself with information!• It’s best to know what other sectors and agencies are doing to assess

their candidates.• Ask HR what data is available to help craft your job analysis

together.


There is no need to “recreate the wheel” in a resource-constrained environment (or, ever, really).• USAJOBSrecruit• Partnership Connect• Ask!

Upcoming Opportunities

Effective Hiring Webinar SMEs to the Rescue, August 9, 2011, 2-3pm (Online)

OPM’s Meeting of the Minds with Sodexo on August 24, 2011, 1-3pm (In-Person and Online)

thanks

for their support of this webcast.

whose job is it anyway partnership for public service webinar 06142011

Education

job analysis

hiring managers

hiring managers

hiring manager

practical

joint effort

process

assessment