human resources recruitment and placement module 7 national guard technician personnel management...
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Human Resources Recruitment and Placement
Module 7
National Guard Technician Personnel Management Course July 2014
Human Resources – Resources Branch
• Merit Principles/Prohibited Practices• Compatibility• 1 Mar 2014 Ohio Merit Plan• USA Staffing/ Selection Manager• RIF
National Guard Technician Personnel Management Course July 2014
Human Resources – Resources Branch
• Mission of Recruitment and Placement– To fill positions with qualified applicants– Uphold the Merit Principles– Avoid Prohibited Practices
National Guard Technician Personnel Management CourseJuly 2014
Human Resources – Resources Branch
References:• TPR 300 Ohio Merit Placement Plan• TPR 303 Military Technician Compatibility• TPR 715 Voluntary and Non-Disciplinary Actions
National Guard Technician Personnel Management Course July 2014
5
Merit System Principles5 U.S.C. 2301(b)
• Recruit , select and advance on merit after fair and open competition.
• Treat employees and applicants fairly and equally.
• Provide Equal Pay for Work of Equal Value
• Maintain High Standards of Integrity, Conduct, and Concern for the Public Interest
• Manage Employees Efficiently and Effectively
• Retain or Separate Employees on the Basis of Performance
• Educate/Train Employees When It will Result in Better Organizational or Individual Performance
• Protect employees from improper political influence, arbitrary action, and personal favoritism
• Protect Employees Against Reprisal for Lawful Disclosure of Information in Whistleblower
situations.
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Prohibited Personnel Practices5 U.S.C. 2302 (b)
Employees who have authority to take, direct others to take, recommend, or approve any personnel action Shall Not . . .
• Illegally discriminate for or against any employee
• Solicit or consider improper employment recommendations
• Coerce an employee’s political activity
• Obstruct a person’s right to compete for employment
• Influence any person to withdraw from competition for a position• Give unauthorized preference or improper advantage
• Appoint, employ, promote, or advice a relative
• Retaliate against a whistleblower, weather an employee or an applicant
• Retaliate against employees or applicants for filing an appeal
•Violate Any Law, Rule, or Regulation Implementing or Directly Concerning the Merit System Principles
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Occupational Match-up (MOS or AFSC) military & civilian positions
Grade/Rank - Military
structure is preeminent over
technician structure
Military Assignment - Unit
CompatibilityTPR 303
Military Membership - Appointment
TPR 303 Military Technician Compatibility
Technician Employees must meet Compatibility or will risk losing their technician job.
Typically have 12 months to become compatible.
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• Individual appointment exception; CLASP;
• Must include an solid justification as to why current
criteria is insufficient to meet the units needs.
• Record Kept in HRO
• Must include proposed resolution
• See Compatibility Guide for clarification
Compatibility Waivers
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Ohio Merit Promotion & Placement Plan
Updated: 1 March 2014
http://hr.ong.ohio.gov/Portals/0/technicians/regulations-and-policies/Scan_1.pdf
What information is found in the Ohio Merit Placement Plan?
Chapters:1) General Information2) Exception to Competition3) Vacancy Announcements4) Application Procedures5) Referral and Selection Procedures6) Records7) Key Staff Positions8) Grievances and Complaints
Appendices: Instructions for completing an SF-52 Merit Announcement Request Selection Instructions and Checklist
Chapter 1: General Information
Plan upholds Merit System Principles and the Prohibited Personnel Practices
outlined in 5 U.S.C. 2302(b)
Developed IWA regulatory guidance issued by OPM, DoD, and the National
Guard Bureau for placement and promotion of non-dual and dual status
technicians authorized by Title 32 U.S.C. 709, in support the Ohio Army and Air
National Guard.
Purpose: To fill Technician Vacancies with qualified, high-performance individuals,
on the basis of merit based factors, without discrimination.
The Ohio National Guard is an Equal Opportunity Employer
Chapter 2: Exceptions to Competition
Classification reviews that correct an existing standard or upgrade a position due to
additional duties.
Placement of over-graded Technicians as a result of a RIF
Reassignments to one position to another without Promotion or Change to Lower Grade
Developmental Promotions
Re-promotion to a grade from which a technician was demoted without personal cause and
not at their request.
Temporary promotions NTE 120 days
Selection of a Technician from the RPL
Reemployment IWA USERRA
PPP Placement
Placement as a corrective action by a court decision
Temporary Appointments with a NTE date
Chapter 3: Vacancy Announcements
Vacancy Requests/ What do you need? When do you send it?
SF-52, AGOH Form 690-52
Area of Consideration/ Min & Max Rank Requirements/ Length of
Announcement/ Compatibility
Vacancy Announcements/ USA Jobs
Staffer will build JOA in USA Staffing based on the PD of the position
You will be able to review the announcement before it is posted
Developmental Positions
Statement of differences
Cannot be Supervisory, Managerial, or Small Shop Chief Positions
Chapter 4: Application Procedures
Eligibility for Advertised Positions
Only information submitted in the application will be considered to determine
the eligibility of the applicant.
Military Grade Requirements
Min/Max Rank Requirements; will not cause grade inversion
Selective Placement Factors
KSA or Specialized Experience from NGB Qualification Standards
Conditions of Employment
Continued military membership for all dual-status positions; Security
Requirements, Training Requirements; Medical/ Physical Requirements.
Chapter 4: Application Procedures Continued
Application Procedures
Apply online through USA Jobs or through Fax
Must submit all required documentation in JOA and online questionnaire
Applicant Evaluation Procedures
HR Staffing Specialist evaluates all applicants based on NGB Qualification
Standards, AOC, and Rank requirements.
Forwards Selection Certificate to Selecting Official(s) Specified on the
AGOH Form 690-52
Chapter 5: Referral And Selection Procedures
Referral and Selection Procedures
Procedures for the Selecting Official
EEO Review Process
Notification – HR will notify Selecting Official when the Selection has been approved
Start Date- HR determines with coordination of Selecting Official
Chapter 8: Grievances and Complaints
Grievances (Labor Relations)
If a Technician believes that proper procedures were not followed in filling a
position, they may submit a grievance under the Agency Administrative
Procedures
Discrimination (EO Office)
Complaints of allegations of discrimination because of race, color, religion, sex,
age, handicapping condition, or national origin made during any phase of a
selection process will be considered under Ohio National Guard discrimination
complaint procedures. Individuals should contact the State Equal Employment
Office for information and procedures on filing a complaint.
Other Complaints (Human Resources Officer)
Directed to the Director for Human Resources. All inquires will be considered and
every effort made to resolve the complaints.
How to Completean SF-52
How to Complete aMerit Announcement Request
Selection Instructions and Checklist
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Hiring Flexibilities
• Recruitment, Relocation, and Retention Incentive
• Advance In-Hire Rate: Superior Quals or Special Agency Need
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Workforce Restructuring, Realignment, Reorganization
& Reduction in Force
Ref: TPR 351
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What Causes a RIF
• Budget Deficits• Force Structure Changes• Unit Deactivations• Unit Relocation• Unit Consolidations or Reorganizations• Aircraft Conversions or Reductions
Force Management: Mgmt-directed reassignments, CLG, VERA/VSIP, Cert of expected separation, hiring freezes/controls, attrition
Goal: close out RIF, avoid specific notices
60 Days:All affected
technicians have specific notices
(Blackout periods during FY closeout
& Dec-Jan), DoD PPP Registration
Reduction in Force Timeline
1 Year:General RIF Notice,
Competitive areas & levels,
Establish Retention register elements (Tenure, Performance, SCD)
Post-RIF:Final actions, DoD PPP 1 yr, ONG RPL 2 yrs
Goal: Ensure timeliness and preservation of entitlements
RIF Effective Date:Final Separations, Reassignments & Changes to Lower Grade implemented
Ongoing:Reporting on affected technicians and personnel actions, Town hall meetings, FAQ response, Individual counseling, military selective retention, labor-management communication
Human Resources – Resources Branch
Points of Contact
Ms. Dana Pharis– Branch Manager614-336-7049 [email protected]
CMSgt Caroline French – Classification Specialist
614-336-7390 [email protected]
Ms. Beverly Sherwin – Staffing Specialist 614-336-7313 [email protected]
National Guard Technician Personnel Management Course July 2014
Human Resources – Resources Branch
National Guard Technician Personnel Management Course July 2014
Where to find information:
http://hr.ong.ohio.gov/
http://www.ngbpdc.ngb.army.mil/
Human Resources Development
What can I clarify?
National Guard Technician Personnel Management Course July 2014