SS002: Staffing Laws and Regulation Details
| Technical Area(s) |
Staffing |
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| Staffing Competencies |
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| HR General Competencies |
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| Proficiency Level(s) | Level 2 - Basic |
| Target Audience | Early career HR Specialists, Grades 5-7 (3 years or less of federal HR experience) This course is a foundational course that does not align directly with a specific level or role of the HR Professional Framework. It most closely aligns with the Technical Specialist, Apprentice level. |
| Prerequisites | None However, for the best learning results, the following courses should be taken before this course:
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| Seat Time/Course Length | The advertised seat time for this course, including time for the online Baseline Knowledge Assessment and Post Course Knowledge Assessment should be 3 ½ hours. Please note that the Baseline Knowledge Assessment must be completed prior to the first day of class. |
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Staffing Laws and Regulations |
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Objective Type |
Objectives |
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Terminal |
The purpose of this course is to provide an in-depth overview of the hiring laws and regulations, how they affect Staffing Specialists when recruiting and selecting candidates, and provide opportunities to apply these laws and regulations to various hiring scenarios. |
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Lesson 1: Merit System Principles |
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Enabling |
Describe hiring process audit activities conducted by the Merit System Accountability and Compliance office and an agency’s HR office |
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Enabling |
Identify the correct actions to take to fulfill Merit System Accountability requirements in a hiring scenario |
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Enabling |
Identify the correct reporting actions to take in a hiring scenario |
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Enabling |
Identify annual Delegated Examining internal audit requirements |
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Enabling |
Identify the corrective actions to take when you identify errors in an audit scenario |
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Lesson 2: Prohibited Personnel Practices |
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Enabling |
Identify prohibited personnel practices |
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Enabling |
Apply the prohibited personnel practices to a hiring scenario |
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Lesson 3: Hiring Authorities |
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Enabling |
Define the types of service in the federal government |
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Enabling |
Identify how delegated (or competitive) examining and merit promotion can be used for selection to the competitive service |
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Enabling |
Explain how noncompetitive and excepted appointing authorities can be used for selection into the competitive service |
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Enabling |
Describe how excepted appointing authorities can be used to fill positions in the competitive service |
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Enabling |
Identify how the excepted service appointing authorities can be used for placement in the excepted service |
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Enabling |
Identify priority placement programs |
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Enabling |
Determine which appointing authorities would be appropriate to use when filling a position in a hiring scenario |
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Lesson 4: Veterans’ Hiring Authorities and Preference |
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Enabling |
Identify the history and rationale behind Veterans’ Preference |
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Enabling |
Appreciate the value that hiring veterans brings to an agency |
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Enabling |
Explain how Veterans’ Preference is applied in hiring |
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Enabling |
Apply Veterans’ Preference rules and guidelines to a hiring scenario |
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Enabling |
Describe the special hiring authorities available to hire veterans |
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Enabling |
Identify common errors when adjudicating Veterans’ Preference and the consequences of those errors |
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Enabling |
Demonstrate appropriate use of veterans’ hiring authorities in a hiring scenario |
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Lesson 5: Merit System Accountability |
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Enabling |
Describe hiring process audit activities conducted by the Merit System Accountability and Compliance office and an agency’s HR office |
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Enabling |
Identify the correct actions to take to fulfill Merit System Accountability requirements in a hiring scenario |
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Enabling |
Identify the correct reporting actions to take in a hiring scenario |
|
Enabling |
Identify annual Delegated Examining internal audit requirements |
|
Enabling |
Identify the corrective actions to take when you identify errors in an audit scenario |