CLD Learning Central: SS120: Introduction to Staff Acquisition Activities in the Merit Promotion Process


Technical Area(s)	Staffing
Staffing Competencies	Agency Staffing Policies and Procedures Assessment Staffing Policies and Procedures Hiring Authorities Job Analysis Public Notice/Job Opportunity Announcements Recruitment/Placement Strategic Recruitment Technical Documentation
HR General Competencies	Attention to Detail Client Engagement/Change Management Creative Thinking Customer Service Decision Making Influencing/Negotiating Integrity/Honesty Interpersonal Skills Legal, Government, and Jurisprudence Oral Communication Organizational Awareness Planning and Evaluating Problem Solving Reading Reasoning Self-Management Stress Tolerance Technical Competence Writing
Proficiency Level(s)	Level 2 - Basic Level 3 - Intermediate
Target Audience	The target audience for this course package is Staffing Specialists at GS levels 7-9.
Prerequisites	There are no prerequisites for this course. However, for the best learning outcomes, the following courses are recommended, but not required, to be taken before this course: HR002: Introduction to Human Resources (HR) Management HR004: Foundations of Service Excellence for HR Professionals -Staffing HR006: Effective Writing for HR Professionals -Staffing SS002: Staffing Laws and Regulations SS004: The Federal Hiring Process for Staffing Specialists SS006: Staffing Programs for Special Populations SS110: Staffing for Organizational Impact SS112: Processing Personnel Actions DE Certification Course (if the learner is also working toward DE Certification)
Seat Time/Course Length	This WBT course package should be advertised as a 8-hour course, which includes time for taking the pre-test and the post-test. The OJT portion of the course includes five sessions (one per week) and should be completed within eight weeks of completion of the WBT.

Module 1: Validate the Staffing Need and Develop a Recruitment Strategy
Objective Type	Objectives
Terminal	Use appropriate HR concepts, regulations, and policies to develop a recruiting strategy to meet an organizational hiring need
	Lesson 1: Course Introduction
Enabling	Recall the federal hiring process and identify where this course fits into that process
	Lesson 2: Validate the Staffing Need
Enabling	Describe the roles of the hiring manager and HR in validating the staffing need
Enabling	Describe the information that must be considered for a successful hiring effort
	Lesson 3: The Recruitment Strategy Meeting
Enabling	Recall the purpose and intended outcomes of the recruitment strategy (or recruitment consultation) meeting
Enabling	Describe information that should be discussed to identify and refine the need
Enabling	Identify guidelines for compensation flexibilities
	Lesson 4: Recruiting Strategies
Enabling	Describe the requirements of and process for developing a successful recruitment strategy
Enabling	Identify sources for recruitment
Enabling	Identify practices that can be used for effective outreach
Enabling	Explain how various recruitment techniques can be leveraged by Hiring Managers for optimal recruitment, selection, and placement
	Lesson 5: Develop a Recruiting Strategy
Enabling	Apply the HR concepts, tools, and techniques to the recruitment of candidates in a hiring scenario

Module 2: Job Analysis
Objective Type	Objectives
Terminal	Use appropriate HR concepts, regulations, and policies to conduct a job analysis to meet an organizational hiring need
	Lesson 1: Position Description Review
Enabling	Understand the purpose of the position description review
Enabling	Describe the process for the position description review
Enabling	Describe how position classification relates to the hiring process
	Lesson 2: Job Analysis Review
Enabling	Define job analysis
Enabling	Identify ways in which a job analysis supports human resource (HR) functions, including hiring
Enabling	Determine when a job analysis should be conducted
	Lesson 3: Updating or Conducting a Job Analysis
Enabling	Describe the steps for conducting a job analysis
Enabling	Identify sources for gathering position information
Enabling	Describe the components of a quality task statement
Enabling	Describe the considerations for developing competency definitions
Enabling	Describe how to collect task and competency ratings and determine cut-offs for the rating scales
Enabling	Describe the job analysis documentation requirements
	Lesson 4: Conduct a Job Analysis
Enabling	Apply the job analysis process in a hiring scenario

Module 3: Developing an Assessment Strategy
Objective Type	Objectives
Terminal	Develop an effective assessment strategy to help identify quality candidates to meet organizational needs
	Lesson 1: What is an Assessment?
Enabling	Recall the role of assessments in federal hiring
	Lesson 2: Common Assessments in the Federal Hiring Process
Enabling	Define validity and reliability
Enabling	Describe the most common types of assessments
	Lesson 3: Developing an Assessment Strategy
Enabling	Describe a multiple hurdles approach
Enabling	Describe considerations for developing an assessment strategy
Enabling	Select an appropriate assessment tool for use in a given scenario
Enabling	Describe how cut-off scores are used
	Lesson 4: Introduction to Writing Assessment Questionnaire Items
Enabling	Describe the types of questions that can be used to screen out unqualified or ineligible applicants using an automated assessment questionnaire
Enabling	List the three parts of the item writing formula
Enabling	Identify tips and pitfalls for writing quality assessment questionnaire items
Enabling	Describe the types of rating scales used in automated assessment questionnaires

Module 4: Job Opportunity Announcements
Objective Type	Objectives
Terminal	Develop an effective JOA to attract quality candidates to meet organizational needs
	Lesson 1: JOA Purpose and Requirements
Enabling	Describe the value of an effective Job Opportunity Announcement (JOA)
Enabling	Identify the required items in a JOA
Enabling	Identify the optional information to include in a JOA
	Lesson 2: Writing Effective JOAs
Enabling	Describe the major sections of a JOA
Enabling	Describe tips for streamlining JOAs to maximize effectiveness
Enabling	Recall principles of effective writing that can increase the effectiveness of a JOA
	Lesson 3: Detailing Minimum Qualifications
Enabling	Describe the purpose of qualification analysis and qualification standards
Enabling	Define minimum qualifications for GS positions
Enabling	Define minimum qualifications for FWS positions
Enabling	Describe methods for determining and listing minimum qualifications
	Lesson 4: Reviewing and Posting the JOA
Enabling	Describe the process for obtaining consensus of the effectiveness and accuracy of the JOA
Enabling	Describe the process for posting the JOA for a hiring scenario
	Lesson 5: Create an Effective JOA
Enabling	Create an effective job opportunity announcement for a hiring scenario

Last modified: Tuesday, March 16, 2021, 4:57 PM