SS130: Staff Acquisition in the Merit Promotion Process - Workshop
Technical Area(s) | Staffing |
---|---|
Staffing Competencies |
|
HR General Competencies |
|
Proficiency Level(s) | 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:
|
Seat Time/Course Length | This ILT course package should be advertised as a three and a half day course. (Note: This seat time is for the classroom session only; it does not include time for OJT and coaching activities.) |
Lesson 1: Workshop Overview |
|
Objective Type |
Objectives |
Terminal |
Recognize what will be covered in this course |
Enabling |
Recognize the steps of the hiring process covered in this workshop |
Lesson 2: Staffing Acquisition Process Review |
|
Objective Type |
Objectives |
Terminal |
Evaluate the process for conducting staffing acquisition activities, including developing a recruitment strategy, conducting a job analysis, developing an effective assessment strategy, and developing an effective JOA |
Enabling |
Use appropriate HR concepts, regulations, and policies to develop a recruitment strategy to meet an organizational hiring need |
Enabling |
Use appropriate HR concepts, regulations, and policies to conduct a job analysis to meet an organizational hiring need |
Enabling |
Develop an effective assessment strategy to help identify quality candidates to meet organizational needs |
Enabling |
Develop an effective job opportunity announcement (JOA) to help attract quality candidates to meet organizational needs |
Lesson 3: Data Analytics |
|
Objective Type |
Objectives |
Terminal |
Apply data analytics methods to inform recruiting initiatives |
Enabling |
Identify the data that is available to inform recruiting initiatives |
Enabling |
Identify the methods for collecting data that are available to inform recruiting initiatives |
Enabling |
Identify the methods for analyzing data that are available to inform recruiting initiatives |
Enabling |
Given a scenario, apply data analytics methods to determine optimal recruiting approaches |
Enabling |
Plan for reporting and accountability requirements that will need to be fulfilled during staffing |
Lesson 4: Determining the Recruiting Strategy |
|
Objective Type |
Objectives |
Terminal |
Based on input from a hiring manager, determine an appropriate recruitment strategy, including appointing authority, priority placement requirements, hiring authorities and flexibilities, and recruitment options and sourcing strategies to be used |
Enabling |
Consult with a hiring manager to determine the requirements for a position |
Enabling |
Based on input from a hiring manager, determine the appropriate appointing authority, priority placement requirements, and hiring authorities and flexibilities for a position |
Enabling |
Determine which pros and cons of various recruitment techniques to discuss with a hiring manager |
Enabling |
Given a hiring scenario, apply federal laws, regulations, policies, and initiatives to suggest recruitment activities and sourcing strategies that result in an inclusive and diverse workforce |
Enabling |
Given a hiring scenario, apply compensation flexibilities as part of the recruitment strategy |
Enabling |
Apply the HR concepts, regulations, policies, and tools for recruiting candidates in a hiring scenario |
Enabling |
Address challenges in collaborating with a hiring manager to determine the recruitment strategy |
Enabling |
Demonstrate service excellence behaviors that support consulting with a hiring manager to determine the recruitment strategy |
Lesson 5: Job Analysis |
|
Objective Type |
Objectives |
Terminal |
Use appropriate HR concepts, regulations, and policies to conduct a job analysis to meet an organizational hiring need |
Enabling |
Given a hiring scenario, analyze existing job analysis data to determine the need for updating or conducting a new job analysis |
Enabling |
Given a hiring scenario, apply appropriate tools, principles, methods, standards, and guidelines to conduct a job analysis |
Enabling |
Given a hiring scenario, document job analysis results and the process used to obtain those results |
Enabling |
Address challenges in conducting a job analysis |
Enabling |
Demonstrate service excellence behaviors that support effective job analysis |
Lesson 6: Selecting an Assessment Strategy |
|
Objective Type |
Objectives |
Terminal |
Select an appropriate assessment strategy for a hiring scenario |
Enabling |
Select an appropriate assessment tool for use in a given scenario |
Enabling |
Determine if using multiple assessment tools would be beneficial |
Enabling |
Determine an assessment strategy for determining the most qualified candidates for a hiring scenario |
Enabling |
Address challenges in selecting and customizing an assessment strategy |
Enabling |
Demonstrate service excellence behaviors that support effective application of an assessment strategy |
Lesson 7: Developing New Assessment Questionnaire Items |
|
Objective Type |
Objectives |
Terminal |
Develop new assessment questionnaire items |
Enabling |
Write screen-out items and rating items for assessment questionnaires |
Enabling |
Identify tips and pitfalls for writing quality assessment questionnaire items |
Enabling |
With guidance, identify an appropriate rating scale to measure an assessment questionnaire item response |
Enabling |
Identify recommended internal and external reviews |
Enabling |
With guidance, address challenges in developing new assessment questionnaire items |
Enabling |
Demonstrate service excellence behaviors that support effective development of an assessment questionnaire |
Lesson 8: Creating the JOA |
|
Objective Type |
Objectives |
Terminal |
Apply the information from job analysis and consultation with the Hiring Manager to create an effective job opportunity announcement that fulfills the recruitment strategy |
Enabling |
Apply the laws, regulations, and agency-specific policies to comply with public notice requirements |
Enabling |
Create an effective job opportunity announcement for a hiring scenario |
Enabling |
Demonstrate communication that conveys the values and mission of the organization to potential candidates |
Enabling |
Demonstrate communication that conveys the value of Federal employee benefits in a hiring scenario |
Enabling |
Address challenges related to creating and publishing an effective JOA |
Enabling |
Demonstrate service excellence behaviors that support effective creation of a JOA |
Lesson 9: Staff Acquisition for FWS Positions |
|
Objective Type |
Objectives |
Terminal |
Given a hiring scenario, apply appropriate tools, principles, methods, standards, and guidelines to conduct a job analysis for an FWS position |
Enabling |
Given a hiring scenario, apply appropriate tools, principles, methods, standards, and guidelines to conduct a job analysis for an FWS position |
Enabling |
Based on input from a Hiring Manager, determine the minimum qualifications and selective factors for an FWS position |
Enabling |
With guidance, write minimum qualifications questions, including specialized experience descriptions for automated delivery for an FWS position |
Enabling |
With guidance, identify an appropriate rating scale to measure an assessment questionnaire item response for an FWS position |
Lesson 10: Staffing Acquisition and Recruitment Process Capstone |
|
Objective Type |
Objectives |
Terminal |
Given a hiring scenario, apply the appropriate process, laws, regulations, and agency-specific procedures for conducting staffing acquisition activities, including recruitment strategy, job analysis, assessment strategy, and recruitment |
Enabling |
Given a scenario, apply the appropriate process, laws, regulations, and agency-specific procedures to develop an overall recruitment strategy in a hiring scenario based on hiring manager input |
Enabling |
Given a scenario, apply the appropriate process, laws, regulations, and agency-specific procedures to conduct a job analysis |
Enabling |
Given a scenario, apply the appropriate process, laws, regulations, and agency-specific procedures to develop assessment questionnaire items |
Enabling |
Given a scenario, apply the appropriate process, laws, regulations, and agency-specific procedures to create an effective job opportunity announcement that fulfills the designated recruitment strategy for a position |
Lesson 11: Wrap Up and Action Planning |
|
Objective Type |
Objectives |
Terminal |
Plan how to apply lessons learned on staffing acquisition principles and practices in the work environment |