US Forest Service Human Resources Management What positions we fill and How we fill them 1.

US Forest Service Human Resources Management

What positions we fillWhat positions we fillandand

How we fill themHow we fill them

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80 day hiring model May 2010 November 2010 Forest Service status with this model

Outreach Prior to start of 80 day model

• Contact with internal and external sources to notify of pending vacancy announcements.

Overview of Hiring Process

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Eastern Region Hiring Guide Vacancy

• Built in collaboration with Hiring manager and HR Specialist Candidate Review & Qualification

• HR Specialist qualifies all reachable applicants prior to issuing referral lists• HR specialist provides Race, Sex and National Origin data to hiring panel for

documentation Hiring Panel

• Checks references, conducts interviews and recommends selections Selection Process

• Line officer submits recommendations to Regional Forester (RF)– RF’s Office reviews and determines selection– RF’s Office notifies Line officer & HR Specialist of final result– HR completes job offer form and submits to Employee supervisor if

internal – HR makes external job offers– Suitability Check– Official offer, processing and Entry on Duty (EOD)

Overview of Hiring Process

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Questions?

Overall Hiring Process

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•5 types 5 types •Professional & Scientific •Technical•Administrative•Clerical•Fire Positions


Two grade interval positions Single graded after GS-11 (Career ladders 5/7/9, etc)

Requirements Education

• Generally starts with 4 year degree with relevant coursework• Requirement increases with each increase in position grade

Experience• 1 yr next lower level (except for entry level)

Other• Education and Experience can be combined

Professional

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Skill Sets Analysis, writing, critical thinking, research Some field work and other requirements, such as walking on

uneven ground, etc., might be required for certain positions Specialized experience must have equipped the applicant with

the knowledge, skills and abilities that are relevant to the position to which they are applying

Job Titles (Some General Examples) Scientists (Biologist, Archeologist, etc.) and Researchers Accountants, Mathematicians, Computer Science Professionals Educators and Health Professionals Engineers and Architects

Professional

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Two-grade interval positions Single graded after GS-11 (Career ladders 5/7/9, etc)

Requirements Education

• Generally starts with 4 year degree with relevant coursework• Requirement increases with each increase in position grade

Experience• 1 yr next lower level (except for entry level)

Other• Education and Experience can be combined

Administrative & Management

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Skill Sets General

• Problem solving• Planning and organization• Effective all around communication techniques• Usually Sedentary – must be able to sit for long periods of time

Specialized• Same as general but increasingly complex• Management positions require leadership training and management

experience Job Titles (Some General Examples)

Management positions (District Ranger, Forest Supervisor, etc) Administrative Specialist positions (HR, Budget or Administrative

Officer) Writer/Editors, Grant Management, Realty, Public Affairs, etc.

Administrative & Management

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Single Graded Requirements

Education• Begins with no education (at GS-1 level), gradually increases with

grade level.• Not always required• Can be used in lieu of experience if coursework is relative to the

position Experience

• General– Begins with no experience and increases to 6 months to qualify

for GS-4 level• Specialized

– Begins with 6 months at GS-4 an increases to 1 yr next lower level for GS-5 and up

Technical

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Requirements (continued) Education and Experience

• Equal combinations apply for all positions accepting both Training

• Special training can be used to meet Specialized experience, where applicable

• Intensive Special course (less than 1 year) MAY meet GS-3 requirement. – Must be greater than 3 months– Must be designed as specific career prep for position

Technical

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Skill Sets General

• Any type work that demonstrate ability perform the position• Familiarity with subject matter or processes of broad area of the occupation

Specialized• Experience that shows particular knowledge, skills and abilities (KSA’s) to

perform the position• Must be equal to at least next lower grade level• May be additional experience required

Job Titles (A Few Examples) Forestry Technician (a variety of specialties) Safety Technician, Guide Biological Science Technician, Soil Conservation Technician Recreation Aid and Assistant, Range Technician, Environmental Health

Technician Engineering, Survey, or Hydrologic Technician

Technical

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Single Graded Positions Requirements

Education• Begins with no education (at GS-1 level), gradually increases with

grade level.• Not always required• Can be used in lieu of experience if coursework is relative to the

position Experience

• General– Begins with no experience and increases to 6 months to

qualify for GS-4 level• Specialized

– Begins with 6 months at GS-4 an increases to 1 yr next lower level for GS-5 and up

Clerical

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Requirements (continued) Education and Experience

• Equal combinations apply for all positions accepting both Training & Proficiency

• Special training can be used to meet Specialized experience, where applicable

• Intensive Special course (less than 1 year) MAY meet GS-3 requirement. – Must be greater than 3 months– Must be designed as specific career prep for position

• Proficiency requirements – Office Automation (any grade)

» Must type 40 wpm

Clerical

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Skill Sets General

• Responsibility and complexity of clerical or office work increases with grade

• Organizational and customer service skills• Sedentary – must be able to sit for long periods of time

Specialized Experience• Experience that is directly related to the duties of the position• Must be equal to 1 year at next lower level

Job Titles (Only a few) Aid/Clerk/Assistant with Administrative, HR and other duties Specific Titles (only a couple)

• Office Automation Clerk, HR Assistant and Secretary

Clerical

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2 types (based on Title and Duties) IFPM – Interagency

• Must have required training to qualify• Must show certification

FPM – Only Forest Service• Can receive necessary training if qualified otherwise. • Only can do so until 10/1/2013.

Fire Positions

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All must meet 90 day wildland firefighting requirement Maximum entry age All positions (including temporary positions) must pass

physical fitness tests. Some positions are in the drug testing pool Special Retirement Categories Primary Firefighting Positions

• Main duties are fighting wildland fires or use & maintenance of equipment

Secondary Firefighting Positions• Clearly in firefighting field and are first level supervisors or

administrators. Must have firefighting experience

Fire Positions (continued)

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Questions?

Job Types

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• 3 Authorities 3 Authorities •Excepted (Noncompetitive)•Demonstration Project•Merit Promotion Plan


Schedule A Process Can be Excepted with conversion to competitive, or can be

used for Temporary or Term appointments 2 year appointment with possible conversion to

competitive appointment Documentation of disability and job readiness required If Job readiness form is questionable, can be temporary to

test for job readiness Can be hired either by application to Merit announcement

or as noncompetitive appointment

Hiring Processes

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Excepted or Noncompetitive


Veteran’s Recruitment Act (VRA) Noncompetitive appointment to any Temporary, Term or an

Excepted Appointment up to GS-11 level 2 year appointment with conversion to competitive

appointment Documentation of Service is required Can be hired either by application to Merit announcement or as

noncompetitive appointment Eligibility

• Vets who served during a war or campaign• Vets who received a campaign medal• Recently separated vets (within 3 years)

Hiring Processes

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Excepted or Noncompetitive


New Initiative (Regulations not yet finalized) Three tiered program• Intern• Recent Graduates• Presidential Management Fellow

Excepted or NonCompetitive

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Pathways Programs


STEP Program Temporary Student Intern Must be in school (high school, technical college, vocational college,

Job Corps, 2 year college, 4 year college) Can be Full or Part Time

Student Career Experience Program Program for Students (high school, technical college, vocational

college, Job Corps, 2 year college, 4 year college) Agreement between Student/Manager/Advisor Must graduate and work 640 hours

• If converted from STEP program STEP hours must apply to career discipline

Completion of requirements leads to noncompetitive placement, provided a position can be found

Pathways Programs

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Presidential Management Fellows (PMF) For graduate students Rigorous entry requirements Only open for application during September Appointment to position with preparation for leadership Appointment is for 2 years and may lead to conversion to

career or career conditional appointment Recent Graduates

Not Fully Developed at this time

Pathways Programs

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External (US Citizens can apply) Applicant lists are ranked as follows:

Special Authorities – CTAP/ICTAP/RPL (All have time limits)• CTAP is for Agency Employees whose jobs are no longer

necessary• ICTAP – is an interagency placement program like CTAP• RPL is a list of former USDA employees who were separated

or accepted a lower graded position under a RIF – OR – are fully recovered from a compensable injury after more than one year

FS Hiring Authorities

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Demonstration Project (Demo)


Applicant List Ranking (continued) Veteran’s Preference

• CPS, XP, CP, TP are all at same level and compete with each other– Honorable discharge after 3 years or more in the service

UNLESS» Vet has served at least 180 days in a campaign which is

allowed OR» Vet has been injured

Non Veteran• Only reachable if Veterans do not qualify or do not accept job offer

FS Hiring Processes

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Demonstration Project (Continued)


Government EmployeesSome Special AuthoritiesNo Ranking (all compete against each other)

FS Hiring Processes

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Merit Promotion Program


Special Authorities Veteran’s Employment Opportunities Act (VEOA)

• Allows veterans to compete under Merit promotion procedures

• Open to candidates outside the agency• Eligibility

– Preference Eligible– Separated after 3 or more years of continuous service

performed under honorable conditions

Merit Promotion Program

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Special Authorities (continued) Military Spouses

• Noncompetitive appointment to Temporary, Term or Permanent

• Eligibility (2 year time period)– Spouses who relocated to a new permanent duty station– Spouses of veterans with a 100% disability rating

• Must apply to announcement and meet qualifications• Only can use 1 time per Duty Station Move• Must provide proof of eligibility• Subject to other conditions (same as other applicants)

Merit Promotion Plan

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Special Authorities (continued) Peace Corps/Vista

• Noncompetitive appointment (other than temporary employment)

• Peace Corps or Vista volunteers are eligible• Only within one year of release • Can be extended up to three years if:

– In military service– Studying at a recognized institution of higher learning– In another activity that agency views as acceptable for

extension


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Special Authorities (continued) Reinstatement

• Noncompetitive Appointment of Employees who have separated from the Forest Service under favorable conditions– Career Conditional (non-tenured)

» Eligible for 3 years from date of separation (unless employee is preference eligible)

– Career (tenured) and Vet Preference Eligibles» Lifetime reinstatement eligibility


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Questions?Catherine Jurisic – [email protected] 815-423-2163

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US Forest Service Human Resources Management What positions we fill and How we fill them 1.

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