Hiring Guide for Managers

Hiring Guide for Managers

Ft. Sam Houston Civilian Personnel Advisory Center (CPAC)

January 9, 2019

The FSH CPAC Manager's Guide to Hiring

January 2019

The Fort Sam Houston Civilian Personnel Advisory Center (CPAC) is

under the Civilian Human Resources Agency (CHRA). CHRA's mission is to provide comprehensive Human Resources (HR) services across entire lifecycle of civilian employment, from recruitment to separation, for all civilian personnel within the Department of the Army across multiple personnel systems.

There are several "Stake-holders" involved in this hiring process: the hiring official, the HR Liaison (at the G1 organization/command), Manpower/Budget G8, the CPAC HR Specialist, Applicants, and Selectee. Each office is important and contributes to the overall hiring process as well as contributes in the Time to Hire (T2H) and fill a vacancy. The one key person is the hiring manager who must plan for the transition of the individual (incoming and outgoing), the work to be performed (PD), as well as the selection, onboarding and development of the employee. This Hiring Guide is intended to help our managers serviced by the Ft. Sam Houston Civilian Personnel Advisory Center (CPAC), understand the hiring process, supplement any command specific guidance, and the important role hiring officials have in every phase. The information below lays out the essential steps of the hiring process after the hiring official has identified a need to fill a vacant position, received approval to fill the position, and has contacted the CPAC. This guide will help the manager maneuver through the various stages of filling a civilian position including the "Pre-Request for Personnel Action (RPA)" process, the creation of the RPA, the announcing of the position, post-announcement phase, the selection phase, and finally ? onboarding the new civilian to the organization!

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The FSH CPAC Manager's Guide to Hiring

January 2019

Hiring a civilian has many steps (or phases) and is a team effort. The CPAC supports and advises the manager in every phase of the employment cycle. In the exhibit above, CPAC directly supports the tasks highlighted in green. Our goal is to hire a civilian in 80 days or less (this includes the CPAC and manager time). The hiring process is broken down into phases. The different phases are Pre-RPA time, Initiation of the RPA, Vacancy Announcement, Referral list to the manager, Referral list returned to the CPAC, Commitment of the selectee (firm job offer); fingerprinting, security, background checks, drug testing, and physical security clearance as described in this chart below:

Pre-RPA Process This is the beginning of the process for filling the vacancy. After conferring with your command HR liaison and or resource management team for necessary approvals. The hiring manager or subject matter expert should always review the civilian position description (PD) for their vacant position. Reviewing a positions duties to ensure they are up to date and in line with the mission should occur whenever there is a vacancy, before recruiting for the position.

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The FSH CPAC Manager's Guide to Hiring

January 2019

Positions Descriptions (PD) are structured documents assigning work to a given position. They provide the major duties and responsibilities; tell what tasks are completed for each major duty or responsibility and describe the function of the work in relation to other positions in the organization. Positions descriptions should NOT be over inflated to reach a specific pay plan, series or grade.

The Classification Process at the CPAC:

1) Our team members evaluate the positon not the person 2) Our team members evaluate the total position in accordance with the OPM classification

standards (i.e., technical/ administrative authority, scope & effect etc.) 3) Our team evaluates each position on its own merit, we do not compare the work of similar

positions 4) We consider the intent of the classification standard... its basis and the differences between

grades when making classification decisions.

This classification stage is critical in filling your vacancy. It is the hiring manager's responsibility to ensure the PD is correct. Here are the classification stages. If you have any questions about classification, before submitting your Request for Personnel Action (RPA), please contact your servicing CPAC Classification Specialist!

After ensuring the positions properly classified you are ready to start the recruitment process. Page | 4

The FSH CPAC Manager's Guide to Hiring

January 2019

STAFFING & RECRUITMENT

STEP 1 ? Submit Recruitment Package Recruitment Package

The hiring manager or HR liaison should create a request for recruitment via the Request for personnel action entry tool (RPA entry tool) in AutoNOA. The organizations resource manager and or HR liaison must approve the hiring action prior to sending the action to CPAC. (Non- fill actions are usually submitted for processing via DCPDS or AUTONOA please contact your HR liaison or HR specialist if you have questions)

Once your request arrives at the CPAC one of our classification specialist will review the action, the attached position description and position designation tool forms (PDT). If all documents and information are in order our team will complete a position build and flow the request to our staffing specialist for action.

STEP 2 ? Priory Programs

Once your action has entered staffing the priory placement programs must be appropriately cleared. The Automated Stopper and Referral System (ASARS) will refresh daily. Staffing specialist will be notified of any potential matches via e-mail and will take necessary action to appropriately clear or place mandatory candidates.

Our Staffing team member will also open up the Special Consideration Tracker (SCT) and ensure refer any viable candidates entitled to consideration prior to proceeding with recruitment. SCT candidates are not mandatory placements, however, they are entitled to receive priority consideration. Therefore viable candidates will be sent to management for consideration and decision on placement prior to other qualified candidates.

STEP 3 ? Strategic Recruitment Discussion, Job Analysis and Assessment Questionnaire

Strategic Conversation

The strategic conversation is a key element in the planning process for an effective, efficient hiring process, which will result in hiring the right person for the right job in a timely manner. Once the hiring official determines there is a need to fill a position, whether it is new or existing, it is incumbent upon the manager to contact the HR Specialist to discuss the position itself, recruitment strategies, and any current or potential issues which could impact the hiring process.

Job Analysis

The rating criteria used to determine which applicants will be referred for selection are based on an in-depth analysis of the job. The HR Specialist will work closely with the hiring official or the SME to determine the major job duties and identify the duties that are most important. Analysis of the job entails a review of the position description, classification standard, qualification standard, etc., to ensure the duties are fully understood.

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