Considerations for Implementing the OPM Classification Recommendation for Performance Analysts...
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Transcript of Considerations for Implementing the OPM Classification Recommendation for Performance Analysts...
Considerations for Implementing the OPM Classification Recommendation
for Performance Analysts
Bethany BlakeyPerformance Improvement Council
November 30, 1012
WHAT do we want to see happen?
Agencies hire the right people into the right offices creating the right teamsto support and enhance performance
management and performance improvement
WHY do we Care about the Classification of Performance Analysts
Individual or Agency Level Impact Governmentwide Impact
Provides more structure to guide design of specific performance analyst type positions
Better defines level of difficulty and responsibility between grade levels
May impact grade and/or compensation
Provides foundation for career ladders that stimulate career development
Provides the foundation for governmentwide class of performance analyst type positions
Connect similar positions across agencies making them more comparable
Facilitates mobility
Enhances ability to hire across agencies and share resources
HOW can I, as Hiring Manager or Supervisor, use this to hire the right people into the right offices creating the right teams?
Examine the need – current and future
Apply elements of the new information resources
Design integrated teams and partner relationships
Place analysts in existing or evolving career ladders
Proactively engage existing and evolving career development
Network across programs, offices, and agencies
Decision Factors for Implementation Options
WHO?
Single IndividualSelection of Individuals
Single TeamSelection of Teams/Offices
Agency-wide
WHAT?
Single CompetencySelection of CompetenciesGroupings of Competencies
All Competencies
TO WHAT DEGREE?
RefreshNew Techniques or Approaches
‘One Step Up’‘0 to 60’
From Nothing to SomethingFrom Knowledge to Practice
New Skills
WHEN?Immediately
Within a Performance CycleOver Time with Natural TurnoverOver Time with Proactive Career
DevelopmentAt a Future Point in Time
A Few of Your Options for Implementation
Do nothing
•To all analysts doing performance work or just those in 343 series
•To all HQ analysts doing performance work at least 75% of the time
•Other
Apply informational resources without regard to occupational
series
•With new hires only, hiring 343’s explicitly to enter an evolving career ladder
•Over 1-5 years as more career development and learning resources become available to support the shift
•Other
Grandfather in the series and/or application of informational
resources
•Review all analyst positions doing performance work at least 50% of the time for possible conversion
•Use a blend of 343s and other types of analysts within or outside the 343 series
•Other
Convert performance analysts to 343
•Only at HQ level
• Ensure there is at least one 343 performance analysts in every major component agency
• Other
Apply only to certain levels or types of offices within an agency
Resources
• Performance Competencies
• Draft Position Descriptions
Position Design
• Draft Job Announcements
• Recruiting Sources & Channels
Recruitment• Recommended
Experiential and Educational backgrounds
• Sample Interview Questions
Selection
Position Design, Recruitment, and Selection Toolkit