Recruiting Intelligence – OPM Makes Federal On/Off-Boarding Easier
What is changing?
The Office of Personnel Management (OPM) plans to make it easier for federal employees to attain career tenure. Federal employees will now achieve career tenure after three total years of credible service instead of after three continuous years of credible service. Breaks in credible service would be considered irrelevant.
The Department of the Army raised an issue with the policy because of military spouses. If military spouses in federal employment wished to maintain continuous service during permanent change of station (PCS) orders, s/he would have to resign from current positions and relocate to a new federal position within thirty days. The Department of the Army specifically asked for a reconsideration of the thirty-day break requirement. Instead of adjusting the thirty-day break in service portion of the policy, OPM decided to adjust the continuous service requirement, as it was found to be out of sync with today’s work environment.
The original policy was created in the mid-1950s and was based on the assumption that if a federal employee remained in a position for three continuous years without a break in service lasting longer than thirty days, then the individual was committed to a Federal service career. That assumption is no longer applicable to today’s work environment.
What are the benefits of the change?
Due to shrinking budgets, federal agencies are consistently discussing the needs for a reduction in force (RIF) or how to avoid one. This policy update gives those with career tenure a higher retention standing during a RIF. Career tenure also gives federal employees lifetime reinstatement eligibility, which means that the individual would not have to compete with the general public for future competitive service appointments and does not need to go through the competitive examining process again.
What does this mean for private sector recruiters?
The policy change reflects a shift for OPM that now seems to understand that today’s workforce is more mobile. The update also places a value on the private sector experience. The policy change does make it easier for private sector recruiters to recruit younger federal employees who may have served a short period with the government and are looking for industry experience.
While fewer public companies have similar processes for tenure, procedures for on-and-off boarding can often be similar. The OPM decision signals an important shift in the workforce, which recognizes that fewer employees will make a linear career progression with one company. As OPM changes its old-style rules, defense industry recruiters can learn from this example and highlight career tracks that encourage diversity in experience, including shifts from public to private sector work.
What does this mean for the federal government?
The policy change makes it easier to on-and-off board employees by changing requirements that were written in the 1950s. Many consider the federal government’s initial onboarding process to be onerous, so policy changes that reflect the reality of today’s work environment are a step in the right direction for OPM. This change could even help the Federal government lure back workers rather than penalizing them for leaving a position before the three-year mark.
CLEARED NETWORK TIP – HOW TO COMPLETE HIRING NEEDS ON YOUR CLEARED NETWORK PROFILE
One of the first things job seekers will see when they visit your profile on the Cleared Network is your Hiring Needs – this is a great section to highlight current in-demand skill-sets or careers. Job seekers have the opportunity to ‘like’ your hiring need updates, and seeing who’s ‘liked’ your needs is a great way to find active job seekers. Filling out this section couldn’t be easier – simply click ‘edit’ and type in your needs. Don’t write full job descriptions – just a single job title or skill set that’s most in-demand. Another critical tip – UPDATE! If a job seeker sees your hiring needs are more than six months old, they may wonder if you’re currently hiring for that skill. If a need is ongoing, go ahead and indicate it. Get specific or update by adding new certification requirements or hot contracts within your company. The right mix of ongoing needs and need-to-fill-now will ensure you get a diversity of candidates, and that your profile stands out among the crowd!
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