Fillable Opm1748 Hiring Reform Evaluation Report Template

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Opm1748 Hiring Reform Evaluation Report Template

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Hiring Reform Evaluation Report Template
The President’s Memorandum dated May 11, 2010, Improving the Federal Recruitment and Hiring process, directed OPM to establish a
Government-wide performance review and improvement process for hiring reform actions described in the Memorandum. The following
table will assist agencies evaluate their hiring reform efforts as part of their accountability program.
Applicable Merit System Principles: The following merit system principles (MSPs) are especially relevant to the Talent Management
system (5 U.S.C. 2301):
Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a workforce from all segments of
society, and selection and advancement should be determined solely on the basis of relative ability, knowledge and skills, after fair and open
competition which assures that all receive equal opportunity. [5 U.S.C. 2301(b)(1)]
All employees and applicants for employment should receive fair and equitable treatment in all aspects of personnel management without
regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition, and with proper regard
for their privacy and constitutional rights. [5 U.S.C. 2301(b)(2)]
Law: Veterans Preference Act of 1944 (as amended)
Expected Outcomes Assessment Findings/Required or Recommended Actions
Recruitment and hiring actions are consistent
with merit system principles and related civil
service requirements.
Met
Partially Met
Not Met
DE operations enable rather than deter the
public from applying for vacancies (e.g.,
streamlined JOAs written in plain language
with clear application procedures; meaningful
definitions of qualifying specialized
experience specific to positions advertised;
clear descriptions of evaluation methods;
initial submissions limited to resumes and
cover letters or simple applications; no essays
required at time of application).
Met
Partially Met
Not Met
The agency uses an assessment process based
on professionally accepted standards that
meet the validity provisions of the Uniform
Guidelines.
Met
Partially Met
Not Met
1
OPM 1748 July 2010
2
Applicants are assessed using category rating
procedures. Use of the “rule of three’ has
been discontinued.
Met
Partially Met
Not Met
The agency is working toward improving the
quality and speed of hiring by (1) reducing
time to fill mission-critical and commonly
filled positions; (2) measuring the quality and
speed of the hiring process; (3) analyzing the
causes of hiring problems and actions to be
taken to reduce them, and (4) training hiring
managers on ways to recruit and hire well-
qualified individuals.
Met
Partially Met
Not Met
Hiring officials are involved in workforce
planning, identifying skills required for the
job, and actively engaged in the recruitment
and interviewing process. They are held
accountable for recruiting and hiring highly
qualified employees and supporting their
successful transition into Federal service.
Met
Partially Met
Not Met
Applicants are timely notified about the status
of their applications at key points of the
hiring process (e.g., application received;
meets/does not meet minimum
eligibility/qualification requirements;
referred/not referred on Certificate of
Eligibles; selected/not selected).
Met
Partially Met
Not Met
Managers indicate satisfaction with the
quality of applicants and timeliness of
referrals.
Met
Partially Met
Not Met
OPM 1748 July 2010
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Completed 2 December 2019

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