Last year’s Presidential memo on hiring reform called on agencies to increase the level of involvement of their managers in the hiring process – especially job analysis and the recruitment process – but according to the Merit Systems Protection Board, effective managerial involvement goes beyond the initial phases of the hiring process and agencies need to think through this greater role to achieve successful reform.
For example, MSPB asks agencies to consider whether they are clearly communicating the purpose and limits of managerial involvement.
Specifically, they need to let managers know that increased involvement is not an invitation to predetermine the outcome of a competition in any way – and agencies must hold managers accountable for when and how they will be involved, such as requiring that selecting officials provide feedback to unsuccessful candidates, or mandating that managers be involved in a job analysis and not be able to opt out, claiming they are “too busy” to take part.
The President’s memorandum emphasized managerial accountability for the successful transition of new hires into federal service, and managers will need support from employee development staff to ensure that new hires are given a good start, according to MSPB.
It said that includes orientation, necessary training, and meaningful work assignments—to build commitment and enhance retention.
Further, managers will need support to take action, such as a termination during the probationary period, and all managers should receive instruction on the basics of HR management, as well as on systematic assessment and decision-making, MSPB said.
