The new MSPB guidance on applying the merit system principles and the restrictions on prohibited personnel practices in the federal workplace includes actions that management should take as well as actions to avoid.
For example, it said, in the hiring process management should: actively seek diverse groups of prospective applicants through knowledgeable recruiters; announce vacancies through a variety of media; use an appropriate mix of hiring authorities; and identify and address barriers to open competition and equal opportunity.
Hiring practices to avoid, it said, include automatically hiring to refill vacancies without conducting an analysis of needed competencies; only posting vacancy announcements on USAJobs; relying exclusively or excessively on one or very few hiring authorities; and restricting competition through narrowly-focused recruitment or unreasonable application procedures.
Regarding fair treatment of employees, it says management should: have no tolerance for partisan political coercion and discrimination; base personnel decisions on organizational needs and job requirements rather than personal preferences; carefully select and train supervisors and hold them accountable; practice transparency; and seek and utilize the expertise of HR staff. Managers should avoid: making decisions based on personal or political relationships rather than merit; and using one’s position or authority to try to influence the outcome of an election.
The guidance also stresses the importance of both initial and ongoing training in the merit principles, prohibited personnel practices and related laws for employees, supervisors, managers and HR staff.