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Strategic Objective
SG08.03 Provide guidance, tools and training to help agencies attain human capital management goals and meet OPM requirements
Strategic Objective
Overview
- Training and certifying gency staff to carry out competitive hiring operations delegated by OPM.
- Training agency staff to conduct self-assessments of agency human capital management programs.
- Creating a certification process for agency self-assessment evaluators.
- Communicating new and existing policy and standards to agencies.
- Educating agencies about the merit system principles and prohibited personnel practices.
- Promoting and delivering low-cost, effective learning solutions for the federal community through expanded distance- and blended-learning solutions, skills immersion mini-workshops, and open enrollment course offerings through the new HR Training On Demand program.
- Training HR professionals across the Federal government through HR University (HRU) and the HR Training on Demand program and assisting HR specialists with additional policy and guidance.
- Promote training programs across all OPM platforms, including USA Learning, HR Learning Connection, OPM Learning Center, HR University, THEO, USAJOBS, and OPM.gov
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Progress Update
In FY 2015, OPM conducted 46 Delegated Examining certification training classes for 817 agency employees and eight evaluator training classes for 150 agency employees. Of the 967 employees who completed the training, 940 submitted training evaluations, and 919 (97.8 percent) rated the training at level four of five out of five. Further, OPM has developed draft procedures to cover the possible certification of agency self-assessment evaluators. Required competencies have been identified, and procedures governing the nomination process, including pre-requisites and supporting evidence, are being developed.
Between September 19, 2014 and the end of FY 2015, OPM’s HR Strategy and Evaluation Solutions has trained 480 individuals through the HR Training on Demand program on topics including classification, basic staffing, delegated examining, performance management, succession planning, assessment questionnaire development, and job analysis.
USA Staffing® served 71 Federal agency customers, supported the posting of 273,170 job announcements to the system, processed 13,595,622 applications, and issued 415,918 certificates resulting in 297,647 selections Government-wide.
In support of both the IT Infrastructure and Recruitment, Engagement, Diversity, and Inclusion (REDI) initiatives, the USA Staffing® Upgrade deployed in April 2015. Seventy-five percent of all USA Staffing® customers are retrieving applicant flow data, which enables agencies to identify barriers in the hiring process and further improve recruitment and hiring practices.
In FY 2015, USA Hire received 179,830 applicants for testing, and of those, 103,035 took some portion of the assessments, with 96,420 completing all required tests.
The Cyber Corps®: Scholarship for Service Program, which is administered by HRS and co-sponsored by the National Science Foundation and the U.S. Department of Homeland Security, has awarded 229 scholarships in FY 2015 to individuals talented in the area of Government critical information infrastructure.
As of end of FY 2015, OPM had met 4,685 of 7,141, or 65.6 percent, of staffing learning requirements by HR University courses and resources, and was on track to meet 100 percent by the end of FY 2016.
Implementation of a certification process for agency evaluators poses challenges in terms of uploading, maintaining and updating nominations and evidence documents in such a way that allows both OPM and agencies shared access. OPM is determining whether use of a database platform is a viable option.
Finding training space for HR Training on Demand, DE and Evaluator classes is an ongoing challenge. As the program continues to expand, other challenges include resources and turnover among key trainers.
OPM, in consultation with OMB, has determined that performance toward this strategy is making noteworthy progress.
