Nov 23 - Fort Sam Houston - U.S. Army

PAGE 10 NEWS LEADER NOVEMBER 23, 2012 NOVEMBER 23, 2012 NEWS LEADER PAGE 11IMCOM looks to expedite hiring at garrisonsGarrison commandersare recruiting for about2,000 job openings, andwhile the competitiveprocess can be timeconsuming,exceptionsto the process allow fornoncompetitive selectionof current IMCOMemployees, transitioningSoldiers, disabled veteransand certain others.At the same time, theArmy still faces a newfiscal environment thatcould require more civilianworkforce reductionsin the future, so the headquarterswill continue toclosely oversee the fillingof critical vacancies to ensurethe command stayswithin sustainable endstrength numbers.IMCOM started fiscalyear 2012 facing amandatory reduction ofmore than 4,000 civilianpositions including theheadquarters, the regionsand the garrisons.In the interest ofretaining a highly experiencedand specializedworkforce, the commandapproached the necessaryreduction with a commitmentto meet the endstrength target throughattrition and judicious fillingof critical vacancies.This proactive approachto human resourcesmanagementhas succeeded to theextent that IMCOM hasexceeded its reductiontarget through voluntaryseparations, retirementand cross-leveling throughreassignment.The new personneloutlook is good news forprotecting the workforce,but the garrisons are nowanxious to fill these nearly2,000 openings to sustaintheir operations.“It’s great to see thatwe could continue to meetour mission requirementswhile still taking care ofour civilian workforce,”said IMCOM CommanderLt. Gen. Michael Ferriter.The federal hiring systemis a competitive process,designed to evaluateapplicants fairly, but notnecessarily quickly, especiallyin recruiting fromoutside the government.But federal regulationsallow for noncompetitiveconsideration of thevery populations IMCOMseeks to help – includingcurrent employees,transitioning Soldiers anddisabled veterans.“As we look at waysto expedite the approvalprocess, there are stepsthe garrisons can take tospeed the process, includingstreamlining the recruitingprocess, workingin advance with the CPACon determining the levelof competition, getting jobassessments ready, consideringnoncompetitiveselections of the currentIMCOM workforce, andhiring veterans and familymembers,” said IMCOMDirector of Human Resources(G1) Karen M.Perkins.Most hiring actions stillmust go to the HeadquartersIMCOM HumanResources ManagementBoard for initial screeningand a recommendation tothe commanding general.When the commanderapproves a hiring request,he specifies whether avacancy must be filled bya current IMCOM employeeor whether it can berecruited outside the commandand even outsidethe federal workforce.The first step remainsthe IMCOM EnterprisePlacement Program, whichmay provide a reassignmentopportunity for apotentially vulnerableIMCOM employee who iswilling to relocate. Whilethe IEPP process is working,managers can begintheir recruitment processto be ready to select ifIEPP does not provide aneligible candidate.If managers want toconsider using one of thespecial hiring authoritieslaid out under Title 5 ofthe Code of Federal Regulations,there are manyways to hire transitioningSoldiers, disabled veteransand persons with disabilitiesnoncompetitively.“These are excellentways to select qualifiedpeople noncompetitively,and they help disabledveterans and transitioningSoldiers, which we wantto do anyway,” said LoisKeith, chief of Civilian Personnelin the IMCOM G1.One such authority isthe Veterans’ RecruitmentAuthority, whichallows for noncompetitiveappointment to positionsin grades up to GS-11of disabled veterans orveterans who served onactive duty during a war,a recognized campaignor expedition, or certainother military operations.Another opportunityis to appoint a veteranretired from active dutywith a disability ratingof 30 percent or more.These appointments are60-day temporary or termto start with, but may beconverted to career orcareer-conditional.Another talent resourceis Army spouses, whonormally won’t qualify fornoncompetitive appointment,but often comewith wide experience andvaried skill sets that mightnot be readily available inthe local talent pool.Also, former governmentemployees eligiblefor reinstatement can beselected noncompetitivelyin any grade up to theirformer highest grade, aslong as they meet qualifications.The installation CivilianPersonnel Action Center isthe local resource for allcivilian hiring. Every actionshould be in consultationwith them.(Source: IMCOM PublicAffairs)3 x 4.75 AD 3 x 4.75 AD2 x 6 AD2 x 3.75 AD 2 x 3.75 AD6 x 4.75 AD