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Post by grandparay1 on Mar 24, 2014 16:05:33 GMT -5
I believe one of the primary purposes of OPM's new procedure is to limit SSA from going so deep with large certificates. During the old procedure, SSA would get a list of 3+ candidates for every slot. For example for a hire of 90 positions SSA would get a list close to 300 people deep. Now to hire 90, SSA will either be forced to hire more of the high scores, or go through a lot of trouble 3-striking people and requesting multiple certs for each position to get to someone that may not have scored as high.
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Post by hopefalj on Mar 25, 2014 11:11:45 GMT -5
I believe one of the primary purposes of OPM's new procedure is to limit SSA from going so deep with large certificates. During the old procedure, SSA would get a list of 3+ candidates for every slot. For example for a hire of 90 positions SSA would get a list close to 300 people deep. Now to hire 90, SSA will either be forced to hire more of the high scores, or go through a lot of trouble 3-striking people and requesting multiple certs for each position to get to someone that may not have scored as high. It really depends on how the certification is completed. If OPM is going to force the issue and simply send SSA a list with only three names for each individual city without concern for the other cities' certs, then I expect SSA will raise holy hell about OPM's new method of issuing certs. That would so significantly bog down the hiring process that SSA would be right to scream about it. If OPM is going to provide a list of names for each city and provide an extended list in consideration of the fact that some folks will get hired, some will be three-struck, then I don't really expect any difference in the process.
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Post by JudgeRatty on Mar 25, 2014 12:08:10 GMT -5
Once we hear about a solicitation for interviewers, we will know that we are rolling along. I have not heard anyone say they have seen/heard/received such a solicitation yet. So far, we know of the potential training dates but that is not in stone yet either. Today is day 12 since NORs so keep the faith everyone and good luck to all!
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Post by Ace Midnight on Mar 25, 2014 12:16:19 GMT -5
I believe one of the primary purposes of OPM's new procedure is to limit SSA from going so deep with large certificates. During the old procedure, SSA would get a list of 3+ candidates for every slot. For example for a hire of 90 positions SSA would get a list close to 300 people deep. Now to hire 90, SSA will either be forced to hire more of the high scores, or go through a lot of trouble 3-striking people and requesting multiple certs for each position to get to someone that may not have scored as high. The problem with this theory is that it ignores the obvious logistical challenge of scheduling 200 to 300 agency interviews. This hypothetical (again - I think we're reading too much into a leaked email) vacancy for - let's go purely speculative - Department of Labor has an opening in Covington, LA. They request a certificate from OPM and draw 3 names. They interview those 3 and use an internal process to rate them 1, 2 and 3. 1 has an 80.04, no VP - 2 has a 74.38, no VP and 3 has a 80.06, and is a 5-point Vet. They would have to hire 3, unless they justify hiring one of the non-veterans - for Labor's purposes, they are entitled to assign 1 strike to the 2 they did not select, in the event the world lasts long enough for them ever to hire from the ALJ register again. On the other hand, ODAR hires dozens of ALJs at a time, sometimes over 100. They list 90+ cities - so the above process is complicated by both the scope and depth of the problem - historically, a large number of candidates have a wide GAL - while our polling data does not suggest it is quite as universal this time, there is still a good chance the top 40 or 50 scorers could fill all 3 spots for an entire register. Certainly it would take no more than 100 or so. So either an "adequate" number of candidates must be placed on the certificate(s) - OR there will have to be phased hiring/striking. It may have the effect of forcing ODAR to hire more high scorers, and perhaps an even higher percentage of vets (if that's possible), to even get to interview a second group of candidates from this register this year. But the mechanics of this seem overly Byzantine, if true. This may very well benefit the very highest scorers and vets, because ODAR may have to be content with "better the devil you know". It is interesting to ponder - they cannot strike, unless they hire. Filling 90 spots (for 2014) can result in up to 180 strikes - if done strategically, they could eliminate 60 - but out of the top 250 scorers, that would leave at least 100 - they would be the highest scorers remaining, and the veterans in this group might have a significant advantage, indeed, for the hiring off the second certificate in 2015. Unless they get good and comfortable at writing "bypass veteran" justifications (which will likely generate unwanted backlash if it is perceived as arbitrary).
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Post by moopigsdad on Mar 25, 2014 12:19:58 GMT -5
Once we hear about a solicitation for interviewers, we will know that we are rolling along. I have not heard anyone say they have seen/heard/received such a solicitation yet. So far, we know of the potential training dates but that is not in stone yet either. Today is day 12 since NORs so keep the faith everyone and good luck to all! I am not so sure the 12 days since NOR release will apply this time. If it takes more than three or four weeks, then we have a problem that SSA is trying to figure out how to deal with the OPM changes in cert requests. I would say give SSA until April 4th at least prior to getting worried there may be a problem.
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Post by JudgeRatty on Mar 25, 2014 12:26:10 GMT -5
Once we hear about a solicitation for interviewers, we will know that we are rolling along. I have not heard anyone say they have seen/heard/received such a solicitation yet. So far, we know of the potential training dates but that is not in stone yet either. Today is day 12 since NORs so keep the faith everyone and good luck to all! I am not so sure the 12 days since NOR release will apply this time. If it takes more than three or four weeks, then we have a problem that SSA is trying to figure out how to deal with the OPM changes in cert requests. I would say give SSA until April 4th at least prior to getting worried there may be a problem. Totally agree! Just knowing we have a history of 12 days as the fastest cert gives us a measuring stick. With this new cert process, who knows what will happen. That is what made me think of the interview process since they will not start soliciting for them until the plan is in place. This new process may not have any true practical change, hard to tell at this point since we have no idea how many names there will be on each cert. If they take into account potential hires and strikes and give a long list of names (as mentioned in an earlier post by hopefalj), it may go smoothly. It will all work out, after all, they have to have xxx number to hold a new ALJ class.
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Post by hopefalj on Mar 25, 2014 13:02:23 GMT -5
I believe one of the primary purposes of OPM's new procedure is to limit SSA from going so deep with large certificates. During the old procedure, SSA would get a list of 3+ candidates for every slot. For example for a hire of 90 positions SSA would get a list close to 300 people deep. Now to hire 90, SSA will either be forced to hire more of the high scores, or go through a lot of trouble 3-striking people and requesting multiple certs for each position to get to someone that may not have scored as high. The problem with this theory is that it ignores the obvious logistical challenge of scheduling 200 to 300 agency interviews. This hypothetical (again - I think we're reading too much into a leaked email) vacancy for - let's go purely speculative - Department of Labor has an opening in Covington, LA. They request a certificate from OPM and draw 3 names. They interview those 3 and use an internal process to rate them 1, 2 and 3. 1 has an 80.04, no VP - 2 has a 74.38, no VP and 3 has a 80.06, and is a 5-point Vet. They would have to hire 3, unless they justify hiring one of the non-veterans - for Labor's purposes, they are entitled to assign 1 strike to the 2 they did not select, in the event the world lasts long enough for them ever to hire from the ALJ register again. On the other hand, ODAR hires dozens of ALJs at a time, sometimes over 100. They list 90+ cities - so the above process is complicated by both the scope and depth of the problem - historically, a large number of candidates have a wide GAL - while our polling data does not suggest it is quite as universal this time, there is still a good chance the top 40 or 50 scorers could fill all 3 spots for an entire register. Certainly it would take no more than 100 or so. So either an "adequate" number of candidates must be placed on the certificate(s) - OR there will have to be phased hiring/striking. It may have the effect of forcing ODAR to hire more high scorers, and perhaps an even higher percentage of vets (if that's possible), to even get to interview a second group of candidates from this register this year. But the mechanics of this seem overly Byzantine, if true. This may very well benefit the very highest scorers and vets, because ODAR may have to be content with "better the devil you know". It is interesting to ponder - they cannot strike, unless they hire. Filling 90 spots (for 2014) can result in up to 180 strikes - if done strategically, they could eliminate 60 - but out of the top 250 scorers, that would leave at least 100 - they would be the highest scorers remaining, and the veterans in this group might have a significant advantage, indeed, for the hiring off the second certificate in 2015. Unless they get good and comfortable at writing "bypass veteran" justifications (which will likely generate unwanted backlash if it is perceived as arbitrary). This is essentially how I see it as well. I don't see how there can feasibly be a dramatic change in how the cert process is carried out. In theory, SSA could submit requests for certs for 100 cities, and if the top 3 scorers have wide open GALs, SSA would be given three total names for 100 openings. OPM is going to have to take all requested cities into account and provide diverse enough lists to adequately meet the hiring needs. I would assume we're still looking at 3x the number of openings being interviewed.
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Post by sandiferhands (old) on Mar 25, 2014 13:45:54 GMT -5
Good analysis, ace and hopefal. Don't forget to factor this in, too: The more hires that occur, the more likely that someone is striken NOT under the three strike rule, but simply because they have a small GAL and all of their GAL spots become filled--effectively "striking" that person. That means that as hires occur, and true "3 strikes" occur, and those with small GALs are turned back, the hiring process will dip even farther into the pool. This means that more eligibles than just "3x the number of openings being interviewed" will have to be certified to ODAR before they commence the interview process (unless ODAR wants to start and stop the interview process to request more certs, unlikely).
The question is: How many additional candidates should OPM certify this time? How does OPM fulfill its obligation to provide a cert (now, city-by-city) which provides a sufficient number of eligibles to allow a hire, as the regulation requires?
It seems to me that to be consistent with the email we are all roiling over, AND to fulfill OPM's obligation in responding to ODAR's request for a cert, OPM must provide ALL the register names who have one of the vacancy cities on their GAL, in the cert for that particular city. And ODAR would start with the top scoring candidates, or cities that need to be filled first under some other criterion to which we are not privy, and then would work the list much as they have in the past.
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Post by grandparay1 on Mar 25, 2014 14:00:56 GMT -5
I think the most significant change resulting from this new rule will be that OPM will give 3 specific names for each opening (cert) presumably based upon score and order of receipt of the cert. Before, ODAR could match the three individuals for each opening according to their own desired result, thus the need for more than 3/location.
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Post by 71stretch on Mar 25, 2014 14:09:22 GMT -5
I think the most significant change resulting from this new rule will be that OPM will give 3 specific names for each opening (cert) presumably based upon score and order of receipt of the cert. Before, ODAR could match the three individuals for each opening according to their own desired result, thus the need for more than 3/location. I think there are still going to be more than just three on each list (not many more than three, but a few). If there really are 90 separate certs, they can only hire someone for a city that actually appears on the list for that city. It will mean the same total number of people coming onto the list from the register as before (maybe actually a few more), but it will be more restrictive in terms of where those people can be hired.
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Post by Ace Midnight on Mar 25, 2014 14:26:32 GMT -5
The question is: How many additional candidates should OPM certify this time? How does OPM fulfill its obligation to provide a cert (now, city-by-city) which provides a sufficient number of eligibles to allow a hire, as the regulation requires? Just using past history to predict the future sequence of events - ODAR likely sees this process the same way it always has - they want to take 1 to 2 weeks to conduct interviews, come up with a hiring sequence/plan, then make offers. To do that, they need something like ~ 300 names for 90 spots - roughly 3x number of vacancies, plus 10%. Depending on GAL, that equates to roughly the top 300 scorers (approximately 1/3 of the current register). If the ~200 actual + projected retirement vacancies (that number has been bandied about since last year) is true, they should have the flexibility to name 100 or so cities, and those will be concentrated (for a whole host of reasons) in regions 4, 5 and 6. They will assemble interview teams for this purpose - these first rounds of interviews (this year and 2015) will be a pretty big operation - think multiple teams running 6 to 8 interviews per day for a week or 2, and the net effect is they will have package of names, associated with scores, cities, VP and a categorical rating (Highly recommended, recommended, not recommended) - references will have to be called. However, by the time you figure 300 people to interview, each listing 9 references, plus, potentially 3 ODAR supervisors for insiders - I find it tough to think they even have time, much less resources to contact 3 to 4 thousand people in just a few weeks. Therefore, there will likely just be a sampling of references checked. After that, it is just matching up the highly recommended and recommended with vacancies and start making offers.
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Post by 71stretch on Mar 25, 2014 14:32:55 GMT -5
The question is: How many additional candidates should OPM certify this time? How does OPM fulfill its obligation to provide a cert (now, city-by-city) which provides a sufficient number of eligibles to allow a hire, as the regulation requires? Just using past history to predict the future sequence of events - ODAR likely sees this process the same way it always has - they want to take 1 to 2 weeks to conduct interviews, come up with a hiring sequence/plan, then make offers. To do that, they need something like ~ 300 names for 90 spots - roughly 3x number of vacancies, plus 10%. Depending on GAL, that equates to roughly the top 300 scorers (approximately 1/3 of the current register). If the ~200 actual + projected retirement vacancies (that number has been bandied about since last year) is true, they should have the flexibility to name 100 or so cities, and those will be concentrated (for a whole host of reasons) in regions 4, 5 and 6. They will assemble interview teams for this purpose - these first rounds of interviews (this year and 2015) will be a pretty big operation - think multiple teams running 6 to 8 interviews per day for a week or 2, and the net effect is they will have package of names, associated with scores, cities, VP and a categorical rating (Highly recommended, recommended, not recommended) - references will have to be called. However, by the time you figure 300 people to interview, each listing 9 references, plus, potentially 3 ODAR supervisors for insiders - I find it tough to think they even have time, much less resources to contact 3 to 4 thousand people in just a few weeks. Therefore, there will likely just be a sampling of references checked. After that, it is just matching up the highly recommended and recommended with vacancies and start making offers. The reference checks are not done in the same short time frame as the interviews, and they are usually contracted out. There have been ultiple reported (and many more unreported, presumably) cases in which not all nine references (and not all prior supervisors, if there are more than one for the ten year period) are contacted for every person.
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Post by steelrain on Mar 25, 2014 14:45:01 GMT -5
I think the most significant change resulting from this new rule will be that OPM will give 3 specific names for each opening (cert) presumably based upon score and order of receipt of the cert. Before, ODAR could match the three individuals for each opening according to their own desired result, thus the need for more than 3/location. I think there are still going to be more than just three on each list (not many more than three, but a few). If there really are 90 separate certs, they can only hire someone for a city that actually appears on the list for that city. It will mean the same total number of people coming onto the list from the register as before (maybe actually a few more), but it will be more restrictive in terms of where those people can be hired. I think this will be the biggest change. Those people will wide GALs will be limited to just those individual certs that their names appear on. For example, Candidate A has a wide GAL but low/middle score so his name only appears on the East Crapland Cert and the West Crapland Cert. Under this new procedure SSA will not even know of Candidate's wide GAL and will not be able to consider him for any other locations. Under the old system as long as Candidate A's made a Cert he could be considered for any location on his GAL. Depending on how many names OPM allows for each Cert this could hamper SSA's ability to "mine" the Cert for the people they want. There will be still some room for maneuvering, just not unfettered control as before. Just my 2-cents.
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Post by sealaw90 on Mar 25, 2014 14:49:56 GMT -5
The question is: How many additional candidates should OPM certify this time? How does OPM fulfill its obligation to provide a cert (now, city-by-city) which provides a sufficient number of eligibles to allow a hire, as the regulation requires? Just using past history to predict the future sequence of events - ODAR likely sees this process the same way it always has - they want to take 1 to 2 weeks to conduct interviews, come up with a hiring sequence/plan, then make offers. To do that, they need something like ~ 300 names for 90 spots - roughly 3x number of vacancies, plus 10%. Depending on GAL, that equates to roughly the top 300 scorers (approximately 1/3 of the current register). If the ~200 actual + projected retirement vacancies (that number has been bandied about since last year) is true, they should have the flexibility to name 100 or so cities, and those will be concentrated (for a whole host of reasons) in regions 4, 5 and 6. They will assemble interview teams for this purpose - these first rounds of interviews (this year and 2015) will be a pretty big operation - think multiple teams running 6 to 8 interviews per day for a week or 2, and the net effect is they will have package of names, associated with scores, cities, VP and a categorical rating (Highly recommended, recommended, not recommended) - references will have to be called. However, by the time you figure 300 people to interview, each listing 9 references, plus, potentially 3 ODAR supervisors for insiders - I find it tough to think they even have time, much less resources to contact 3 to 4 thousand people in just a few weeks. Therefore, there will likely just be a sampling of references checked. After that, it is just matching up the highly recommended and recommended with vacancies and start making offers. The other side of this coin Ace is that SSA will not be asking for 90 separate certs the first go-around. I think we may see a smaller list coming out. That could make it easier for SSA to 'work' the system. For example, they first request certs and hire 40 or so new ALJs. As we know, some folks will be struck once or twice potentially from that first round of interviews. SSA then requests a round of new certs for 40 or so more cities. The new hires are not on the list, there are some fresh faces, but not too many, so interviews can be done quickly, because the rest of the names on this second round have already been interviewed, scored, etc. It's at this point SSA can really start to 3 strike folks who are NR, and move down the list to some favored son or daughter who wasn't a high scorer and never got on the certs for the first 40 cities. JMHO, or WAG. My example doesn't add up to 90 cities, I get that. You may adjust accordingly. Jeesh, the things we think about while waiting for SSA notification of interviews....
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Post by owl on Mar 25, 2014 14:53:14 GMT -5
The problem with this theory is that it ignores the obvious logistical challenge of scheduling 200 to 300 agency interviews. This hypothetical (again - I think we're reading too much into a leaked email) vacancy for - let's go purely speculative - Department of Labor has an opening in Covington, LA. They request a certificate from OPM and draw 3 names. They interview those 3 and use an internal process to rate them 1, 2 and 3. 1 has an 80.04, no VP - 2 has a 74.38, no VP and 3 has a 80.06, and is a 5-point Vet. They would have to hire 3, unless they justify hiring one of the non-veterans - for Labor's purposes, they are entitled to assign 1 strike to the 2 they did not select, in the event the world lasts long enough for them ever to hire from the ALJ register again. On the other hand, ODAR hires dozens of ALJs at a time, sometimes over 100. They list 90+ cities - so the above process is complicated by both the scope and depth of the problem - historically, a large number of candidates have a wide GAL - while our polling data does not suggest it is quite as universal this time, there is still a good chance the top 40 or 50 scorers could fill all 3 spots for an entire register. Certainly it would take no more than 100 or so. So either an "adequate" number of candidates must be placed on the certificate(s) - OR there will have to be phased hiring/striking. It may have the effect of forcing ODAR to hire more high scorers, and perhaps an even higher percentage of vets (if that's possible), to even get to interview a second group of candidates from this register this year. But the mechanics of this seem overly Byzantine, if true. This may very well benefit the very highest scorers and vets, because ODAR may have to be content with "better the devil you know". It is interesting to ponder - they cannot strike, unless they hire. Filling 90 spots (for 2014) can result in up to 180 strikes - if done strategically, they could eliminate 60 - but out of the top 250 scorers, that would leave at least 100 - they would be the highest scorers remaining, and the veterans in this group might have a significant advantage, indeed, for the hiring off the second certificate in 2015. Unless they get good and comfortable at writing "bypass veteran" justifications (which will likely generate unwanted backlash if it is perceived as arbitrary). This is essentially how I see it as well. I don't see how there can feasibly be a dramatic change in how the cert process is carried out. In theory, SSA could submit requests for certs for 100 cities, and if the top 3 scorers have wide open GALs, SSA would be given three total names for 100 openings. OPM is going to have to take all requested cities into account and provide diverse enough lists to adequately meet the hiring needs. I would assume we're still looking at 3x the number of openings being interviewed. Along these same lines, my speculation (based on nothing more but also nothing less than having been a federal gov't employee for a few years now) is that this "new cert process" is not about OPM trying to force SSA to overhaul the way it hires and hamstring SSA from using its preferred methods of mass hiring, three-striking, etc., but rather just simply about OPM no longer doing any more of SSA's work than OPM is strictly obligated to do, as well as making sure the legal liability for SSA hiring remains with SSA where it belongs. In other words, think like a bureaucrat. Apparently, in the past, SSA would say to OPM something along the lines of, "We are thinking of hiring up to 104 ALJs in these 78 locations; please send us an adequate certificate." Then OPM would have to do some heavy lifting in terms of figuring out how far down the register to go and coordinating that with the GALs of all those candidates, etc., and giving SSA an adequate master list. Instead, it is far easier - and maybe also more in line with a strict reading of OPM's role under the hiring regulations - to just generate a cert for each location with the top XX candidates for that location listed in descending score order (and with any applicable preference codes, of course). Heck, literally the easiest database query (which is all a cert really is, right?) would be to include ALL candidates for that location (and I would not rule out OPM doing just that, although we may not ever know without a well-placed mole at the top of ODAR reporting in). Will there be lots and lots of duplicate names on the various certs because of people having multiple locations in their GALs? Definitely. But that is SSA's problem, not OPM's. OPM's job - after the much bigger job of testing and populating the database in the first place, of course - is to query the database and provide raw material in the form of names ordered by score and vet preference. It's SSA's job to take that raw material and, basically, follow the hiring laws (most notably for our purposes the "rule of three" and the vet pref regs). Since SSA undoubtedly views its methods (including mass interviewing of roughly 3x the number of planned hires, and then using the three-strike rule to eliminate undesired candidates and reach desired ones) as both legal and in its best institutional interests, I highly doubt those methods will much change. That big hiring spreadsheet with all the GALs and names on it that was referred to upthread? All I think OPM is saying to SSA is that's your job to figure out how to construct, not ours, and we're not going to do it for you anymore. OPM is perhaps also thinking that this move (one cert per location) will help reduce its liability exposure too. I'm not at all saying I think (or that I think OPM thinks) there *is* any legitimate exposure, but it's just common sense that someone, somewhere will eventually sue over not being hired as an ALJ, so naturally OPM has an institutional interest in minimizing its role in other agencies' (read: SSA's) hiring.
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Post by funkyodar on Mar 25, 2014 15:07:52 GMT -5
I think sealaw may have hit on odar's response.
The new cert procedure, as presented, undoubtedly means 3 highest scorers for each individual cert. But logic and reality dictate they have to have solved the problem of the top scoring wide open gal candidate taking up to 90 of those cert positions.
I only see three ways around that.
Option 1: essentially send everyone who has a cert city on their gal, in score order. Maybe something less than "all" but close. If this is the method, odar still has a lot of room to jiggle.
Option 2: take the certs in order of request and put the top 3 on the first cert. If the second city has one or more of the people you already used, add that number more on an on. IE first cert has top 3. Second cert, same top 3 so you give them 4 to 6 in addition to the top 3. And so on. This still essentially lets everyone in by the time the last cert city is done.
Option 3: push odars hand a bit more. Take the citys in order of received cert request. Starting at the top put in the top 3. Once a candidate has been on 3 certs, they don't appear on anymore. The idea being they will either get hired or have been considered 3 times and passed over. Maybe do it by giving each candidate only the 3 cities for which he has his highest ranking. This seems ripe for litigation as it essentially limits a persons gal without their consent. But if there is no 3 strike of that person, they just go back on the register and could make other certs later. This would essentially force odar to hire from opms top 3 in each city without the ability to maneuver outside that top 3. It would also curtail the 3 striking that reportedly occurs at whim and is disregarded at whim. Would also make decisions on striking cities hellaimportant.
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Post by funkyodar on Mar 25, 2014 15:12:23 GMT -5
Wise owl, very wise. Where was your calming wisdom while we all suffered through "sd versus ar" and the like?
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Post by 71stretch on Mar 25, 2014 15:16:28 GMT -5
I think sealaw may have hit on odar's response. ... Option 3: push odars hand a bit more. Take the citys in order of received cert request. Starting at the top put in the top 3. Once a candidate has been on 3 certs, they don't appear on anymore. The idea being they will either get hired or have been considered 3 times and passed over. Maybe do it by giving each candidate only the 3 cities for which he has his highest ranking. This seems ripe for litigation as it essentially limits a persons gal without their consent. But if there is no 3 strike of that person, they just go back on the register and could make other certs later. This would essentially force odar to hire from opms top 3 in each city without the ability to maneuver outside that top 3. It would also curtail the 3 striking that reportedly occurs at whim and is disregarded at whim. Would also make decisions on striking cities hellaimportant. The bolded part doesn't work because there is no "ranking" of choices on GALs by the candidates. Neither ODAR nor OPM cares where any of us might really want to go. That's why they hire people to work in one another's home towns, so that they each have to work their way back by transfer.
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Post by funkyodar on Mar 25, 2014 15:20:11 GMT -5
I think sealaw may have hit on odar's response. ... Option 3: push odars hand a bit more. Take the citys in order of received cert request. Starting at the top put in the top 3. Once a candidate has been on 3 certs, they don't appear on anymore. The idea being they will either get hired or have been considered 3 times and passed over. Maybe do it by giving each candidate only the 3 cities for which he has his highest ranking. This seems ripe for litigation as it essentially limits a persons gal without their consent. But if there is no 3 strike of that person, they just go back on the register and could make other certs later. This would essentially force odar to hire from opms top 3 in each city without the ability to maneuver outside that top 3. It would also curtail the 3 striking that reportedly occurs at whim and is disregarded at whim. Would also make decisions on striking cities hellaimportant. The bolded part doesn't work because there is no "ranking" of choices on GALs by the candidates. Neither ODAR nor OPM cares where any of us might really want to go. That's why they hire people to work in one another's home towns, so that they each have to work their way back by transfer. Oh I know they don't care about that observer. Didnt mean ranking of gals. Meant by score in gal. Like candidate A has the top score for city 1 and 2, the third score for city 3 and the second score for city 4. So, he gets on certs for cities 1, 2 and 4.
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Post by 71stretch on Mar 25, 2014 15:27:00 GMT -5
The bolded part doesn't work because there is no "ranking" of choices on GALs by the candidates. Neither ODAR nor OPM cares where any of us might really want to go. That's why they hire people to work in one another's home towns, so that they each have to work their way back by transfer. Oh I know they don't care about that observer. Didnt mean ranking of gals. Meant by score in gal. Like candidate A has the top score for city 1 and 2, the third score for city 3 and the second score for city 4. So, he gets on certs for cities 1, 2 and 4. Okay, I see now. I'll be surprised, frankly, if there really are separate certs and people get used three times (so that they can get three struck faster) Just speculation on my part, but we'll just have to see what they do. Burning through a register faster is hardly in OPM's interest.
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