Shows & Panels
Shows & Panels
- The 2014 Big Picture on Cyber Security
- AFCEA Answers
- American Readiness: Renewable Power and Efficiency Technologies
- Ask the CIO
- Building the Hybrid Cloud
- Connected Government: How to Build and Procure Network Services for the Future
- Continuing Diagnostics and Mitigation: Discussion of Progress and Next Steps
- Delivering the Digital Government Mission
- Federal Executive Forum
- Federal News Radio's National Cyber Security Awareness Month Special Panel Discussion
- Federal Tech Talk
- The Future of Government Data Centers
- The Future of IT: How CIOs Can Enable the Service-Oriented Enterprise
- Government Perspectives on Mobility and the Cloud
- The Intersection: Where Technology Meets Transformation
- Maximizing ROI Through Data Center Consolidation
- Mitigating Insider Threats in Virtual & Cloud Environments
- Modern Mission Critical Series
- The New Generation of Database
- Reimagining the Next Generation of Government
- Targeting Advanced Threats: Proven Methods from Detection through Remediation
- Transformative Technology: Desktop Virtualization in Government
- The Truth About IT Opex and Software Defined Networking
- Air Traffic Management Transformation Report
- Cloud First Report
- General Dynamics IT Enterprise Center
- Gov Cloud Minute
- Government in Technology Series
- Homeland Security Cybersecurity Market Report
- National Cybersecurity Awareness Month
- Technology Insights
- The Cyber Security Report
- The Next Generation Cyber Security Experts
Shows & Panels
NIST to speed up hiring for critical positions
Wednesday - 1/5/2011, 2:26pm EST
By Meg Beasley
Federal News Radio
The National Institute of Standards and Technology (NIST) is changing its hiring protocol in order to fill critical positions faster.
The NIST notice changes the agency's Alternative Personnel Management System (APMS) on a pilot basis beginning Jan. 5 for one year.
All agencies are currently allowed to appoint candidates directly to jobs for which Office of Personnel Management determines there is a severe personnel shortage or critical need.
NIST's modifications of its 13-year-old protocol will designate several positions as eligible for the direct hire provision, eliminating the standard examination period and filling jobs faster.
The agency hopes the changes will improve upon a successful program. A 1995 study conducted by OPM after APMS's initial implementation showed NIST became more competitive for talent, retained more top performers and increased ability of managers to make important pay decisions.
The NIST positions effected by the change include all positions in the scientific and engineering career path at pay band III and above, nuclear reactor operator positions in the scientific and engineering technician career path at pay band III and above, and all occupations for which there is a special rate under the General Schedule (GS) pay system. These positions will now be listed in direct-hire occupations on the OPM USAJobs website.
NIST first instituted AMPS in 1987 and has been used in its current form since 1997. According to the agency, the program is intended to:
- Improve hiring by letting NIST compete more effectively for high-quality researchers through direct hiring, selective use of higher entry salaries and selective use of recruiting allowances.
- Motivate and retain staff through higher pay potential, pay-for-performance, more responsive personnel systems and use of retention allowances.
- Strengthen the managers' role in personnel management through delegation of personnel authorities.
- Increase the efficiency of personnel systems through the installation of a simpler and more flexible classification system based on pay banding.
The agency plans to modify the new system as experience is gained, results are analyzed and conclusions about its effectiveness are seen.
(Copyright 2011 by FederalNewsRadio.com. All Rights Reserved.)