Shows & Panels
- The 2014 Big Picture on Cyber Security
- AFCEA Answers
- Ask the CIO
- Connected Government
- Consolidating Mission-critical Systems
- Constituent Servicing
- Continuous Monitoring: Tools and Techniques for Trustworthy Government IT
- The Data Privacy Imperative: Safeguarding Sensitive Data
- Eliminating the Pitfalls: Steps to Virtualization in Government
- Federal Executive Forum
- Federal Tech Talk
- Government Cloud Brokerage: Who, What, When, Where, Why?
- Government Mobility
- Mission-critical Apps in the Cloud
- Mobile Device Management
- The Modern Federal Threat Landscape
- The Path from Legacy Systems
- Understanding the Intersection of Customer Service and Security in the Cloud
Shows & Panels
VA pushes hiring reforms through program managers
Monday - 12/27/2010, 4:30am EST
By Jason Miller
Federal News Radio
Facing a strict timeline and under orders from its secretary, the Veterans Affairs Department on average hired 3,000 new employees in 67 days.
The agency created a tiger-team to ensure the hiring process hit few, if any, speed bumps.
John Sepúlveda, VA's assistant secretary for human resources and administration, said Secretary Eric Shinseki wanted the average time reduced to bring on new employees to help reduce the backlog of disability claims and to implement the provisions of the new GI bill.
"We had to do several things including automate our processes and create new systems," Sepulveda said. "When you do a tiger team, it means concentrating efforts around specific needs. But you also need to do hiring reforms and make sure these are changes that take place throughout VA."
What this effort to hire 3,000 people in a few months also showed VA is that cutting the time it takes to hire new employees isn't just possible, but necessary to meet the goals of the agency.
"We know we can reduce the time by being more efficient and training people and cutting out KSAs [Knowledge, Skills and Abilities essays], using resumes and communicating with our hiring managers," he said. "We can make this work and we are making it work."
Over the past year, VA reduced its average time to bring on a new employee by 20 days -- to 81 days from 102 days. Sepulveda said he expects to be below the governmentwide goal of 80 days in 2011.
Sepulveda said one of the ways VA will further shrink their norm is by requiring hiring managers to sign service level agreements (SLAs) to hire new employees.
"The SLAs are saying to the hiring managers 'you are committing to give us the time necessary to identify the knowledge, skills and abilities needed for your employee, give us the time to participate in the review process, make sure you give us time to interview candidates and finally select them, and let us know what your decision is so we can begin the on-boarding process,'" Sepulveda said. "The goal is to clearly have more of a one-on-one full-fledged engagement on the part of our hiring managers."
VA has 26,000 hiring managers and 5,000 human resources professionals, and Sepulveda said the SLA's connect the two communities to ensure they work in partnership to bring on the best people.
Service level agreements aren't commonly used for the hiring process, but rather used to detail performance expectations between two entities who sign a contract.
"We are seeing real progress on that front at VA as many more of our hiring mangers see the benefits of finding the talent they need," Sepulveda said. "They are committing to it because it makes sense."
He added that VA also is adding the goal to reduce the time it takes to hire a new employee into senior managers' performance plans. This helps further push the need for their participation in the process, Sepulveda said.
Along with the SLAs, VA is retraining HR and hiring managers to use resumes, conduct interviews and make selections.
"We also do training online for hiring mangers where we outline what responsibilities they have and how they can be full partners with HR," he said. "One of the problems we've experienced in the past, was sometimes there is an assumption that the HR folks will take care of hiring new employees because it's their job. But HR is part of the solution, not the only solution. Hiring managers must clearly define what they are looking for, why these candidates are best the people and define their needs or skills upfront so you can proceed in bringing in the most qualified people."
Sepulveda said over the next year the hiring transformation will continue not only at VA but across the government. As the chairman of the Chief Human Capital Officer's Council's hiring reform committee, he is working with agencies across the government to share best practices and further reduce the governmentwide average.
"This process has started less than six months ago so we are making significant process in a short amount of time," he said. "This is happening across the government and that speaks to fact we are finally giving a historic opportunity to make this happen and finally stop talking about it."