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146 Cards in this Set

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Job Analysis and Rating:

Ability
Competence to perform an observable behavior or activity at the present time. Implies a lack of discernible physical or mental barriers to performing the activity.
Job Analysis and Rating:

Benchmarks
Tasks that provide a point of reference for crediting training, education, and experience at the superior, good, satisfactory, or barely acceptable level.
Job Analysis and Rating:

Competency
An observable, measurable pattern of skills, knowlege, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully.
Job Analysis and Rating:

Construct Validity
The showing that a selection procedure measures a construct and the contstruct is important for successful job performance
Job Analysis and Rating:

Content Validity
The showing that the content of a selection procedure is representative of important work behaviors
Job Analysis and Rating:

Criterion Related Validity
The demonstration of a statistical relationship between scores on a selection procedure and measures of job performance
Job Analysis and Rating:

Knowledge
An organized body of information, usually of a factual or procedural nature,that, if applied, makes adequate job performance possible.
Job Analysis and Rating:

Measurement tools
Systematic methods of measuring possession of required KSAs including TRAEX (Training and Experience), structured interview, and supervisory appraisal.
Job Analysis and Rating:

Skill
The proficient manual, verbal, or mental maniuplation of data, people, or things. The difference between skill and ability is that skills are directly observable and quantifiable.
Job Analysis and Rating:

Subject Matter Experts (SME)
A person or group of persons thoroughly knowledgable about the duties and responsibilities of the job
Job Analysis and Rating:

Validity
A measure of how well a selection device measures the possession of a KSA essential for successful performance on the job.
Job Analysis and Rating:

Civil Rights Act of 1964
Established Title VII, whcih prohibited discrimination in employment based on race, religion, sex, national origin, or color (Applies only to private sector)
Job Analysis and Rating:

Effect of Civil Rights Act of 1964 as related to staffing
Authorized the use of any professionally developed ability test provided that the test, its administration, or action upon the results was not designed, intended, or used to discriminate.
Job Analysis and Rating:

UGESP
Uniform Guidelines on Employee Selection Procedures
Job Analysis and Rating:

Describe the function of hte UGESP
The Uniform Guidelines specify that employment decisions must be based on job-related criteria, and it defines what constitutes the adverse impact of slection criteria on a protected class
Job Analysis and Rating:

Name 3 additional laws that impact how job analysis is conducted
EO 11478 (1969) - Prohibited disrimination in Federal Employment, but did not give OPM enforcement authority

EEO Act (1972) - Gave OPM enforcement authority over the public sector

CSRA (1978) - Enforcement transferred to EEOC from OPM.
Job Analysis and Rating:

Adverse Impact
Adverse impact means a substantially different rate of selection in hiring, promotion, or other employment decision that works to the disadvantage of members of a race, sex, or ethnic group.
Job Analysis and Rating:

Adverse Impact 4/5ths rule
If a selection rate for any race, sex, or ethnic group is less than 80% of the rate for the group with the highest rate, Federal enforcement agencies will generally regard the situation as evidence of adverse impact.
Job Analysis and Rating:

Questions to measure validity (2).
1. does the rating procedure measure what you want it to measure?

2. Is that you are measuring really required to perform the job?
Job Analysis and Rating:

Validty versus Reliability Rule
A selection procedure can be valid and reliable, but it cannot be valid unless it is reliable.
Job Analysis and Rating:

Four Primary Requirements of government hiring process:
1. Competitive Service positions are to be filled solelty based on merit and fitness for the job

2. Selections are to be made from the best qualified candidates available

3. Selecting officials will be provided with a reasonable choice from among highly qualified candidates

4. Both evaluation and selection will be free of any disrimination for any nonmerit reason.
Job Analysis and Rating:

Job Analysis
Finding out what you need to know about a job - focus will depend on end result (Classification, develop rating schedule).

A systematic process of identifying hte essential KSAs that are the best predictors of future job success.
Job Analysis and Rating:

Where are job analysis requirements found?
5 C.F.R. 300.103
Job Analysis and Rating:

Compentency versus KSA
KSAs tend to be more specific and narrow in scope and describe a particular task. Competency is broader in scope and may describe a particular knowledge. Compentency approaches allow for more flexibility and ability for employees to move from once job to another because they are not job specific. Further, competencies are more enduring than KSAs.
Job Analysis and Rating:

Three Steps of Job Analyis
1. Identify the major duties of the position

2. Identify KSAs essential to performance of the duties of the position

3. Determine the KSAs that are measurable and that will distinguish superior candidates from those that are merely acceptable.
Job Analysis and Rating:

Name some useful sources that can be used to identify the major duties of a position
1. Subject Matter Expert (SME)
2. Official Position Description
3. Qualification Standard
4. Position classification standard/job grading standard
5. Position classification evaluation statement
6. Organization charts and mission statements
7. Precedent Files (Previous Analysis).
Job Analysis and Rating:

How should major duties be formatted?
Action Verb -> Object -> Example

Example: Processes loan applications in order to determine eligibility criteria
Job Analysis and Rating:

What three characteristics should all competencies/KSAs have?
1. Measurable
2. Essential to Satifactory Performance
3. Strong enought to stand alone; not part of a combination

Four to eight KSAs are a good workable number
Job Analysis and Rating:

How are measurable KSAs identified?
1. Is the KSA/Competency one that is expected of the candidate upon arrival?
2. Can levels of competency be identified?
3. Is it so specific it can be absorbed in something more broad or so broad that it cannot be measured
4. Is there a measurement tool capable of measuring possession of the KSA/Compentancy?
Job Analysis and Rating:

Name some tools for measuring KSAs/Competencies
1. Training and Experience Ratings
2. Structured Interviews
3. Supervisory Appraisals
4. Performance Tests
5. Written Tests
6. Assessment Centers
Job Analysis and Rating:

What three steps are necessary to determine the measurability of KSA/Competencies?
1. Ask Questions about the KSA/Competency
2. Is there a tool that can measure it
3. Rate the tasks based on Uniform Guidelines
Job Analysis and Rating:

Rating Schedule
A generic term referring to a number of different procedures that assign a numerical rating from 70 to 100 based on the type and amount of training and experience a candidate posesses.
Job Analysis and Rating:

Behavioral Consistency Method of Rating
Attempts to predict future job performance from past related accomplishments or achievements
Job Analysis and Rating:

Name the two types of rating schedules
1. Open Ended Format (Written responses)
2. Closed Ended Format (Yes or no answers, multiple choice)
Job Analysis and Rating:

How are behavioal consistency method rating schedules validated?
By using a content validity model
Evolution of the Merit System

Unofficial Merit System
1776 - 1829 involving Presidents from George Washington to John Quincy Adams.
Evolution of the Merit System

Amalgamation Policy
Put forth under James Monroe. The unofficial merit program that mandated that selection appointments be made irrespective of political party.
Evolution of the Merit System

Spoils System
Era from 1829-1883 when Federal Jobs were given exclusively to supporters of the new President.
Evolution of the Merit System

Civil Service Act of 1883
Signed into law after President Garfield was assasinated for not appointing a political supporter after he was inaugurated. Created the federal merit system and established the Rule of three: the heads of the Departmental Service in Washington, the Postal Service, and the Customs service.
Evolution of the Merit System

The Hatch Act of 1939
Prohibited political activity participation in politics by members of the executive branch of government.
Evolution of the Merit System

Where are the current Merit System Principles Found?
5 USC 2301
Evolution of the Merit System

Where are the current prohibited personnel policies found?
5 USC 2302
Evolution of the Merit System

Civil Service Reform Act of 1978 (CSRA)
1. Created Merit System Principles and Prohibited Personnel Policies
2. Delegated authority to take appropriate personnel actions to agencies to expedite processing.
Evolution of the Merit System

Public Law 104-52 (1995)
Established the OPM Reimbursable services that allows agencies to contract with OPM to performe specific competitive and merit promotion examining and allow reimbursement of expenses to be charged to the requesting agency.
Evolution of the Merit System

Demonstration Projects
Allows the federal government to test the efficiency of the Federal HR process by allowing it to waive some laws not related to the merit system or prohibited personnel practices in order to introduce innovations and flexibilities.
Evolution of the Merit System

Where are the current Merit System Principles Found?
5 USC 2301
Evolution of the Merit System

Where are the current prohibited personnel policies found?
5 USC 2302
Evolution of the Merit System

Civil Service Reform Act of 1978 (CSRA)
1. Created Merit System Principles and Prohibited Personnel Policies
2. Delegated authority to take appropriate personnel actions to agencies to expedite processing.
Evolution of the Merit System

Public Law 104-52 (1995)
Established the OPM Reimbursable services that allows agencies to contract with OPM to performe specific competitive and merit promotion examining and allow reimbursement of expenses to be charged to the requesting agency.
Evolution of the Merit System

Demonstration Projects
Allows the federal government to test the efficiency of the Federal HR process by allowing it to waive some laws not related to the merit system or prohibited personnel practices in order to introduce innovations and flexibilities.
Evolution of the Merit System

Where are the current Merit System Principles Found?
5 USC 2301
Evolution of the Merit System

Where are the current prohibited personnel policies found?
5 USC 2302
Evolution of the Merit System

Civil Service Reform Act of 1978 (CSRA)
1. Created Merit System Principles and Prohibited Personnel Policies
2. Delegated authority to take appropriate personnel actions to agencies to expedite processing.
Evolution of the Merit System

Public Law 104-52 (1995)
Established the OPM Reimbursable services that allows agencies to contract with OPM to performe specific competitive and merit promotion examining and allow reimbursement of expenses to be charged to the requesting agency.
Evolution of the Merit System

Demonstration Projects
Allows the federal government to test the efficiency of the Federal HR process by allowing it to waive some laws not related to the merit system or prohibited personnel practices in order to introduce innovations and flexibilities.
Researching Legal and Regulatory Requirements

Describe the process of policy development in regards to human resource issues
Congress legislates statutes and laws, US courts make decisions, an the President issues executive orders. OPM turns these directives into policy that is published in Federal register and further codified in 5 CFR. These policies are supplemented by OPMS notice and posting system.
Researching Legal and Regulatory Requirements

PL
Public Law
Researching Legal and Regulatory Requirements


EO
Executive Order
Researching Legal and Regulatory Requirements

What is the purpose of the Notice and Posting System?
The purpose of hte Notice and Posting system is to identify the approaches that have been taken since 1978 to creat the modern system of HR management.
Researching Legal and Regulatory Requirements

What four issuances are contained in the NPS?
1. Regulatory Changes
2. OPM Variations
3. OPM Operating Information
4. OPM Policy Information
Researching Legal and Regulatory Requirements

How are white collar jobs classified
Under the General Schedule (GS)
Researching Legal and Regulatory Requirements

How are trades and blue collar occupations classified?
Under the Federal Wage System (WGS)
Researching Legal and Regulatory Requirements

When is a public notice of job opening required?
5 USC 3330

Whenever an appointment will be made from outside Federal Service. It must state the period during which applications will be accepted.
Researching Legal and Regulatory Requirements

What is a delegation agreement as it concerns examinations?
It allows agencies to contract with OPM to conduct exams for every series and grade, except administrative law judges.

Exams must be time limited
Exams must be administered by trained and certified OPM examiners
Working for the Federal Government-Competitive Service

What are the four types of comptitive appointments that can be used to fill federal positions?
1. Career-Conditional
2. Career
3. Temporary
4. Term
Working for the Federal Government-Competitive Service

Where is the Competitive Service Described?
5 USC 2102
Working for the Federal Government-Competitive Service

Career Appointment
Achieved following three years of substantially continuous service as a career-conditional employee based on statute or executive order or where the position is required by law to be filled by career appointment (e.g.ALJs)
Working for the Federal Government-Competitive Service

Career-conditional
Appointment is achieved under open competitive procedures. During the first year of employment the incumbent serves a required probationary period. After three years, employee is converted to career employee.
Working for the Federal Government-Competitive Service

Term
Time limited appointment to positions of a project nature that willl last longer than one year but not more than four years.
Working for the Federal Government-Competitive Service

Temporary Limited
Work is not expected to last longer than 12 months but may be extended up to one additional year. May be filled for a maximum of 24 months in any 36 month period.
Working for the Federal Government-Competitive Service

Where is information regarding "Best Practices" for examination processes published by the OPM found?
The Delegated Examining Operations Handbook at OPM's website
Working for the Federal Government-Competitive Service

Describe the Career Transition Assistance Plan.
1. Offers career transition services to assist employees displaced by Reductions in Force (RIF)

2. Gives special selection priority to agency employees who have been identified for separation by RIF.
Working for the Federal Government-Competitive Service

Describe the Reemployment Priority List (RPL).
This list is published to give priority to RIF displaced employees. Agencies must use persons registered on this list to fill vacancies before anyone from outside the agency can be hired.
Working for the Federal Government-Competitive Service

Describe ICTAP
The Interagency Career Transition Assistance Plan mandates that agencies must hire RIF displaced employees from other agencies if they meet the requirements of the position offered and other qualifications.
Working for the Federal Government-Competitive Service

What are the four categories of veteran's preference?
1. 5 point Tentative Preference
2. 10 point XP
3. 10 point Compensable Disability
4. 10 point CPS Compensable Disability Special
Working for the Federal Government-Competitive Service

Describe the Veteran's Preference point system as it applies to Retired Officers
Retired Officers without a compensable disability must have retired as an O-4 or below to qualify for Veteran's Preference points. It does not apply to offers retired from the reserves.
Working for the Federal Government-Competitive Service

Describe the order of selection for competitive examination appointments.
1. CTAP eligibles
2. RPL eligibles
3. ICTAP eligibles
4. Lost Consideration
5. CP or CPS Veterans
6. XP Preference
Working for the Federal Government-Competitive Service

Describe the Rule of Three
The rule of three states that an appointing officer may select only one of the three hightest ranked candidaates as certified in score order, and may not pass over a preference eligible to select a lower ranked nonpreference eligible on the certificate, unless authorized by the examining office.
Working for the Federal Government-Competitive Service

Selective Factor (SF)
A knowledge, skill, or ability that is essential for staifactory job performance. Only names of those candidates who meet the sepcial requirements of the job are referred.
Working for the Federal Government-Competitive Service

Quality-Ranking Factor (QRF)
A knowledge, skill, or ability that will significantly enhance performance on the job as identified by a proper job analysis. Those who posess a QRF are referred ahead of those tha do not.
Working for the Federal Government-Competitive Service

Category Rating Approach
The process of evaluating eligibles by quality categories rather than by assigning individual numeric scores. The agency assesses candidates against job related criteria and then places them into two or more pre-defined categories.
Working for the Federal Government-Competitive Service

How is Veteran's Preference protected using the Category Rating approach?
Veteran's are place atop their respective categories. For CP and CPS veterans, their names "float" to the highest ranked category.
Working for the Federal Government-Competitive Service

Other than under career-conditiona employment, when might a Federal employee be required to perform a probabtionary period?
1. when promoted, transferred, or otherwise assigned for the first time to supervisory or managerial positions.
2. Under some conditions, in the first year that an employee is given a career or career-conditional employment from another type of employment.
Working for the Federal Government-Competitive Service

What are the time limits for reinstatement?
1. Preference eligible - None
2. Persons who have completed the service requirement for career tenure - None
3. Non-preference eligibles - 3 years.
Working for the Federal Government-Competitive Service

Name some of the nine types of Excepted Appointments
1. Veterans Recruitment Appointment

Schedule A
2. Physically Disabled
3. Attorneys
4. Physicians

Schedule B
5. Student Educational Employment Program
6. Federal Career Intern Program (FCIP)
7. Student Trainees

Schedule C
8. Confidential or policy determining
9. Termporary Transitional
Working for the Federal Government-Competitive Service

What does the excepted service consist of?
Civil Service positions that are NOT in the competitive service or the Senior Executive Service (SES). Also called unclassified civil service or unclassified service.
Working for the Federal Government-Competitive Service

What factors determine whether or not a position will be considered under civil service laws or exempted?
1. The nature of the position
2. The qualifications of the appointee
Working for the Federal Government-Competitive Service

Describe a Schedule A position under the excepted service
A position other than those of a confidential or policy determining character where is it not practicable to examine, such as chaplains and attorneys.

See 5 CFR 213.3102
Working for the Federal Government-Competitive Service

Give an example of a schedule B excepted position
1. Student Educational Employment Program - Temporary.

2. Student Career Experience Program (SCEP) - Permanent
Working for the Federal Government-Competitive Service

Under what type of apppointment are political appointees made?
Schedule C = Excepted Service
Working for the Federal Government-Competitive Service

What guidelines govern the apointments of preference eligibles under excepted service?
5 USC 1302
5 CFR 302.201
Working for the Federal Government-Competitive Service

How is the examining of applicants done in excepted service appointments?
The evaluation may involve only a determination of eligibility or ineleigiblity, or it may include qualitative ratings of candidates.
Excepted Service and Special Authorities

Name some additional merit systems:
1. Civil Service Rule VI
2. Canal Zone Merit System
3. White House Staff
4. Former Incumbency of a position brought into the competitive service.
5. Disabled Veterans
6. Peace Corps Staff
7. Overseas Employees
8. Certain Veterans who have competed under merit promotion announcements
9. Employment of Individual experts and consultants
10. 5 USC 3109
11. Schedule A
Excepted Service and Special Authorities

Generally, what is the maximum pay rate for a consultant employed under a special authority?
5 USC 3109 states that the highest rate of pay for a consultant will be the daily equivalent of hte annual rate of pay for Executive level IV for agencies previously authorized by law to pay experts and consultants up to grade GS-18. Othersie an agency many not pay more than the equivalent of GS-15, step 10.
An incentive an agency may pay to a newly appointed employee if the agency has determined that the position is likely to be difficult to fill in the absence of such an incentive.
Recruitment Incentive
An incentive an agency may pay to a current employee who must relocate to accept a position in a different geographic area that is likely to be difficult to fill in the absence of such an incentive.
Relocation Incentive
An incentive an agency may pay to a current employee if teh agency determines that the unusually high or unique qualifications of the employee or a special need of the agency for the employee's services makes it essential to retain the employee and the employee would be likely to leave the Federal service in teh absence of a retention incentive.
Rentention Incentive
What four issuances make of the OPM's notice and positing system?
1. Regulatory changes
2. OPM Variations
3. OPM Operating Information
4. OPM Policy Information
Can agencies examine for all seriees and grade levels of positions?
Yes. Through the DEU, agencies contract with OPM to use certified OPM examiners to conduct examinations for positions. These examiners must have their certifications renewed periodically, usually within three years.
What are the five types of general appointments to federal government positions under title 5?
1. Competitive Appointments
2. Excepted Appointments
3. Non-Competitive Appointments
4. Internal Placement Competitive
5. Internal Placement Non-Competitive
What are the four types of competitive appointments under Title 5 of the federal service?
1. Career-Conditional
2. Career
3. Temporary
4. Term
What is another name for the competitive service?
The Classified Civil Service or Classified Service.
Under what circumstances would a selecting official be unable to choose the method used for filling a competitive position?
When that choice is limited by statute or civil service regulations.
CTAP
Career Transition Assistance Plan
What are the two benefits of the CTAP program?
1. Offers career transitioning service to assist employees displaced by a Reduction in force (RIF).
2. Gives special selection priority to agency employees who have been identified for separation by RIF.
What is the purpose and nature of the RPL?
The reemployment priority list provides rehiring priority to displaced employees. They exist for each communting area. Agencies must hire from this list first when considering applicants outside of its own workforce.
ICTAP
Interagency Career Transition Assistance Plan
What are the four categories of veteran's preference?
1. 5 point TP (Tentative Preference)
2. 10 point XP
3. 10 point CP (Compensable Disability 10%-30%)
4. 10 point CPS (Compensable Disability Special, >30%)
Tentative Preference (TP)
Ex service persons separated from active duty in the military forces under honorable conditions (includes general and honorable discharges) Must have served on active duty during certain qualifying time periods or have hte campaign or expeditionary medal specified in the vet guide)
10 Point XP
Includes veterans with present service connected disabilities or veterans receiving compensation, disability retirement benefits, or pension from the military or department of veterans affairs who do not qualify as CP or CPS; Purple heart recipients; spouses; widows/widowers, and mothers of disabled or deceased veterans.
10 Point CP
Disabled veterans with a disability rating of at least 10 percent but less than 30 percent.
10 Point CPS
Includes disabled veterans with a disability rating of at least 30%.
Military Retirment and Veterans Preference
A person must have retired at the rank of O-4 or below to be eligible for preference based on retirement. (*Does not apply to person retired from the reserves).
Under competitive examination rules, what two groups must be selected before all others?
1. CTAP eligibles
2. RPL eligibles
A knowledge, skill, or ability that is ESSENTIAL for satisfactory job performance (Such as foreign language fluency or typing skills)
Selective Factor
A knowledge, skill, or ability that SIGNIFICANTLY ENHANCE performance on the job as identified by a proper job analysis.
Quality Ranking Factor
Category Ranking Approach
Instead of using numerical values, selecting official can decide on placing candidates in categories based on certain qualifications and choosing from among the top category first. Preference eligibles automatically "float" to the top of each category for which they qualify.
How long must an employee hired under a career conditional appointment work in order to have career tenure?
The employee must have three years of "substantially continuous service."
How long is the probation of a person selected fro the registers or competitive certificates?
One Year
Do first time supervisors have a probationary period?
Yes. Employees promoted, transferred, or otherwise assigned for the first time to a supervisory or managerial position shall be required to serve a probationary period, length to be determined by the agency head.
What four things should be considered when determining the completion of a probationary period?
1. Effective date of appointment
2. Length of probationary period
3. Creditable prior service
4. Non-Pay Status time.
What categories of persons can be reinstated at any time after separation?
1. Preference Eligibles
2. Persons who have completed the service requirement for career tenure.
How long must an employee hired under a career conditional appointment work in order to have career tenure?
The employee must have three years of "substantially continuous service."
How long is the probation of a person selected fro the registers or competitive certificates?
One Year
Do first time supervisors have a probationary period?
Yes. Employees promoted, transferred, or otherwise assigned for the first time to a supervisory or managerial position shall be required to serve a probationary period, length to be determined by the agency head.
What four things should be considered when determining the completion of a probationary period?
1. Effective date of appointment
2. Length of probationary period
3. Creditable prior service
4. Non-Pay Status time.
What categories of persons can be reinstated at any time after separation?
1. Preference Eligibles
2. Persons who have completed the service requirement for career tenure.
What positions are considered part of the excepted service?
The excepted service consists of thos ecivil service positions that are NOT in the competitive service or senior executive service (SES).
What two things should be taken into consideration when determining if a position can be appointed without regard to the civil service laws?
1. The Nature of the position
2. The qualification of the appointee.
Where are positions excepted from civil service under rule VI of the civil service code located?
In schedules A, B, and C.
Under what schedule are position other than those of a confidential or policy making determining character for which it is not practicable to examine found?`
Schedule A
What are some example of schedule A appointments?
Chaplains and Chaplain assistants, Attorneys, Law Clerk Trainees, Positions filled by mentally retarded and physically handicapped persons.
What positions can be filled under schedule B appointments in the excepted service?
Positoins other htan those of a confidential or policy determining character for which it is not practicable to competitively examine.
What are some specific examples of schedule B appointments?
Student Educational Employment Program (SEEP), Student Temporary Employment Program (STEP), Student Career Experience Program (SCEP).
Who is appointed under schedule C of the excepted service?
All Political Appointees
How is a position excepted from the competitive service filled?
Usually by excepted appointment.
Are examinations necessary for all positions?
No. Evaluations are discretionary and may involve only a determination of eligibility or non eligibility, or it may include qualitative ranking of candidates.
When competitively examining for positions, is it necessary to always use qualitative ranking?
No. Agencies can rate and rank candidates using adjective categories as long as they adopt procedures to insure the consideration of preference eligibles in the order in which they would have been considered if all applicants had been assigned numerical ratings.
What are the two most popular excepted service appointing authorities used by agencies?
1. The Federal Career Internship Program (FCIP)
2. The Veterans Recruitement Appointment (VRA).
Name some special career and career conditional special appointment authorities.
1. White House Staff
2. Disabled Veterans completing training programs
3. Experts and consultants
4. Overseas Employees
This is a type of appointment that is nonstatus, nonpermanent, and is expected to last longer than one year and not more than four years, and is clearly not of a continuing nature and will terminate upon completion of work.
Term Appointment
Name some situation where a term appointment would be appropriate.
1. Special work projects
2. Staffing new or existing programs of limited duration
3. Replacing
Nonstatus appointments to competitive service positions in the United States or overseas, for a specified period not to exceed on calendar year.
Temporary-limited appointment
Give some examples of persons that be noncompetitively appointed to a temporary limited position.
1. Persons eligible for reinstatement.
2. Present and former peace corps staff that are eligible for noncompetitive appointment.
3. Veterans eligible for VRA appointment.
4. Disabled (>30%) veterans.
Can public agencies solicit temporary help from the private sector?
Yes. Agencies may use the services of a private sector firm and enter into a contract or other procurement arrangement with a temporary help service firm for the brief of intermittent use of the skills of private sector temporaries.
When may agencies solicit temporary help from private firms?
Agencies may solicit temporary help from private firms whe an employee is absent for a temporary period or the agency must carry out work for a temporary period and cannot be delayed in the judgement of the agency.