Lesson 5: Employment and Placement Duration: 3 hours

Lesson 5: Employment and Placement Duration: 3 hours

Lesson 5: Employment and Placement Duration: 3 hours HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 1 1 Lesson 5 Topics Lesson 5 Topics

Topic 1 DCIPS and the Excepted Service Under Title 10 Topic 2 Qualification Standards Topic 3 DCIPS Appointing Authority and Hiring Flexibilities Topic 4 Component-Specific Internal Placement Flexibilities Topic 5 Competitive/Non-Competitive Actions Topic 6 DCIPS Trial Periods Topic 7 Joint Duty Assignments Topic 8 Quality in Employment and Placement Outcomes HR Elements for HR Practitioners DCIPS Employment and Placement Slide 6- 22 DCIPS and the Excepted Service Under Title 10 DCIPS and the Excepted Service Under Title 10 What does being in the excepted service under Title 10 mean?

What does Title 5 competitive service refer to? Does Title 5 also have excepted service positions? How does DCIPS protect employees fundamental rights? What should Defense Intelligence Components consider when staffing positions? What flexibilities are there for DCIPS areas of consideration and open periods? Does DCIPS require that a certain area of consideration be used when filling positions? HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 3 3 Moving to DCIPS and the Excepted Service Moving to DCIPS and the Excepted Service All new DCIPS employees are required to complete a

two-year DCIPS trial period DCIPS trial periods are two years of continuous service Completion of a probationary or trial period under another personnel management system (e.g., Title 5 competitive service) does not waive the DCIPS twoyear trial period Vacancy announcements for Defense Intelligence positions must clearly note that positions are in the excepted service and covered by DCIPS HR Elements for HR Practitioners DCIPS Employment and Placement Applicants must sign a statement acknowledging the conditions of employment or assignment that are unique to Defense Intelligence positions Slide 5- 4 4 Veterans Preference Complete the worksheet on page 5-13 in the

Participant Guide Refer to Veterans Preference in the What You Should Know box on pages 5-10_5-12 of the Participant Guide to help you with this exercise. You will have 5 minutes to complete the worksheet. HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 5 5 Passovers Passovers Passovers of 30% or more compensably disabled veterans are expected to be exceptions and are especially rare HR Elements for HR Practitioners

DCIPS Employment and Placement Slide 5- 6 6 Qualification Standards Qualification Standards General qualification profiles include descriptions of the competencies, knowledge, skills, abilities, education, training, and the type and quality of experience required for successful job performance in the DCIPS Occupational Structure HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 7 7

Qualification Standards Table Qualification Standards Table Work Level Pay Band Technician/ Administrative Support Technician/Administrative Support 1 1 Minimum Qualifying Grade Using General Schedule (GS) Grade-Based Standards GG-01

2 2 GG-07 Technician/ Administrative Support Professional Professional Professional Professional Supervision/Management Supervision/Management Supervision/Management 3 3 GG-11

1 2 3 4 2 3 4 2 3 4 5 3 4 5 GG-07 GG-11 GG-13 GG-15

GG-11 GG-13 GG-15 DCIPS Work Category HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 8 8 Appointing Authority Appointing Authority & Hiring Flexibilities 10 U.S.C. 1601 is the appointing authority for all Defense Intelligence positions Appointments may be:

Permanent Indefinite Temporary Term Merit system principles must be upheld at all times HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 9 9 Hiring Flexibilities Scenario Hiring Flexibilities Scenario Elizabeth, a member of the Defense Intelligence Agency and a reservist, has been called to active duty for a period of 18 months. Marvin, her supervisor, doesnt have

anyone who can be detailed to support this position. He is considering how to get the work done while Elizabeth is gone and thinks the best course of action is to fill the position for the period of Elizabeths absence. HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 10 10 Internal Placement Flexibilities Internal Placement Flexibilities DCIPS provides the flexibility to quickly assign the right people where they are needed HR Elements for HR Practitioners DCIPS Employment and Placement

Slide 5- 11 11 Key Terms Can You Define These Key Terms? Promotion Reassignment Reduction in Band or Grade HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 12 12 Exceptions to Competition Exceptions to Competition Lateral Transfers

Reassignments Details Developmental Programs Realignment Accretion of Duties HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 13 13 DCIPS Occupational Structure DCIPS Occupational Structure HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 14 14

DCIPS Competitive Actions Game DCIPS Competitive Actions Game Instructions: Create 5 questions about competitive actions to ask the other team. At least two questions should be scenario-based and focus on: The type of action required Whether the action requires competition Reason for your answer HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 15 15

Trial Periods Trial Periods All new Defense Intelligence employees will serve a two-year trial period Once an employee has completed a DCIPS trial period, he/she will not need to complete another one A Defense Intelligence employee who moves to another Defense Intelligence position or Component before completing the trial period does not have to start over, but will complete the trial period in the new position or Component HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 16 16 Joint Duty Assignments

Joint Duty Assignments The JDA Program is a leadership development program whose purpose is to build a cadre of intelligence professionals with experience in more than one IC element. HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 18 17 JDA Scenario JDA Scenario Management has been trying for some time to fill a procurement analyst position. The position is in the Professional Work Category at the Full Performance Work Level, GG-13 and requires some unique skills. The position has been advertised at least four times; generally, it does not get any qualified applicants.

One of the problems with the position is that it is located in an isolated area. When management has tried to hire for these types of positions in the past, they have had a great deal of difficulty and some positions have remained unfilled for months, although other organizations within the IC have employees with the necessary skill sets. HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 19 18 JDA Credit Criteria JDA Credit Criteria Full-Time Employees Part-Time Employees Deployment to a Combat Zone Multiple Assignments

HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 20 19 Employment and Placement Metrics Employment and Placement Metrics Time-to-Fill Vacancy Rate Transparency Collaboration Quality HR Elements for HR Practitioners DCIPS Employment and Placement Slide 5- 21 20

Lesson 5 Review Lesson 5 Review Topic 1 DCIPS and the Excepted Service Under Title 10 Topic 2 Qualification Standards Topic 3 DCIPS Appointing Authority and Hiring Flexibilities Topic 4 Component-Specific Internal Placement Flexibilities Topic 5 Competitive/Non-Competitive Actions Topic 6 DCIPS Trial Periods Topic 7 Joint Duty Assignments Topic 8 Quality in Employment and

Placement Outcomes HR Elements for HR Practitioners DCIPS Employment and Placement SlideSlide 5- 223-212

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