Merit System Principle 1: Recruitment, Selection and Advancement
RECRUITMENT, SELECTION AND ADVANCEMENT
“Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a work force from all segments of society, and selection and advancement should be determined solely on the basis of relative ability, knowledge, and skills, after fair and open competition which assures that all receive equal opportunity.”
What is the intent behind the first Merit System Principle?
Are there any decisions from the Merit Systems Protection Board addressing the first Merit System Principle?
Has the MSPB studied the issue of recruitment, selection and advancement?
Effective recruitment requires understanding what competencies are required, describing them accurately in a vacancy announcement, and knowing where to reach out to find a qualified and diverse applicant pool. A variety of MSPB reports have addressed the topic of Federal government recruitment strategies. The Impact of Recruitment Strategy on Fair and Open Competition for Federal Jobs (2015), Attracting the Next Generation: A Look at Federal Entry-Level New Hires (2008), In Search of Highly Skilled Workers: A Study on the Hiring of Upper Level Employees from Outside the Federal Government (2008), Managing Federal Recruitment: Issues, Insights and Illustrations (2004), and Help Wanted: A Review of Federal Vacancy Announcements (2003) provided recommendations for improving recruitment and hiring of Federal employees at various grade levels.
Another critical step of the hiring process is to be able to identify which of the applicants are qualified. Agencies need to invest appropriate resources into developing and implementing an effective assessment process. The MSPB has examined current practices and made recommendations for improvements through reports such as Reforming Federal Hiring: Beyond Faster and Cheaper (2006) and Assessing Federal Job Seekers in a Delegated Examining Environment (2001).
A variety of reports have focused more specifically on individual assessment techniques that can facilitate merit-based selection, when used properly. These include: Evaluating Job Applicants: The Role of Training and Experience in Hiring (2014), Identifying Talent Through Technology: Automated Hiring Systems in Federal Agencies (2004), The Federal Selection Interview: Unrealized Potential (2003), Job Simulations: Trying Out for a Federal Job (2009), and Reference Checking in Federal Hiring: Making the Call (2005).
Another essential, though sometimes overlooked, final step of the hiring process involves the assessment of the new employee before the end of the probationary period. This topic was explored in the reports, The Probationary Period: A Critical Assessment Opportunity (2005) and Navigating the Probationary Period After Van Wersch and McCormick (2007).
Has the Office of Personnel Management issued any guidance to help agency HR offices comply with the first Merit System Principle?
Has the Equal Employment Opportunity Commission issued any guidance to help agency HR offices comply with the first Merit System Principle?