Hiring Process Fact Sheet This fact sheet outlines Goddard Space Flight Center’s hiring process, which is based on the Office of Personnel Management's 80 day hiring model. The hiring process is continually assessed for refinement to ensure the Center is

well positioned to compete for top talent, while considering the government wide goal of 80 days. Detailed guidance is provided on the Hiring Process Checklist for Hiring Managers. For more information, please contact your Human Resources Specialist .

6/26/2013

Legend:

Human Resources Specialist (HRS) process - green

Hiring manager (HM) process - black

Joint HRS/HM process - Blue

Prework

• Understand Directorate's internal hiring processes by working with Administrative Officer

• Have strategic conversation to include position management, consideration of veterans and individuals with disabilities, and possible recruitment incentives

• Review, update or develop position description (PD)

• Classify PD, if needed • Perform job analysis

and skills selection • Consider if a Subject

Matter Expert (SME) may be needed to help assess qualifications

• Draft vacancy announcement

• Review vacancy announcement

• Discuss tentative dates • Provide guidance and

best practices on interview panels

• Begin planning for interviews by identifying panel members, location of the interviews, and blocking off time for interviews

Initiation of RFE to date vacancy opens (10 calendar days)

• Initiate request for eligibles (RFE)

• Approve RFE • Review and commit to

dates

Vacancy open date to vacancy close date (10 calendar days)

• Post vacancy announcement

• Inform the manager of the number of applicants before the closing date

Vacancy close date to certificate issued

(16 calendar days)

• Evaluate resumes of applicants

• Request an SME, if needed

• Confirm expected date to issue certificate

• Finalize interview plans, including confirming panel members, interview location and times, and questions for interviews

• Issue certificate• Notify all applicants

about referral status

Certificate issued to certificate returned(15 calendar days)

• Access certificate in Human Resources (HR) Portal

• Review resumes to determine who will be interviewed

• Finalize interview schedule with panel members

• Conduct interviews• Conduct reference

checks• Obtain approval for

selection (using Directorate guidelines)

• Make selection in HR Portal (indicate alternate selections, if possible)

• Consider possible recruitment incentives. Begin completing recruitment incentive form, if needed

Certificate returned to tentative offer(3 calendar days)

• Audit selection• Make tentative offer

Tentative offer to selectee’s start date(26 calendar days)

• Finalize determination if recruitment incentives are required

• Provide recruitment incentive form, including justification and Directorate approval

• Analyze recruitment incentive request to ensure it meets applicable criteria, make recommendation, and obtain appropriate OHCM or Center approvals

• Establish start date • Make final offer• Notify referred

applicants of outcome, offering de-brief to interviewed applicants

• Debrief applicants, upon request