| Step 1: |
Strategic Conversation. The hiring official contacts the serving Workforce Management Office (WFMO) Human Resources Advisor (HRA or HR Advisor) to initiate a strategic conversation. |
| Step 2: |
Submit Completed Recruitment Package. The hiring official submits a complete recruitment package to the HRA. |
| Step 3: |
Individual Hiring Service Plan. The HRA reviews the completed recruitment package and establishes recruitment timelines and target dates with the hiring official. |
| Step 4: |
Job Analysis and Technical Automated Hiring System (AHS) Questions. The HRA and hiring official and/or subject matter expert (SME) develop a job analysis, including identification of Knowledge, Skills and Abilities (KSAs) and develop the AHS questions for the vacancy announcement. |
| Step 5: |
Vacancy Announcement. The HRA drafts a vacancy announcement and forwards the draft to the hiring official for review and approval. The approved vacancy announcement is posted on the Office of Personnel Management (OPM) USAJOBS website. |
| Step 6: |
Qualification Determination and Referral List. The HRA reviews applications for basic, minimum qualifications and issues a certificate to the hiring official. |
| Step 7: |
Selection. The hiring official interviews candidates, checks references, makes a selection and returns the certificate to the HRA within 20 business days. |
| Step 8: |
Job Offer. The HRA reviews the selection and makes the initial job offer. |
| Step 9: |
Enter on Duty (EOD). The new employee completes all required paperwork administered by the WFMO or a designated employee in a field office. This process is known as “in-processing.” If a new employee is in-processed by a designated employee in the field office, the completed paperwork must be forwarded to the servicing HRA in the WFMO for processing. |
