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Targeted Selection Process and Dimensions
The Selection Process
Preliminary Screening on Minimum Qualifications (HRM) .. 3 The Selection Committee(s)
3 Responsibilities of Selection Committee
4 Selection Criteria
4 The Written Interview.
4 The Oral Interview
5 Other Information
5 Scoring Procedure
6 Selection of Finalists ..
6 Review of Additional Qualifications -- Supervisor Interviews, the Board's Resume, and Transcripts
7 Final Recommendations to IRM Senior Management 7 Selection of Trainees/Feedback to Remaining Applicants ...... 7
Initial Placement in Program
Training and Education
Selection of a Mentor
10 10 11 11 11 11 11 11
Reviews and Evaluation of Progress
Performance Management Program (PMP) Review 12 Roles of Branch Manager, Section Chief, Mentor, and Traince Branch Manager Responsibilities
12 Section Chief/Supervisor Responsibilities.
12 Mentor Responsibilities
13 Trainee Responsibilities
13 Recommendation for Graduation
13 Procedures if an Individual Fails the Program
13 Procedures to Extend an Individual's Time in the Program.. 14
Administration of the Upward Mobility Program
The Upward Mobility Program Committee .....
14 14 15 15 15
17 Appendix B · Job Evaluation Plans (JEPs) for the UMP Trainee Positions
The objective of the Upward Mobility Program (UMP) in Information Resources Management (IRM) is to provide Federal Reserve Board employees in career ladders with limited potenual an opportunity to participate in a formal training program and receive classroom and on-the-job training. This will enable them to qualify for positions in IRM that require automation, analysis, or telecommunications skills, thereby offering beller career possibilities for employees involved in the program.
Applying for the Program
Identification of Target Positions
Computer Applications Programmer
Announcement of Openings in the Program
Ongoing Publicity About the Program and Openings
Posting of Openings
Employed at the Board full-uime for at least one year by the date the
currcnuy serving in the FR-31 through FR-34 or Wage-Board or
How to Apply – The Application Form, Transcript Release
Frequency of Openings
Targeted Selection guidelines and methodology. (See Appendix A for a Process and description of this methodology.) Specifically, the Trainces will be selected on Dimensions dimensions which have been defined and validated through a job analysis
procedure to ensure that they are job related. Dimensions are defined to be
Oral Communication Skill
Written Communication Skill
Tolerance for Stress
Tolerance for Stress
Preliminary Screening on Minimum Qualifications (HRM) Applicants initially will be screened by HRM to ensure that they meet the minimum requirements as stated in the minimum qualifications standards for the position. Individuals meeting the minimum requirements will then be referred to IRM.
The Selection Committee(s)