Considerations for Implementing the OPM Classification Recommendation

for Performance Analysts

Bethany BlakeyPerformance Improvement Council

November 30, 1012

WHAT do we want to see happen?

Agencies hire the right people into the right offices creating the right teamsto support and enhance performance

management and performance improvement

WHY do we Care about the Classification of Performance Analysts

Individual or Agency Level Impact Governmentwide Impact

Provides more structure to guide design of specific performance analyst type positions

Better defines level of difficulty and responsibility between grade levels

May impact grade and/or compensation

Provides foundation for career ladders that stimulate career development

Provides the foundation for governmentwide class of performance analyst type positions

Connect similar positions across agencies making them more comparable

Facilitates mobility

Enhances ability to hire across agencies and share resources

HOW can I, as Hiring Manager or Supervisor, use this to hire the right people into the right offices creating the right teams?

Examine the need – current and future

Apply elements of the new information resources

Design integrated teams and partner relationships

Place analysts in existing or evolving career ladders

Proactively engage existing and evolving career development

Network across programs, offices, and agencies

Decision Factors for Implementation Options

WHO?

Single IndividualSelection of Individuals

Single TeamSelection of Teams/Offices

Agency-wide

WHAT?

Single CompetencySelection of CompetenciesGroupings of Competencies

All Competencies

TO WHAT DEGREE?

RefreshNew Techniques or Approaches

‘One Step Up’‘0 to 60’

From Nothing to SomethingFrom Knowledge to Practice

New Skills

WHEN?Immediately

Within a Performance CycleOver Time with Natural TurnoverOver Time with Proactive Career

DevelopmentAt a Future Point in Time

A Few of Your Options for Implementation

Do nothing

•To all analysts doing performance work or just those in 343 series

•To all HQ analysts doing performance work at least 75% of the time

•Other

Apply informational resources without regard to occupational

series

•With new hires only, hiring 343’s explicitly to enter an evolving career ladder

•Over 1-5 years as more career development and learning resources become available to support the shift

•Other

Grandfather in the series and/or application of informational

resources

•Review all analyst positions doing performance work at least 50% of the time for possible conversion

•Use a blend of 343s and other types of analysts within or outside the 343 series

•Other

Convert performance analysts to 343

•Only at HQ level

• Ensure there is at least one 343 performance analysts in every major component agency

• Other

Apply only to certain levels or types of offices within an agency

Resources

• Performance Competencies

• Draft Position Descriptions

Position Design

• Draft Job Announcements

• Recruiting Sources & Channels

Recruitment• Recommended

Experiential and Educational backgrounds

• Sample Interview Questions

Selection

Position Design, Recruitment, and Selection Toolkit