Installation Management Command looks
to expedite hiring at garrisons
|SAN ANTONIO (Installation Management Command Public
Affairs) — Garrison commanders throughout the Installation Management
Command (IMCOM) are recruiting for about 2,000 job openings, and while
the competitive process can be time-consuming, exceptions to the process
allow for noncompetitive selection of current IMCOM employees,
transitioning Soldiers, disabled veterans, and certain others.
At the same time, the Army still faces a new fiscal environment that
could require more civilian work force reductions in the future, so the
headquarters will continue to closely oversee the filling of critical
vacancies to ensure the command stays within sustainable end strength
IMCOM started fiscal year 2012 facing a mandatory reduction of more than
4,000 civilian positions, including the headquarters (HQ), the regions
and the garrisons. In the interest of retaining a highly experienced and
specialized work force, the command approached the necessary reduction
with a commitment to meet the end-strength target through attrition and
judicious filling of critical vacancies.
This proactive approach to human resources management has succeeded to
the extent that IMCOM has exceeded its reduction target through
voluntary separations, retirement, and cross-leveling through
reassignment. The new personnel outlook is good news for protecting the
work force, but the garrisons now are anxious to fill these nearly 2,000
openings to sustain their operations.
“It’s great to see that we could continue to meet our mission
requirements while still taking care of our civilian work force,” said
IMCOM Commander Lt. Gen. Michael Ferriter.
The federal hiring system is a competitive process, designed to evaluate
applicants fairly, but not necessarily quickly, especially in recruiting
from outside the government.
But federal regulations allow for noncompetitive consideration of the
very populations IMCOM seeks to help — including current employees,
transitioning Soldiers and disabled veterans.
“As we look at ways to expedite the approval process, there are steps
the garrisons can take to speed the process, including streamlining the
recruiting process, working in advance with the CPAC (Civilian Personnel
Advisory Center) on determining the level of competition, getting job
assessments ready, considering noncompetitive selections of the current
IMCOM work force, and hiring veterans and Family members,” said IMCOM
Director of Human Resources (G1) Karen M. Perkins.
Most hiring actions still must go to the HQ IMCOM Human Resources
Management Board for initial screening and a recommendation to the
When the commander approves a hiring request, he specifies whether a
vacancy must be filled by a current IMCOM employee or whether it can be
recruited outside the command and even outside the federal work force.
The first step remains the IMCOM Enterprise Placement Program (IEPP),
which may provide a reassignment opportunity for a potentially
vulnerable IMCOM employee who is willing to relocate. While the IEPP
process is working, managers can begin their recruitment process to be
ready to select if IEPP does not provide an eligible candidate.
If managers want to consider using one of the special hiring authorities
laid out under Title 5 of the Code of Federal Regulations, there are
many ways to hire transitioning Soldiers, disabled veterans and people
with disabilities noncompetitively.
“These are excellent ways to select qualified people noncompetitively,
and they help disabled veterans and transitioning Soldiers, which we
want to do anyway,” said Lois Keith, chief of Civilian Personnel in the
One such authority is the Veterans’ Recruitment Authority (VRA), which
allows for noncompetitive appointment to positions in grades up to GS-11
of disabled veterans or veterans who served on active duty during a war,
a recognized campaign or expedition, or certain other military
operations. The VRA also extends to recently separated veterans.
Another opportunity is to appoint a veteran retired from active duty
with a disability rating of 30 percent or more. These appointments are
60-day temporary or term to start with, but may be converted to career
or career-conditional at any time. There are no grade limits with a 30
percent disability appointment, as long as the applicant meets all
Another talent resource is Army spouses, who normally won’t qualify for
noncompetitive appointment, but often come with wide experience and
varied skill sets that might not be readily available in the local
talent pool. And former government employees eligible for reinstatement
can be selected noncompetitively in any grade up to their former highest
grade, as long as they meet qualifications.
The installation CPAC is the local resource for all civilian hiring, but
especially when trying to expedite hiring through the use of
noncompetitive appointments, so every action should be in consultation
With the need for balance between expedited hiring and sustainable end
strengths, garrison commanders need access to more than one option when
filling a critical vacancy. The headquarters will likely stay very
involved in the hiring process for the foreseeable future in the
interest of sheltering the work force from future adverse actions due to
Options do exist, however, and using the hiring authorities provided can
help garrisons fill their critical vacancies while also providing
opportunity for some very deserving candidates.