1. STAFFING SECTION CAROL OTTO
HUMAN RESOURCES SPECIALIST (RECRUITMENT AND PLACEMENT)
(573) ext
TRACINA HARRISON
(573) ext
NATALIE SOTO-CORTES
HUMAN RESOURCES ASSISTANT
(573) ext
NANCY BROWNE
(573) ext

2. STAFFING OPTIONS AND ADMINISTRATION

3. Overview Employment Requirements Staffing Factors
Merit Placement Principles
Staffing Options
Supervisor’s Responsibilities
State Staffing Procedures

4. Employment Requirements
Requirements for Civil Service National Guard Employment
Dual Status (DS) – Excepted Service
Must maintain military membership
Must be assigned to compatible military skill
Must maintain compatible military appointment
Title 5 – Excepted Service
Not required to maintain military membership
Title 5 – Competitive Service

5. Occupational Matchup (AFSC) w/ military and civilian positions
Grade/Rank - Military structure is preeminent over technician structure
Compatibility
Military Membership - Appointment
Military Assignment - Unit

6. National Guard Military Compatibility
National Guard Employee Military Compatibility is defined as:
The condition in which the National Guard employees are assigned to positions in the proper military grades (Officer or Enlisted) and military assigned to the military units (MTOE/TDA/UMDA) that employs them, or to a unit that support other military units

7. Grade Inversion is NOT permitted for Title 32 National Guard employees

8. Employment Requirements
Requirements for Dual Status Application
Eligibility
Applicants must meet the dual status qualification requirements to be referred for consideration
Placement
Applicants must meet military requirements before placement

9. Employment Requirements
Requirements for Title 5 Application
Eligibility
Applicants must meet Title 5 and/or OPM qualification requirements to be referred for consideration
Veterans’ Preference documentation must be submitted as part of application packet for Veterans’ Preference consideration
Placement
Applicants must complete a background investigation and receive favorable approval before placement

10. Staffing Factors Staffing Factors Urgency, Time Available
Fill From Within or Outside
Availability of Qualified Applicants

11. Merit Placement Principles
Federal Requirement (5 CFR)
Requirements of State Merit Plan
Identify Kinds of Positions, Actions, and Exceptions
Identify Areas of Considerations
Placement Eligibility
Select or Non-Select
Administrative Records

12. Staffing Options Guidance for Staffing Decisions
State Position Management Plan
State Merit Placement Plan
Labor Management Agreement
Permanent Fill versus Temporary Fill
Internal Fill versus External Fill

13. Staffing Options Internal Movement of Current National Guard Employees
Cannot move current National Guard employees between Title 32 and Title 5 or vice versa. Must hold competition to be able to move between these two services.
The following are options to fill position(s) instead of advertising or to fill a gap until filled
Reassignment – employee’s request or management directed
Change to Lower Grade – employee’s request or management directed
Promotion – temporary basis (120 days without competition)
Detail – 120 day increments up to 1 year
Must Meet Qualifications
Must Compete for Higher-Graded Positions

14. Staffing Options Temporary Employment
Depending on the budget and mission need, temporary employment is an option to provide assistance when permanent employee is deployed, to get a special project accomplished, or facilitate in reducing backlog.
This can be accomplished non-competitively or with competition.
Non-Competitive Temporary Appointment
Authorized for Title 32 Dual Status only – not Title 5
MUST MEET QUALIFICATIONS
Military Compatibility is not applicable
12 months is the maximum time allowed without competition
Must have a 12 month break after working on a 12 month non-competitive appointment
Submit Temporary Employee Package (Letter of Instructions) thru the SAFE system
Must allow one full pay period from date of receipt in HR to process

15. Staffing Options Temporary Employment (Continued)
Competitive Temporary Appointment
Authorized for both Title 32 and Title 5
Must be advertised utilizing the Merit Placement process
MUST MEET QUALIFICATIONS
Military Compatibility is not applicable
Upon selection, may be placed in a temporary position for 1 year from the effective date of placement (depending on circumstances)
Employee can be in the temporary position up to 4 years (in 1 year increments)
Entitled to military leave after serving one year as a temporary employee
Must allow one full pay period from date the selection package is received in HR to process

16. Supervisory Responsibilities
Requires Positive Efforts and Actions
Learn Options Available
Learn Eligibility Requirements
Keep Accurate Records
Promptly Submit Source Documents
Follow Up

17. Summary Employment Requirements Staffing Factors
Merit Placement Principles
Staffing Options
Supervisor’s Responsibilities
State Staffing Procedures

18. Questions???