Hiring reform includes recruitment, hiring, retention and employee development — from planning to onboarding. Senior leaders, hiring managers and human resources professionals all are collaborating to attract quality candidates for positions, reduce the time to fill vacancies and improve the application experience for potential and current federal employees.
The Department of the Navy will improve the process for applicants. Applicants are notified at four critical stages during the hiring process:
- When their application is received
- When qualifications are determined
- Referral status
- Final result
Consistent with the hiring reform initiative:
- Essay-style questions have been eliminated from initial application materials
- Cover letter and resumes are accepted
- Job announcements have been reduced from 10-12 to five pages
- Job announcements are written in simple terms and easy to understand
The Department has reduced the time to fill vacancies.
- Vacancies filled within 80-110 days
- Maximize use of and monitor available technology
The Department has increased the involvement and collaboration of hiring managers, senior leaders and human resources professionals. Managers and leadership will work hand-in-hand with human resources professionals from beginning to the end of the hiring process.
- Plan current and future workforce requirements
- Ensure job vacancies reflect competencies needed for position
- Engage throughout the hiring process
- Ensure timeliness of hiring decisions
The Department of Navy wants to be an employer of choice, connecting the right talent to the right job.
The Department of Navy Hiring Reform Office provides a resource center to assist individuals with hiring reform questions; inquiries can be sent to DONhrfaq@navy.mil.