OPM Outlines ‘Rule of Many’ Expectations in Federal Hiring
The Office of Personnel Management (OPM) has released new guidance on the “rule of many,” a federal hiring strategy designed to broaden candidate pools and enhance flexibility in the hiring process. This strategy, finalized last September, seeks to revolutionize how federal agencies evaluate job applicants.
Overview of the Rule of Many
The “rule of many” was proposed as part of the fiscal 2019 National Defense Authorization Act and aims to replace the outdated “rule of three.” This previous method restricted agencies to select candidates from only the top three ranked applicants. The new approach allows for a wider selection based on candidates’ relevant skills.
Key Features
- Scoring candidates based on demonstrated job skills.
- Hiring managers can use cut-off scores or percentages to narrow down the applicant pool.
- Encourages the use of comprehensive assessments such as structured interviews and job simulations.
Benefits of the Rule of Many
According to OPM Director Scott Kupor, the new strategy provides essential flexibility for hiring managers, enabling them to distinguish candidates based on qualification merit. It aligns with skills-based hiring, expanding opportunities for applicants with fitting skill sets.
This approach is particularly beneficial for nontraditional candidates, veterans, and individuals with diverse career paths.
Challenges in Implementation
Despite its advantages, the immediate adoption of the “rule of many” faces several hurdles. Jenny Mattingley, vice president of government affairs at the Partnership for Public Service, indicates that many agencies lack the necessary funding and staffing to implement this significant change quickly.
Mattingley stresses that while the “rule of many” is a promising tool, agencies may take time to fully integrate it into their established hiring processes.
Comparison with Category Rating
Currently, many federal agencies employ the category rating system, which groups applicants into defined categories. While this system improved upon the “rule of three,” it doesn’t effectively differentiate candidates within the same category, leading to unfair assessments.
The “rule of many” offers a more detailed evaluation method that can identify superior candidates more effectively, especially for higher-level positions requiring technical qualifications.
Future Implications
Adopting the “rule of many” will require a cultural shift within agencies toward skills-based hiring. Without a robust skills assessment process in place, the potential of this new hiring strategy may not be fully realized.
Ultimately, the success of this hiring reform will depend on agencies balancing budget constraints with the need for skilled personnel. As of now, the White House supports increased hiring, amidst ongoing budget uncertainties.
