This report examines how factors such as a proliferation of hiring authorities and the decentralization of the Federal hiring process affect the idea and implementation of the first merit principle of fair and open competition for filling jobs in the Federal Government. The principle of fair and open competition for filling jobs is a longstanding and fundamental element of Federal merit systems. However, the complexities of Federal civil service laws, regulations, and practices make it difficult to define what constitutes "fair and open competition."
Executive Summary i
Chapter 1: Introduction 1
Background 1
Purpose 2
Methodology 2
Chapter 2: Why is Fair and Open Competition Important? 3
Beginnings 3
First Reforms 5
Merit Hiring Matures 6
CSRA of 1978 and Beyond 8
Chapter 3: Decisions Affecting Competition 11
Shaping the Applicant Pool 11
Length of the Open Window 12
Internal Versus External Hiring 12
Announcing Jobs 14
To Competitively Examine Or Not? 15
Special Hiring Authorities 17
Assessment Methods 21
Chapter 4: Case Study—Practices and Results 27
Comparing “Pre-selection” Perceptions 27
Comparing Applicant Pools 28
Comparing Open Periods 29
Comparing Workforce Compositions 30
Chapter 5: External Pressures on Hiring Systems 33
The Prohibited Personnel Practices 33
The Evolving Role of Human Resources in the Federal Government 35
Supervisors’/Managers’ Intentions and Training 37
Chapter 6: Findings and Recommendations 39
Findings 39
Recommendations 39
Appendix A: Multiple Hurdle Approach 41
Appendix B: Title 38 45
