Teams

HRS_TEAM

Recruiting, Administration, Teams, Teams

Create and maintain teams.

Enter Primary Job Opening

HRS_JO_LAUNCH

Recruiting, Create New Job Opening, Enter Primary Job Opening

Enter primary job opening information.

Job Opening

HRS_JOB_OPENING

Click the Continue button on the Enter Primary Job Opening page.

Enter job opening details.

Job Opening - Locations

HRS_JO_LOC_SEC

Click the Add Additional Locations link on the Job Opening page.

Add locations to job openings.

Candidate Name Requests

HRS_JO_NM_SEC

Click the Candidate Name Request link on the Job Opening page.

(USF) Enter candidate name requests.

Job Opening - Job Opening Screening Criteria

HRS_JO_SCR_DTL

Click the screening level link in the Applicant Screening group box on the Job Opening - Job Opening Details page.

Add screening criteria to screening levels.

Define Competency Points

HRS_JO_SCR_CMP_SEC

Click the Edit Details link in the Screening Requirements group box in the Job Opening - Job Opening Screening Criteria page.

Define competency points.

Job Opening - Posting Information

HRS_JO_PST_DTL_SEC

Click the job posting title link in the Job Postings group box on the Job Opening - Job Opening Details page.

Add job posting details.

Template ID

Select the template that you want associated with this job opening. The system determines the default value for this field based on the Template Segmenting Type entered on the Recruiting Installation - Installation Options page and the Segmentation Values entered on the Recruitment Template - Segmentation Values page.

Only users that have Recruiting row level security enabled can edit this field.

See Setting Up Talent Acquisition Manager Implementation Defaults.

See Assigning Segmentation Values to Recruitment Templates.

See Talent Acquisition Manager Overview.

Job Opening Type

Displays the type of job opening selected on the Enter Primary Job Opening Information page.

Date Opened

Enter the date on which the job opening was created. The default date is today's date.

Openings to Fill

Specify whether the openings are:

• Limited: Enables the Target Openings and Available Openings fields to appear. The system closes the job opening when all openings are filled.

• Unlimited: Hides the Target Openings and Available Openings fields and the job opening stays open until it is manually closed.

Target Openings

Enter the number of positions that are to be filled. This field appears only if Limited was selected in the Openings to Fill field.

Available Openings

This field displays the number of available openings only if Limited was selected in the Openings to Fill field. The default number of openings is the value entered in the Target Openings field. When you hire an applicant in this job opening, the system decreases this number by one. When all available positions are filled, the status of the job opening is set to Closed.

Business Unit

Select a business unit. The default value is the value that you entered on the Enter Primary Job Opening Information page.

Position Number

Select a position number. This field defaults to the value entered on the Enter Primary Job Opening Information page. This field is available if Allow multiple jobs/positions is not selected on the Recruiting Installation - Installation Options page.

Job Code

Select a job code. The default value is the value that you entered on the Enter Primary Job Opening Information page. This field is available if Allow Multiple Jobs/Positions is not selected on the Recruiting Installation - Installation Options page.

Company

Select a company. The default value is the value that you entered on the Enter Primary Job Opening Information page when it is the Template Segmenting Type.

Department

Select a department. The default value is the value that you entered on the Enter Primary Job Opening Information page when it is the Template Segmenting Type.

Location

Select the location code for the location of this job opening.

Recruiting Location

Select the recruiting location that you want displayed when a applicant searches for a job opening. For example, the location might say “Headquarters - Building A,” but the recruiting location would say “Western Canada.”

Add Additional Locations

Click to access the Job Opening - Locations page, where you can enter additional locations and recruiting locations.

See Adding Locations to Job Openings.

Status Code

Displays the current job opening status. Only recruiting administrators can override this field.

Status Reason

Select the appropriate status reason code. The default value is the current status of the job opening.

Status Date

Enter the date on which the status went into effect. The default date is the current date.

Desired Started Date

Enter the date that the job begins.

This field can be used as a parameter for screening applicants.

Encumb. Dt (encumbrance date)

If your organization uses Commitment Accounting for budgeting, indicate how the system budgets for the unfilled position. Select one of these options:

• Authorization Date: Start budgeting for the position from the date that it is authorized, as indicated in the Date Authorized field.

• Project Fill Date: Start budgeting for the position from the date that you expect to fill the position as indicated in Projected Fill Date field.

If you’re not using commitment accounting, leave this field blank.

Projected Fill Date

If you selected Project Fill Date in the Encumbrance Date Indicator field, enter the date that you expect to fill the job opening.

Date Authorized

The date that the job opening was approved. If approvals is being used, this date is the date the job opening reaches final approval.

Referral Program ID

Select an employee referral program. If there is an employee referral program associated to the recruitment template, that employee referral program appears here.

Recruitment Office

Select a recruitment contact. Recruitment contacts are defined on the Recruitment Contacts page and must have a recruitment type of Office.

(USF) Recruitment Type

Select from the following available options

Internal: Only current agency employees are considered.

Merit Promotion: Only current and previous federal employees are considered.

Open Competition: All internal and external applicants and federal employees are considered.

This field can be used as a parameter for screening applicants.

(USF) Area of Consideration

Select the area that covers the job opening.

• Agency

• External Government

• Federal Government

• Nationwide

• Subagency

• Worldwide

(USF) Draft Status

Select the applicant's draft status:

• Not Applicable

• Not Yet Registered

• Registered

This field can be used as a parameter for screening applicants.

(USF) Country

Select the country in which the job opening is to be filled.

(USF) Citizenship Status

Select the applicant citizenship status. Select from the following options:

• Alien Permanent

• Alien Temporary

• Canadian Citizen

• Employment Visa

• Native

• Naturalized

• Not Indicated

• Other

• Permanent Resident

This field can be used as a parameter for screening applicants.

(USF) Minimum Age

Enter the minimum age restriction that might apply to this job opening.

This field can be used as a parameter for screening applicants.

(USF) Maximum Age

Enter the maximum age restriction that might apply to this job opening.

This field can be used as a parameter for screening applicants.

(USF) Gender

Enter any gender restriction that might apply to this job opening.

This field can be used as a parameter for screening applicants.

(USF) Candidate Name Requests

Click to access the Candidate Name Requests page, where you can enter candidates that you highly recommend for the job opening. This information can be used in resolving ties when screening applicants.

Program

Select a priority place code that you want to associate with this job opening. The Priority Placement process uses this to identify any applicants that have an entitlement to priority placement consideration.

Add Priority Placement Programs

Click to access the Priority Placement page.

Name

If specific employees are being replaced, enter the names here.

Add Employees Being Replaced

Click to add another row to the Employees Being Replaced grid.

Works Council ID

Select a works council ID. Only works council IDs with the same setID as the user appear as values.

See Setting Up Works Councils.

Job Code

If the job opening has multiple job codes, the system displays the primary job code once the competency is assigned.

When you save the component, the system automatically assigns the competencies to all other job codes in the job opening. When you display the page again, it shows all competencies with every job code in the job opening. However, only the competencies for the primary job code are changeable.

Add Job Codes

Click to add another row to the Job Code Information grid.

Delete Job Code

Click to delete a job code.

Region

Select the region in which the job opening is located. Regions are defined on the Regulatory Region page.

See Working with Regulatory Regions.

Schedule Type

Select whether this a Full-time or Part-Time position.

This field can be used as a parameter for screening applicants.

Regular/Temporary

Select whether this is a Regular or Temporary position.

This field can be used as a parameter for screening applicants.

Begin Date

Enter the date on which the job is to begin.

End Date

Enter the date on which the job is scheduled to end. This field is for temporary job openings.

(USF) Not To Exceed Date

If this is a temporary position, enter the date on which it will end.

(USF) Not To Exceed Days

If this is a temporary position, enter the maximum number of days after the Not To Exceed Date by which the job can extend.

(USF) Summer Appointment

Select if this position is a summer appointment. This information is sent as part of the vacancy information for the USA Jobs program. When there are multiple job codes, the primary job code value for summer appointment is used.

Shift

Select the shift for this job opening.

This field can be used as a parameter for screening applicants.

Hours

Enter the default number of hours in a normal workweek for this job. The field defaults to the number associated with the job code.

This field can be used as a parameter for screening applicants.

Work Period

Select the time period in which employees must complete the standard hours. These values are created by using the Frequency table.

Travel Percentage

Enter the percent of travel required by this job.

This field can be used as a parameter for screening applicants.

(USF) Supervisor Level

Enter the supervisor level. The default value is the level assigned on the job code.

(USF) FLSA Status (fair labor standards act status)

Displays the FLSA status associated with the job code.

(USF) LEO/Fire Position (law enforcement officer/fire position)

Displays the LEO/Fire position code associated with the job code.

(USF) Sensitivity Code

Select a sensitivity code. The default value is the value assigned to the job code.

(USF) Type of Appointment

Select the type of administrative post.

Salary Admin Plan

Displays the salary plan associated with the position. You can change the salary plan by selecting another from the list of available options.

(USF) Pay Plan

Displays the pay plan associated with the position. You can change the pay plan by selecting another from the list of available options.

From Grade

Displays the low grade associated with the position. You can change the from grade by selecting another from the list of available options

From Step

Displays the low step associated with the position. You can change the from step by selecting another from the list of available options

To Grade

Displays the high grade associated with the position. You can change the to grade by selecting another from the list of available options

To Step

Displays the high step associated with the position. You can change the to step by selecting another from the list of available options

Salary Range From

The system supplies the salary range from the Job Code table. You can override these values.

Salary Range To

The system supplies the salary range from the Job Code table. You can override these values.

Pay Frequency

Select the pay frequency in which this job is paid.

Currency

Select the currency in which this job is paid.

(USF) Occupational Series

Displays the occupational series that is associated with this occupational series for this position.

(USF) PATCOB Code

Displays the PATCOB code that is associated with occupational series for this position.

Highest Education Level

Select the highest level of education that an applicant must have completed to be eligible for this job. Education levels are defined on the Education Level Achieved Table page.

This field can be used as a parameter for screening applicants.

See Setting Up Educational Qualifications and Accomplishments.

Years of Work Experience

Enter the years of work experience required for this job opening.

Add Work Experience & Education

Click to add another row to the Work Experience & Education grid.

License or Certificates

Select a license or certificate required by this job opening. Licenses and certificates are defined on the Licenses/Certifications Table page.

This field can be used as a parameter for screening applicants.

See Setting Up Educational Qualifications and Accomplishments.

Add Licenses/Certificates

Click to add another row to the Licenses & Certificates grid.

Language

Select a language required by this job opening. Languages are defined on the Language Table page.

This field can be used as a parameter for screening applicants.

See Setting Up Educational Qualifications and Accomplishments.

Add Languages

Click to add another row to the Languages grid.

Membership

Select a membership required by this job opening. Memberships are defined on the Membership Table page.

This field can be used as a parameter for screening applicants.

See Setting Up Educational Qualifications and Accomplishments.

Add Memberships

Click to add another row to the Memberships grid.

Honor or Award

Select an honor or award required by this job opening. Honors and awards are defined on the Honor/Award Table page.

This field can be used as a parameter for screening applicants.

See Setting Up Educational Qualifications and Accomplishments.

Add Honors and Awards

Click to add another row to the Honors & Awards grid.

Test

Select a test required by this job opening. Tests are defined on the Test table.

This field can be used as a parameter for screening applicants.

See Setting Up Educational Qualifications and Accomplishments.

Add Tests

Click to add another row to the Tests grid.

Competency

Select a competency required by this job opening. Competencies are defined on the Competency Table page. The system supplies the default competencies associated with the job code.

See Setting Up Competencies.

Add Competencies

Click to add another row to the Competencies grid.

Description

Select a screening question. Screening questions are defined on the Question Definition page.

Screening questions are associated to a job opening, so that when an applicant applies to the job, the questions appear to the applicant during the Apply online process. It is optional to associate them to screening criteria.

See Setting Up Applicant Screening.

Add Screening Questions

Click to add another row to the Screening Questions grid.

Max Ttl Pts (maximum total points)

Enter the total points an applicant can achieve during screening.

(USF) Transmutation

Select if you want to use transmutation. If screening levels are defined to allow applicants to get more than 100 points, you can transmute the applicant score, which bases the scoring on a scale of 100.

Must Pass Previous Levels

Select if the applicant must pass the current screening level to move on to the next level.

Raw Augmented Score Limit

Total number of points enabled for augmentation. The recruiting specialist may award augmentation points for certain competencies or accomplishments that are not required for the position but may be given consideration in the selection process.

Raw Veterans Pref Score Limit raw veterans preference score limit

Total number of points enabled for veterans preference. The recruiting specialist may award veteran preference points for certain competencies or accomplishments that are not required for the position but may be given consideration in the selection process.

Tie Break Number

Enter the agency’s random number that is used to find the starting point for the number sequence used to break ties on a certain day.

Rank Candidates of Category 1

Select to indicate that when full ranking process is used the applicants on the list of eligible candidates are ranked according to category 1. Category 1 ranking is Qualified/Well-Qualified/Best_Qualified Preference Eligibles with 'Must Select' for the given Recruiting Type.

Rank Candidates of Category 2

Select to indicate that when full ranking process is used the applicants on the list of eligible candidates are ranked according to category 2. Category 2 ranking is Well-Qualified/Best_Qualified Preference Eligibles with 'Must Consider' for the given Recruiting Type.

Rank Candidates of Category 3

Select to indicate that when full ranking process is used the applicants on the list of eligible candidates are ranked according to category 3. Category 3 ranking is Best_Qualified Non-Preference Eligibles or Best_Qualified Preference Eligibles with an effect of 'None' for the given Recruiting Type.

Rank Candidates of Category 4

Select to indicate that when full ranking process is used the applicants on the list of eligible candidates are ranked according to category 4. Category 4 ranking is Qualified/Well-Qualified Non-Preference Eligibles or Qualified/Well-Qualified Preference Eligibles with an effect of 'None' for the given Recruiting Type.

Veteran Preferred in Tie Break

Select to allow veterans preference be used as a tie breaking criteria.

Rank Candidates of Category 1

Select to indicate that when full ranking process is used the applicants on the list of eligible candidates are ranked according to category 1. Category 1 ranking is Qualified/Well-Qualified/Best_Qualified Preference Eligibles with 'Must Select' for the given Recruiting Type.

Rank Candidates of Category 2

Select to indicate that when full ranking process is used the applicants on the list of eligible candidates are ranked according to category 2. Category 2 ranking is Well-Qualified/Best_Qualified Preference Eligibles with 'Must Consider' for the given Recruiting Type.

Rank Candidates of Category 3

Select to indicate that when full ranking process is used the applicants on the list of eligible candidates are ranked according to category 3. Category 3 ranking is Best_Qualified Non-Preference Eligibles or Best_Qualified Preference Eligibles with an effect of 'None' for the given Recruiting Type.

Rank Candidates of Category 4

Select to indicate that when full ranking process is used the applicants on the list of eligible candidates are ranked according to category 4. Category 4 ranking is Qualified/Well-Qualified Non-Preference Eligibles or Qualified/Well-Qualified Preference Eligibles with an effect of 'None' for the given Recruiting Type.

Veteran Preferred in Tie Break

Select to allow veterans preference be used as a tie breaking criteria.

Sequence

Displays the screening sequence number from the defaulted template.

If you are adding a screening level, enter the order in which you want the screening levels executed.

Screening Levels

Displays the screening level title from the defaulted template. Click the screening level name link to access the Job Opening - Job Opening Screening Criteria page, where you can define the screening criteria.

See Setting Up Applicant Screening.

Add Screening Options

Click to add another row to the Applicant Screening grid.

Name

Select a recruiter or recruiting team for this job opening. The system uses this person or persons as the second approver of the job opening, if job opening approvals is selected on the Recruiting Installation - Installation Options page. The system also uses recruiters and teams to specify access rights to a job opening.

Add Recruiters

Click to add another row to the Recruiters grid.

Add Team to Recruiters

Click to add another row to the Recruiters grid.

Name

Select a hiring manager or hiring manager team for this job opening. If the approval process is active, the system uses this information to determine who is the first approver for this job opening. The system also uses managers and teams to specify access rights to a job opening.

Add Hiring Managers

Click to add another row to the Hiring Managers grid.

Add Team to Hiring Managers

Click to add another row to the Hiring Managers grid.

Name

Select interviewers or interview teams. The system uses this list of interviewers as the default list when you schedule interviews for the job opening.

Add Interviewers

Click to add another row to the Interviewers grid.

Add Team to Interviewers

Click to add another row to the Interviewers grid.

Name

Select the name of the person you want to be associated with this job opening.

Add Interested Parties

Click to add another row to the Interested Party grid.

Add Team to Interested Parties

Click to add another row to the Interested Party grid.

Posting Title

Enter the title that you want to display when the applicant searches for a job posting.

Add Postings

Click to add another row to the Postings grid.

Location

Select an HR location that identifies where the job opening is physically located.

Primary Location

If there is more the one location associated with the job opening, indicate which location is primary.

Add Locations

Click to add another row to the Locations grid.

Location

Select the recruiting location that appear to applicants when they search for a job.

Primary Recruiting Area

If there is more the one recruiting location associated with the job opening, indicate which recruiting location is primary.

Add Recruiting Locations

Click to add another row to the Recruiting Locations grid.

Name

Displays the name of the screening level.

Pass Status

Select the status that you want assigned to the applicant when they pass a screening level. .

Pass Reason

Select the reason that you want assigned to the applicant when they pass a screening level.

Fail Status

Select the status that you want assigned to the applicant when they fail a screening level.

Fail Reason

Select the reason that you want assigned to the applicant when they fail a screening level.

Letter Code

Select the letter that you want sent to the applicant if they fail the screening level.

Manual Screening

Select if you do not want the screening level to assign points, but plan to use manually assign screening points. When you select this option, the system disables all fields in the Manual Screening group box.

Percent Needed to Pass

Defines the minimum score, expressed as a percentage, that each applicant must to get in order to pass the screening level. This value can be populated based on the screening level definition on the screening template.

Use Raw Points

Select if the accumulated points for an applicant will be used to determine whether they pass a screening level. If this is selected, do not specify a maximum amount of points to assign.

Maximum Points to Assign

Define the maximum points that can be earned by an applicant for that screening level.

Points Assigned for Pass

Define the number of points that should be given to an applicant for passing that screening level. It overrides any points accumulated from passing screening requirements.

Points Assigned for Fail

Define the number of points that should be given to an applicant for failing that screening level. It overrides any points accumulated from passing screening requirements. This value can be assigned a negative value, to deduct points from an applicant's score if they should fail that screening level.

Description

Displays the job requirements specified in the job opening details.

Edit Details

Click to access the Define Competency Points page. where you can change the points associated with the competency.

Used in Screening

Select to use this criteria in the screening level.

Required

Select if the applicant must have this criteria to pass the screening level.

Augment

Select to assign extra-credit points to the applicant when they meet this criteria. These points appear on the Screening Details page for an applicant for each screening level.

Points

Enter the number of points the applicant receives if they meet the requirement. These points appear on the Screening Details page for an applicant for each screening level and are separate from augmenting points.

Posting Title

Displays the title entered on the Job Opening page, but can be modified.

Visible

Specify whether this posting description is visible to Internal, External, or Internal and External applicants.

Description Type

Select a description type. Description types are defined on the Posting Description Types page.

Description ID

Select a description from the Posting Description Library page. The system automatically populates the Description field with the text from the library posting.

Description

Enter a description for this description type.

Add Posting Descriptions

Click to add another row to the Job Descriptions.

Destinations

Select where you want this posting to go. Valid options are active Marketing type recruitment sources.

See Setting Up Recruitment Sources.

Posting Type

Select the type of posting. Options are:

• Contingent

• External

• Internal

• Office

• Recruitment

Post Date

Enter the date on which you want the job posting posted to this destination. You can enter a future date.

Remove Date

Enter the date on which you want to remove the posting from this destination.

Create Job Openings from Positions

HRS_RUN_CR_JOB

Recruiting, Administration, Create Openings from Positions, Create Job Openings from Positions

Create job openings from open positions.

Status.

Open if approvals is not selected on the Installation table.

Pending Approval if approvals are associated with the job opening.

Status Reason.

New Authorization

Open Date.

Current Date

Status Date.

Current Date

Desired Start Date/Projected Fill Date.

Set according to the dates in the Open Date field. The system uses the interval between the open date and the desired start date or projected fill date to determine the dates for the cloned job opening.

All other dates.

Blank

Applicant and interview schedule data linked to the copied job opening.

Not copied.

Approval process, if exists.

Copied

Primary Recruiter/Hiring Manager Teams.

Active teams copied

Additional recruiters, hiring managers, and teams.

Active teams copied.

Find Job Openings

HRS_JO_FIND_JOB

Recruiting, Find Job Openings, Find Job Openings

Search for and select job openings.

Job Opening

HRS_JO_360

Click a job name link on the Find Job Openings page.

Perform various tasks related to job openings.

Job Opening - Clone Job Opening

HRS_JO_CLONE_SEC

Click the Clone Job Opening icon or the Clone link on the Job Opening page.

Clone a job opening.

Pending Approvals

HRS_RECRUIT_CONSOL

Recruiting, Pending Approvals, Pending Approvals

View pending approvals and approve job openings.

Job Opening - Job Approvals

HRS_JOB_OPENING

Click the subject link on the Pending Approvals page.

Approve a job opening or add approvers or reviewers to the approval process.

Insert additional approver or reviewer

NA

• Click the Insert Approver icon on the Job Opening - Job Approvals page.

• Click the Insert Approver icon on the Manage Applicant - Disposition Details page.

Add approvers or reviewers to the approval process.

Subject

Click a job approval link to access the Job Opening page, where you can view details for and approve the job opening.

Click an offer approval link to access the Manage Applicant - Disposition Details page, where you can view details for and approve a job offer.

Pending

Click the name link to display the approver information box.

Click to access the Insert additional approver or reviewer page, where you can add approvers or reviewers to the approval process.

Approve

Click to approve the job opening. When final approval is reached the system changes the job opening status from Pending Approval to Open.

Pushback

Click to send a notification to the previous approver telling them the job opening needs to be changed.

Deny

Click to reject the job opening and set the job opening status to Closed.