Recent developments from the Office of Personnel Management (OPM) provide new guidance on the “Rule of Many,” a revamped federal hiring strategy aimed at widening the applicant pool while enhancing flexibility for hiring managers. This initiative was officially launched last September, after years of planning and strategic proposals, including provisions first introduced in the 2019 National Defense Authorization Act. The latest documents released by OPM delve into the procedural adjustments agencies should adopt to implement this new hiring approach effectively.
Understanding the “Rule of Many”
The “Rule of Many” shifts the focus of candidate evaluation from a limited selection to a broader assessment of qualifications. Under this model, federal hiring managers evaluate applicants based on their relevant skills and rank them accordingly. This contrasts with previous methods, where selection was restricted to the top three candidates, known as the “Rule of Three.”
Key Features of the “Rule of Many”
- Hiring managers score candidates based on job-relevant skills.
- Candidates are ranked according to these scores.
- Flexibility in selecting finalists based on a cutoff score, percentage, or rank.
OPM highlights significant advantages to this approach, including the ability to utilize functional skills assessments and more comprehensive methods like structured interviews. This flexibility is expected to improve hiring outcomes particularly for nontraditional candidates, including veterans.
Implementation Challenges
Despite the promising advantages, some agencies may face hurdles in adopting the “Rule of Many.” Jenny Mattingley from the Partnership for Public Service pointed out that, without adequate funding and staffing, many offices may not quickly overhaul existing hiring practices to incorporate this new strategy.
Comparing Hiring Practices
The “Rule of Many” presents a more nuanced approach than the previous “category rating” method, which sorted applicants into various qualification levels but did not effectively distinguish between candidates within the same category. OPM Director Scott Kupor noted that while category rating improved the selection process, it ultimately fell short by treating all applicants within a category as equally qualified.
- The “Rule of Three”: Candidates limited to the top three selections.
- The “Category Rating”: Applicants sorted into “qualified,” “better qualified,” and “best qualified” categories.
- The “Rule of Many”: Enables broader pools and distinguishes candidates based on specific scores.
The Future of Federal Hiring
As agencies begin to adopt the “Rule of Many,” it is essential to recognize the cultural shift it demands. The successful implementation of this approach hinges on the effective integration of skills-based hiring, enabling more precise assessments of candidates’ skills. Without mastering these foundational elements, the rollout of the “Rule of Many” may not unfold as swiftly as anticipated.
In conclusion, while the “Rule of Many” presents an exciting new direction for federal employment practices, successfully leveraging its potential will require careful planning and resources. The focus will remain on maintaining efficiency and efficacy in hiring amidst ongoing budgetary constraints.
