In the first overhaul since the Civil Service Reform act of 1978, President Barack Obama's signed memorandum called for major reforms of federal government hiring and management practices.
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Major Reforms in Federal Hiring Process

In the first overhaul since the Civil Service Reform act of 1978, President Barack Obama's signed memorandum called for major reforms of federal government hiring and management practices. The Defense Department is being called upon to retool practices, increase talent and maximize hiring efficiency within government offices.

According to President Obama, the federal government is responsible for recruiting talented employees who are proud to serve the public through a valued career in government. Past practices often made hiring and attracting qualified candidates to government jobs difficult, if not nearly impossible. The President's reform memorandum is designed to increase the efficiency of government programs through maximizing employee communications and minimizing hiring lag times.


The DoD hires more than 100,000 employees annually, making it one of the largest civilian employers in the world. The necessity for hiring efficiency, therefore, is absolutely crucial to creating a Department of Defense that contributes to a successful U.S government. In order to facilitate an efficient hiring system and attract talented candidates, Obama's memorandum called for scaling back lengthy hiring application processes; reducing hiring in critical leadership positions; and more management involvement in the hiring process.The hiring reforms should have a widespread positive impact on both the running of the Defense Department, and in every step of the hiring process to fill job openings.


Major changes for job applications include a new website that provides a single source for federal job opportunities.

Revised federal application requirements include a simple resume and cover letter to apply for a job instead of complex, multiple-page resumes; modern assessment tools that use questionnaires rather than requiring essay-length responses; streamlined job announcements minimizing document lengths and government jargon; and an enhanced Student Training and Academic Recruitment Program (STAR).


Under the new reforms, managers and the human resources departments work together to develop clear staffing plans dedicated to reducing the hiring timelines from the current 155-day average to a proposed 80 days. Revised and accurate job descriptions are designed to attract ideal job candidates to qualified, valued government positions.


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