JOINT BASE CHARLESTON, S.C. –
Your Joint Base commanders have helped foster and model an Equal Opportunity initiative that demonstrates commitment from agency leadership, integration of EO into the agency's strategic mission and management accountability.
They have created a new operating instruction to ensure objectivity throughout the Joint Base installation concerning the hiring process for civilian appropriated fund supervisor positions.
Filling vacant positions at the supervisory level is extremely important and requires thoughtful planning.
Agencies can best defend selection decisions by taking steps to ensure hiring officials can articulate the precise reasons for choosing one candidate over another.
This can be achieved by using specific and documented selection procedures and interview questions that apply to all candidates for a particular position and by asking an unbiased agency official to review selection decisions.
It is also important to develop a useable plan for retaining any records or interview notes that specifically indicate why a candidate was chosen.
Giving a legitimate explanation for selection means providing specific reasons for why candidates were selected. It is not necessarily an expression of finely tuned instincts or "gut" feelings. In many instances, providing inadequate reasons for selection decisions risks a possible finding of discrimination.
Generally, a recommending official's statement, which includes the observation that the selectee "seemed like a good candidate," falls short of articulating why the official believed the selectee was superior.
Commanders may endorse the use of a unit selection panel team committed to interviewing and or selecting a person for civilian supervisor positions. The panel should be assembled for the express purpose of selecting an appropriate candidate for an unfilled position and organized in a manner that is clearly recognizable for that purpose. The selection panel process is beneficial because it provides varying perspectives, helps eliminate biases and benefits the employing unit by involving the right employees in the hiring process.
Air Force promotion policy is based on strict conformance with merit principles specified in Title 5 Code of Federal Regulations, Part 335. Merit promotion and placement provide a uniform and equitable means of referral and selection for all placement actions. A sound promotion program, properly administered and fully supported by managers and employees at all levels, is essential to the staffing of an effective and highly motivated civilian workforce.