Fire some, hire some

Contributed by anonymous:
The Laboratory is making some changes to its posting and hiring practices in the wake of workforce restructuring.

Tammy Jernigan, associate director of Strategic Human Capital Management, announced the changes in an interdepartmental memo.

All principal associate directors (PADS) will submit staffing/hiring plans to the Director’s Office to ensure the Lab proceeds cautiously with hiring activities. Jernigan said hiring will continue at a “very conservative" level and be monitored against hiring plans.

The Director’s Office will review and approve external hiring requests, including supplemental labor personnel. A lateral or promotional hire of an internal employee on a posted position, which does not effect a change in the employee’s appointment status, requires approval at the PAD and Strategic Human Capital level.

PADs have been given discretion to laterally reassign employees within the PAD in the same job family and pay grade, when it is necessary to facilitate workforce management.

Hire requests, and extensions of Lab associates and fixed-term retirees must include justification that directly tie to meeting immediate programmatic and transfer of knowledge needs.

Requests for an early conversion of flex-term to indefinite status should generally be postponed at this time.

An institutional brokering committee, chaired by Jernigan and Engineering Associate Director Steve Patterson, will review all postings to facilitate placement of employees currently in unfunded positions.

After the brokering review process, unfilled positions may continue to be posted internally and/or externally if a suitable candidate is not available. However, “internal only” postings will be limited to career indefinite employees.

For more information, contact Employment Division leader, 3-7904, or designated employee specialists.