Federal Daily - August 31, 2009

OPM Changes Maximum Age Requirement for Vets’ Preference Eligibles

The Office of Personnel Management (OPM) last week issued a memo to human resources officers to notify them that qualified veterans’ preference eligible job candidates now can apply for and be considered for vacancies that carry a maximum entry-age when age is shown not to be essential to performance of the job. OPM issued the memo based on the Merit Systems Protection Board’s (MSPB) final decision in Robert P. Isabella v. Department of State and Office of Personnel Management. In that case, the board found that the State Department had violated Isabella’s rights under the Veterans Employment Opportunities Act because it could not show that the maximum entry-age limit of 37 years was essential to performance of the duties of the Diplomatic Security Service special agent position for which Isabella had applied. MSPB ordered the agency to waive the age limit for the position and process Isabella’s job application. The department had stopped processing Isabella’s the application shortly before his 37th birthday. The OPM memo noted that an agency still must analyze the affected position to determine whether age is essential to the performance of the job. If age is not a factor, then the agency must waive the maximum entry-age requirement for veterans’ preference eligible applicants. Medical and other job suitability requirements still apply, OPM said. In addition to law enforcement officers, other age-limited occupations covered by the change include firefighters, air traffic controllers, U.S. Park Police, nuclear materials couriers, and customs and border patrol officers. To see the decision, go to: www.mspb.gov/netsearch/viewdocs.aspx?docnumber=280837
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MSPB Lists Ways for Managers to Engage Employees

The Merit Systems Protection Board last week issued a report that outlines a list of key strategies that federal managers can use to engage employees and improve agency outcomes. For the study, MSPB analyzed the results of the 2007 Merit Principles Survey to narrow down specific performance management practices that encourage employee engagement. The board’s research showed that employee engagement was greater at agencies where senior leaders followed a set of key strategies. Managers who engaged employees most successfully built trust with their employees by “aligning” their words and their actions. They also communicated openly and frequently, and treated employees as valued “business partners.” MSPB found that the supervisors with the highest employee engagement also clearly defined their expectations and entered strong working relationships with employees. They also furnished workers with feedback, and recognized employee accomplishments. The results of the research are detailed in a 124-page report, “Managing for Engagement—Communication, Connection, and Courage.” To see the report, go to: 
www.mspb.gov/netsearch/viewdocs.aspx?docnumber=437591
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Army Guard Has Good News, and Bad

The Army National Guard on Aug. 27 has reached its required end-strength goal of 358,200 a month before the end of the fiscal year, according to a news item on the Guard’s Web site. The Guard also boasts an enviable level of preparedness, with 91 percent of its servicemembers trained in a military occupational specialty, compared to 77 percent in 2005. But next year may be another story, the item said. In Fiscal Year 2010, a 40 percent decrease in recruitment and retention funding will force the Army Guard to cut 1,400 of its recruiters by the end of the fiscal year, according to the site. The reduction also will affect retention and enlistment tools such as bonuses, advertising and marketing. To see more, go to: www.ng.mil/news/archives/2009/08/082709-Goal.aspx.

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