Essay Example on Civilian Onboarding: Ensuring Mission Readiness

Served as first line review of suitability for federal employment for onboarding civilians in assigned units to ensure mission readiness.

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Reviewed OF 306 forms, security documents, resumes, DD214 and other employment documents to identify inconsistencies among the documents or areas of concern with the applications and pre-employment packages.

Elevated any concerns with the staffing specialist for review and/or referral to the suitability adjudicator within two workdays of discovering the concerns.

Ensured selectees obtained security clearance for the positions they were applying for after extensive security background checks.

Opened the appropriate investigation types in eQIP and scheduled appointments to have fingerprints submitted within five workdays of receiving receipts of the TJO package from the staffing specialist.

Utilized the appropriate systems of records to obtain fingerprint results, notified the staffing specialist and the suitability adjudicator for all cases where there was a fingerprint record within one workday of identification.

Created and maintained a list of pending fingerprints and checked for results on a daily basis.

Notified the CPO of any fingerprint results delayed for five workdays or longer.

Ensured all childcare background check records were completed accurately and completely with no more than two minor typo errors per record and one critical (missing requirement) error per quarter and provided a copy to the supervisor within two workdays.

Ensured there were no more than three avoidable delays or non-compliances with the standards for the element during the rating cycle.

New Hire Onboarding

Was responsible for all pre-employment requirements for selectees accepting a tentative job offer (TJO) to ensure mission readiness.

Made initial contact with the selectees within three working workdays after receiving receipts of hiring packages from the staffing specialist with identified pre-employment requirements.

Initiated pre-employment requirements such as, but not limited to; physicals, drug-testing, background investigation, suitability determination and security waivers.

Provided clear instructions to selectees during the pre-employment process.

Prepared forms in advance for pre-employment physicals ad instructed selectees regarding all the requirements to be completed prior to physical aptitude tests such as hearing tests, vision test and/or lifting tests, as required by their respective positions.

Engaged with the unit CC to offer a 30-day waiver option to allow a selectee to onboard if there was a delay of two weeks or more to obtain a physical or drug test.

Transferred files to the staffing specialist within two workdays for review and requested for a firm job offer upon completion of pre-employment requirements.

Ensured each selectee was entered on the appropriate inprocessing spreadsheet on the share drive and the inprocessing package was prepared no later than the close of business on the last workday prior to the onboarding date, once a firm offer was accepted.

Ensured there was no more than six avoidable delays or non-compliance with the required standards during the rating cycle.

Inprocessing

Ensured all new employees completed all inprocessing documents accurately.

Notified management of the prospective start date within five days of receiving receipt of firm job offer.

Communicated reporting instructions clearly to new employees, ensuring they were aware of inprocessing date, time, location and identification requirements.

Conducted inprocessing when required, using the presentation slides and all other previously established processes and also notified the management when an employee did not report for inprocessing.

Notified the staffing specialist after each inprocessing session was completed.

Ensured E-verify and other onboarding requirements were completed during the same duty day as inprocessing after inprocessing had been completed.

Followed-up by checking DCPDS to ensure personnel actions for newly appointed employees were finalized by AFPC.

Notified the CPO and the staffing specialist of a personnel action not finalized within five workdays after inprocessing.

Printed SF-50 and file recruitment packages in the appropriate onboarding year once all the actions had been fully processed by AFPC.