News

In response to the Executive Order 14100, OPM and OMB published its Government-wide Military-Connected Strategic Plan to assist federal agencies to recruit, hire, develop, promote, and retain military and veteran spouses, caregivers, and survivors. In the memo to the CHCO council, OPM and OMB shared that “agencies are encouraged to evaluate current employment policies, practices, and procedures to address the goals and actions in this plan.” The plan comprises three main goals:

SAR now available for agency security teams

MonsterGov is proud to announce the completion of MHME’s annual assessment to maintain FedRAMP compliance, in cooperation with our accredited FedRAMP third-party assessment organization (3PAO), and our agency sponsor, the General Services Administration (GSA).

In honor of this year’s Veterans Day, MonsterGov would like to acknowledge all our federal agency clients actively recruiting and hiring our military veterans. Between Monster and Military.com’s robust veteran recruitment capabilities and MonsterGov’s federal talent acquisition system (MHME), our federal agencies have the power of world-class recruitment and hiring capabilities behind them. MHME ensures a veteran applicant’s claims are captured and considered during the hiring process, and it’s evident that our clients are leveraging these capabilities to recruit, assess, and hire veterans. 

On August 23, 2023, MonsterGov hosted its latest Federal User Group to explore ideas for the future of the MHME federal talent acquisition system with its client agencies. 25 HR participants from 13 representative federal agencies joined us virtually to collaborate and exchange viewpoints on their MHME priorities for 2024 and beyond. We enjoyed the dialogue and are thrilled they did, too! 92 percent of survey respondents were either satisfied or very satisfied with the event!

As of September 1, 2023, OPM issued final regulations for the Fair Chance to Compete for Jobs Act of 2019 (Fair Chance Act), which prohibits (with some exceptions) a hiring agency from collecting information on criminal background and history prior to a conditional offer being made for federal employment. Building on previous initiatives to “ban the box”, the vision for the Fair Chance Act was to expand the hiring pool for federal agencies while broadening opportunities for previously incarcerated individuals. Included in the regulations, job applicants can report agency violations of the Fair Chance Act and hold federal employees accountable. For a deeper dive, read Drew Friedman’s article on Federal News Network here.

On July 21, 2023, OPM published proposed regulations to implement changes authorized by the NDAA to provide agencies with more flexibility in the selection of candidates under delegated examining procedures and excepted service appointments. In 2019, the NDAA eliminated the “Rule of Three” and tasked OPM to determine a more blended approach of leveraging a numerical system while offering more than three candidates to choose from. 

With the huge spotlight on the federal workforce and continued competition against the private sector, OPM and other agencies are rapidly pushing hard on new hiring initiatives, including the launch of new job sites within USAJOBS, such as the Federal Tech Portal and agency-branded search pages. In order to support these pages, MonsterGov implemented custom MCO tagging capability into the MHME federal talent acquisition system (Release 4.15.2), which complements the existing MCO tag functionality. With this custom MCO tag capability, agency administrators can determine which portals are applicable to their agency and quickly make them available to their user community without needing configuration support from MonsterGov. Agencies now have the flexibility and control to participate in new and upcoming job promotion pages more quickly.