Effective September 4, 2014, the Postal Service™ is revising Handbook EL-312, Employment and Placement, subchapter 54, regarding the selection, training, and preparation of interviewers for external bargaining vacancies:
n New heading 541, General, is added. It contains the content of former subchapter 54 but has been revised with minor editorial changes for ease of use.
n The heading for 542 is revised from “Training and Preparation of Interviewers” to “Selection, Training, and Preparation of Interviewers”.
n 542, formerly 541, is revised to address how interviewers are selected, trained, and certified.
n 543, formerly 542, addresses requirements for documenting the interview.
n 544, formerly 543, addresses the requirement for interviewers to assess the applicant’s competence in understanding and communicating in English.
n 545, formerly 544, describes the elements of a conditional job offer.
n Exhibit 545, formerly Exhibit 544, replaces the 3-page Interview Sheet and Checklist with the most current version on which external interviews for bargaining applicants are to be documented by the interviewer.
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Handbook EL-312, Employment and Placement
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5 Suitability
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54 Preemployment Interview
[Delete the text from 54 in its entirety.]
[Revise the title and text of 541 to read as follows:]
541 General
The one-on-one interview provides an opportunity to resolve any questions regarding eligibility and suitability and to gauge the degree of compatibility between the applicant and the job. To determine compatibility, weigh factors such as:
a. Work setting and job content; and
b. Performance dimensions, such as:
(1) Communications skills;
(2) Cooperation;
(3) Adaptability; and
(4) Dependability.
The interviewer recommends or does not recommend the applicant for employment to the selecting official.
[Revise the title and text of 542 to read as follows:]
542 Selection, Training, and Preparation of Interviewers
Interviewers are nonbargaining employees nominated by management to conduct interviews with external applicants for bargaining vacancies. Interviewers are trained and certified as described below. It is recommended that certified interviewers are continuously used so they can improve their skills.
Interviewers must have successfully completed the Interviewer Training course 21585-00 within the 12-month period before conducting interviews. New interviewers must be certified by:
a. Observing an interview conducted by a certified interviewer; and
b. Being observed conducting an interview by a certified interviewer.
Interviewers must be familiar with the interview process and general interviewing techniques, strategies, and applicable regulatory issues. Interviewers must prepare for each interview by:
a. Familiarizing themselves with information about the position and the information that is known about the applicant;
b. Thoroughly reviewing the application for employment; and
c. Determining what questions to ask the applicant or what information to seek to determine the applicant’s eligibility and suitability.
[Revise the title and text of 543 to read as follows:]
543 Conducting the Interview
The interview provides an opportunity to confirm or verify information provided on the employment application and other forms. Document interviews with external applicants for bargaining vacancies on the Interview Sheet and Checklist (see Exhibit 545). The interviewer must complete and sign the Interview Sheet and Checklist and return it to Human Resources after the interview.
[Revise the title and text of 544 to read as follows:]
544 Assessing English Competence
Postal Service employees routinely receive and must respond to inquiries from supervisors and customers. Employees must therefore have a basic competence in understanding and communicating in English. An applicant’s competence in understanding and communicating in English is assessed during the interview.
[Revise the title and text of 545 to read as follows:]
545 Selection and Extension of Job Offer
The interviewer’s recommendations are considered by the selecting official in making selections for bargaining vacancies (see 626, Selection Decision). If the candidate is selected, a conditional offer of employment is extended to the applicant following completion of further screening to determine eligibility and suitability for employment (see Employee and Labor Relations Manual, 346, Offer of Employment). The conditional offer includes the:
a. Position title;
b. Level;
c. Salary;
d. Location of employment;
e. Nature and duration of employment; and
f. Any required conditions the appointee must fulfill before and immediately after entrance on duty, including the following:
(1) Determination of medical suitability for the position as determined by a pre-employment medical assessment;
(2) Qualification on a drug test as required by the Department of Transportation for applicants offered positions requiring a Commercial Driver’s License;
(3) Satisfactory completion of a probationary period, if applicable;
(4) Providing acceptable evidence of meeting citizenship requirements (see 513.5);
(5) Providing required documents and fingerprints for a security investigation or security clearance; and
(6) Satisfactory completion of the required security investigation or security clearance, as required by the position offered (see Administrative Support Manual, section 272).
[Delete Exhibit 544 in its entirety, then add the revised Interview Sheet and Checklist as Exhibit 545:]
Exhibit 545 Interview Sheet and Checklist
(See the Interview Sheet and Checklist.)
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We will incorporate these revisions into the next online update of Handbook EL-312, Employment and Placement, which is available on the Postal Service PolicyNet website:
n Go to http://blue.usps.gov.
n Under “Essential Links” in the left-hand column, click PolicyNet.
n Click HBKs.
The direct URL for the Postal Service PolicyNet website is http://blue.usps.gov/cpim.
— Human Resources (HQ),
Employee Resource Management, 9-4-14
Exhibit 545 Interview Sheet and Checklist
