Hiring controls are staffing reduction strategies that involve holding vacancies open when incumbents leave.
When implementing hiring controls, consider:
- Scope. Which programs are subject to the controls? Will the revenue source(s) be considered? Will all vacancies be held open, or will managers be allowed to fill a percentage of vacancies?
- Target and Duration. Is there a target number of positions that need to be eliminated? Will the hiring controls be lifted when that target is met? Is there a time limit? Will the controls end after a certain date?
- Special Appointments. Will the controls cover special employment arrangements such as internships, work study grants, and supported employment?
- Seasonal and Nonpermanent Positions. Will the controls cover seasonal jobs, back-fills behind disabled, injured, or pregnant employees, and other nonpermanent hires?
- Internal Transfers. Will the controls cover internal appointments resulting from transfers or reallocations?
- Exemptions. Are there mission-critical positions that will be exempted from the controls? What is the process for supervisors to request exemptions? What criteria will management use to approve or deny exemption requests?
- Monitoring. How will separations, hiring activity, and total headcount during the control period be tracked and reported?
- Communication. How will expectations be communicated to managers and hiring supervisors? How will the message to job seekers be managed?
- Change Management. How will employee perceptions be managed? How will morale be sustained in light of increasing workloads?