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USGS Recruitment Guidance

Prior to recruiting to fill any position vacancy, selecting officials are encouraged to consider the following. Additional information regarding initiatives and programs outlined below can be found on the Survey's Human Resources recruitment page.

Noncompetitive Placement Options
(Actions That Can be Taken Without Issuing a Vacancy Announcement)

  • Reassignment of current employees
  • Noncompetitive promotion
  • Term Appointments more than 2 years
  • Conversion of Student Career Experience Program (SCEP) program graduates to permanent or term appointments
  • Noncompetitive conversion of individuals eligible for permanent or term appointments based on Veteran's Readjustment Appointment (VRA), disability, or other special appointing authority.

Your servicing personnel specialist is available to provide guidance on utilizing the above options.

Options that Require Issuing a Vacancy Announcement
(Programs Available that Provide Career Development Opportunities for Current USGS Employees)

  • USGS Upward Mobility Program (available to employees with full performance levels of GS-9 and below)
  • USGS Career Development Program (available to employees in grades GS-10 and above)

Your servicing personnel specialist is available to provide guidance on utilizing the above options.

Competitive Appointments
(Recruitment Options that Require Issuing a Vacancy Announcement)

  • Temporary Appointment (not to exceed 1 year and may be extended one additional year)
  • Term Appointment (more than 1 year, but no longer than 4 years)
  • Time Limited Assignments (promotions to time limited assignments cannot exceed 5 years)
  • Permanent Appointment

All Vacancies

The following steps should be considered when recruiting to fill any position vacancy, and should be given the greatest consideration when recruiting to fill a position in a bureau underrepresented series.

  1. How wide to recruit. (e.g., All Sources, Government-wide, Bureau-wide)
  2. Series considerations. (advertise in one or multi-series to enhance outreach)
  3. Grade level considerations. (entry level vs. journeyman level, one or multi-grade levels in an effort to enhance outreach)
  4. Number of days vacancy announcement will remain open.

When recruiting government-wide or broader:

  1. Identify appropriate sources of recruitment available in the Diversity Notifier or Diversity Program Selector (Research positions) options in OARS.
  2. Utilize additional occupation-specific recruitment sources (currently being developed by OEO).
  3. Identify and utilize additional sources for recruitment including personal contacts, recruitment web site addresses for professional journals, etc.
  4. Contact professional organizations, science institutes, and universities (not otherwise listed in the Diversity Notifier or Program Selector options in OARS). Please provide your servicing personnel specialist with e-mail addresses for these contacts so they may be added to the Diversity Notifier and Diversity Program Selector for future recruitment options.

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Page Last Modified: Thursday, 01-May-2014 14:26:54 EDT