Bill Overview
Title: Chance to Compete Act of 2022
Description: 2022 This bill modifies examination requirements and other components of the federal hiring process for positions in the competitive service, including prohibiting examinations from consisting solely of a self-assessment from an automated examination, allowing for the use of subject matter experts to develop position-specific assessments, and requiring the creation of an online platform through which agencies may share developed assessments.
Sponsors: Sen. Sinema, Kyrsten [D-AZ]
Target Audience
Population: Individuals applying for and employed in federal competitive service positions
Estimated Size: 2100000
- The bill impacts the federal hiring process, specifically for positions in the competitive service.
- There are about 2.1 million federal employees in the U.S., with many positions filled through competitive service.
- The bill could influence the process of hiring new federal employees, affecting both current applicants and future ones.
- Globally, similar changes to hiring practices could affect international government employment if adopted as a model.
Reasoning
- The policy targets the federal hiring process, specifically influencing how competitive service positions are assessed and filled.
- Given the large number of federal employees, changes in the hiring process could have substantial ripple effects on job seekers and existing federal workers.
- The budget allows for significant but not unlimited enhancements to the hiring process, meaning improvements might focus on particular areas with potential for the greatest impact.
- It is likely to both streamline the application process and improve the matching quality between applicants and positions, which could lead to increased job satisfaction for new hires.
- Current employees might face changes in workplace dynamics, as new hires could be more accurately matched to roles, increasing overall team efficiency.
- Since the policy is directly related to hiring, its main impact will be on applicants and new hires rather than current employees who do not intend to change positions soon.
Simulated Interviews
Federal Job Applicant (Washington D.C.)
Age: 30 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 5/20
Statement of Opinion:
- I find the current application process tedious and often feel like my skills aren't properly evaluated.
- Having experts assess my application could give me a fairer chance, which is reassuring.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 8 | 4 |
| Year 10 | 8 | 5 |
| Year 20 | 6 | 5 |
Federal IT Specialist (Denver, CO)
Age: 45 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 8/20
Statement of Opinion:
- I've seen many capable people get overlooked because the automated systems are too rigid.
- This new policy might bring in more skilled applicants who can contribute positively.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 5 |
Recent College Graduate (New York, NY)
Age: 25 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 7/20
Statement of Opinion:
- The federal application process feels like a black hole sometimes.
- This change could help my resume get noticed and ensure I'm applying for the right roles.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 9 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 7 | 5 |
| Year 20 | 7 | 5 |
Federal Communications Officer (Houston, TX)
Age: 38 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 20.0 years
Commonness: 4/20
Statement of Opinion:
- Improved assessments could bring more diverse voices to the table, essential for my field.
- The automated process often misses unique skills; expert evaluations will help.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 9 | 6 |
| Year 5 | 9 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 8 | 6 |
Retired Federal Employee (Phoenix, AZ)
Age: 60 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 10/20
Statement of Opinion:
- Back in my day, hiring was more personal, now it's all technology.
- I'm curious to see if this policy stands out from past attempts.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 6 | 6 |
| Year 20 | 6 | 6 |
Federal Human Resources Manager (Seattle, WA)
Age: 50 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 6/20
Statement of Opinion:
- It's always challenging balancing efficiency with thorough assessments.
- Exciting to see efforts towards modernizing our practices.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 5 |
Aspiring Federal Research Analyst (San Francisco, CA)
Age: 22 | Gender: other
Wellbeing Before Policy: 4
Duration of Impact: 10.0 years
Commonness: 3/20
Statement of Opinion:
- The current system is quite intimidating for new graduates like me.
- A more organized assessment platform would be beneficial.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 4 |
| Year 2 | 7 | 4 |
| Year 3 | 8 | 4 |
| Year 5 | 8 | 4 |
| Year 10 | 7 | 4 |
| Year 20 | 6 | 4 |
Federal Environmental Analyst (Chicago, IL)
Age: 33 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- We often lose out on high potential candidates due to flawed assessments.
- Using subject matter experts should provide a more accurate evaluation.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 8 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
Federal Data Analyst (Atlanta, GA)
Age: 29 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 9/20
Statement of Opinion:
- Current assessments don't fully capture my skills and potential.
- If this policy works, it could level the playing field for many of us.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 7 | 5 |
Federal Procurement Officer (Miami, FL)
Age: 40 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 15.0 years
Commonness: 6/20
Statement of Opinion:
- I'd rather have fewer applicants but ones who are more suited for the job.
- This policy might enhance our team's capabilities by better matching skills.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 7 | 5 |
Cost Estimates
Year 1: $25000000 (Low: $20000000, High: $30000000)
Year 2: $25000000 (Low: $20000000, High: $30000000)
Year 3: $25000000 (Low: $20000000, High: $30000000)
Year 5: $26000000 (Low: $21000000, High: $32000000)
Year 10: $27000000 (Low: $22000000, High: $34000000)
Year 100: $0 (Low: $0, High: $0)
Key Considerations
- The federal workforce comprises around 2.1 million workers, and the bill targets the hiring process affecting this group.
- Initial costs for technology development and expert consultations will be incurred, with potential savings from improved efficiency.
- Distributional effects are internal to federal employment and have little to no immediate broader economic impact.