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Protecting Animal and Public Health: Homeland Security and the Federal Veterinarian Workforce, Testimony of Jill Crumpacker
testimony 4 of 8
Title: Protecting Animal and Public Health: Homeland Security and the Federal Veterinarian Workforce, Testimony of Jill Crumpacker
Date: February 26, 2009
Author: Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia
Institution: Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia
Bibliographic Entry: “Protecting Animal and Public Health: Homeland Security and the Federal Veterinarian Workforce.” February 26, 2009. Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia. Witness testimony of Jill Crumpacker
http://hsgac.senate.gov/public/index.cfm?Fuseaction=Hearings.Detail&HearingID=c34dd856-a58a-4ab8-9588-258131fd817a (Accessed March 10,2009)
Electronic Link: http://hsgac.senate.gov/public/_files/TestimonyCrumpacker20090226FinalVersion.pdf
Key Words: veterinary medical officers (VMOs), USDA, federal veterinary workforce, veterinarians, animal and public health, retention incentives, recruitment incentives
Summary of Key Points, Issues, Conclusions: Ms. Jill Crumpacker serves as the Director of the Office of Human Capital Management Departmental Administration for the U.S. Department of Agriculture. Her testimony provided an overview of her division’s actions to date in addressing the recruitment and hiring of veterinarians for Federal jobs and in the coordination of adequate veterinary resources. Initiatives undertaken by USDA and its agencies to date include:
• Development and issuance of new qualification and classification standards that raised the entry-level grade
• Recent achievement of government-wide direct hire appointing authority for veterinary medical officers (VMOs)
• Receipt of delegated authority from OPM to hire a limited number of retirees at full salary, instead of at the reduced salary required for those with annuity income
• Implementation of agency policies for creditable service for annual leave accrual
• Development of partnerships with recruitment sources such as academic institutions and professional associations
• Providing retention incentives to some VMOs, as funding allows
• Marketing and use of flexible work schedules and family-friendly leave policies to the extent possible
• Use of program personnel with direct knowledge of the positions to recruit, and issuance of agency directives on recruitment and retention flexibilities
• Offering of recruitment incentives to attract certain candidates
Name of Researcher: Ashanti Z. Corey
Institution: Integrative Center for Homeland Security, Texas A&M University
Date Posted: April 2, 2009