Q&A
DCAS tracking, alternative hiring methods, and comparison to private sector
1:21:22
·
143 sec
The discussion covers DCAS's tracking methods for the hiring process, alternative hiring methods like provisional employees, and a comparison of public sector hiring timelines to the private sector. Council Member Restler expresses concerns about the length of the hiring process.
- DCAS tracks from exam administration to list establishment, but not to actual hiring
- Alternative hiring methods, such as provisional employees, are discussed as a way to speed up the process
- Council Member Restler compares the 15-month public sector hiring timeline to the 36-day average in the private sector
- Restler suggests tracking the entire process from exam notice to hiring and expresses that the current situation is not acceptable
Katrina Porter
1:21:22
We're looking at from exam administration to, to establishment.
1:21:27
But
Lincoln Restler
1:21:27
What is
Katrina Porter
1:21:28
sorry.
1:21:29
Establishment means?
1:21:29
That's the publishing of the the actual eligible list.
1:21:33
But something that I wanna mention, council member wrestler, is that if there is no active list available for an agency's use, they have the ability to still hire.
1:21:42
They do not have to wait for the establishment of a civil service list to start their hiring process.
1:21:48
In fact, we have been working with agencies to help them to do their recruitment and onboarding ahead of a civil service exam, and then having those candidates who are, you know, selected through their onboarding process Right.
1:22:01
Take the upcoming civil service exam.
Lincoln Restler
1:22:03
Provisionals that are then taking the exam?
1:22:04
That's right.
1:22:04
That's right.
1:22:05
So it's a way to try and
Katrina Porter
1:22:06
That's right.
Lincoln Restler
1:22:07
You know, move more efficiently through the process.
1:22:09
But they don't
Katrina Porter
1:22:09
have to go through Right.
1:22:10
The the process as you indicated.
Lincoln Restler
1:22:12
Which I think is helpful for us to be doing that, but I don't know.
1:22:15
3 or 4% of our city workforce is provisional.
1:22:17
This is a relatively small number of people.
1:22:19
We've got, you know, 22,000 vacancies and a and a hiring process that, for somebody who's currently unemployed is just totally untenable.
1:22:28
Right?
1:22:29
Like, you you get the average hiring for a private sector job in New York City from time it's posted to time it's filled is 36 days.
1:22:35
36 days versus 15 months, best case scenario, it's impossible.
1:22:39
You just can't.
1:22:40
And so there's no to me, like, it's no applicant who could get a private sector job that's you know, is going to be able to wait for that public sector position because of the way that our process works today.
1:22:56
And I just have to say and then I'll shut up for for a bit, and then we'll go to chair De La Rosa and then members of the committee.
1:23:02
It's like, I really think that we should be measuring this process from start to hire, from the time the exam is posted to, the time when the exam is noticed to when the person gets in the job because that's the outcome that we're all working toward.
1:23:19
Right?
1:23:20
And if we're tracking that start to finish and holding ourselves accountable, holding only accountable to actually fulfill these goals, I think we could deliver better outcomes.
1:23:31
And I think you all have done some smart things to speed up this process.
1:23:35
I'm I'm not missing that in your testimony, and and I hope that I'm not glossing over that.
1:23:38
But where we are today really isn't acceptable.
1:23:41
And so, I do I just wanted to say that plainly.
1:23:44
Thanks, chair De La Rosa.
Carmen De La Rosa
1:23:45
Yes.
