try to reach consensus on any numbers on the rating sheet that have a significant variance. The panel determines the cutoff points for ''best qualified'' and "qualified" applicants and decides whom to refer to the selecting official.

Selecting Official

The selecting official decides whether to interview and, if so, whom to interview. The official can conduct the interview(s) alone or invite others. After the interview(s) the selecting official decides whom to recommend for hiring and prepares a letter of nomination.

Science and Technology Advisory Board (STAB)

The proposed candidate makes a presentation to the STAB, which is composed of the department heads (or their designated representatives) plus the Deputy Chief of Naval Research. STAB makes a recommendation to the Deputy Chief of Naval Research.

Final Approval

The Deputy Chief of Naval Research makes the final hiring decision.

Recent Hiring Actions

An analysis of recent hiring actions in ONR provides some useful insights into how the process works. As indicated above, the committee reviewed detailed data compiled from 13 "case files" of hiring actions for scientists and engineers completed between January 1, 1993, and December 31, 1995. (Summary data on these 13 case files are found in Appendix B.)

Among these 13 cases the process of advertising and recruitment was highly variable. In two cases, there was no recruitment: no vacancy announcement was prepared or advertised, and the individual selected (in both cases a male) was the only candidate. In four cases, applications were limited to current Navy or DoD employees, and three out of four of those were advertised only in the Washington, D.C. metropolitan area. The remaining seven cases showed evidence of open recruitment (outside the DoD), and six of the openings in this group were advertised nationally. Of the 13 cases, two showed evidence of having been advertised in journals or with associations of particular interest to women and minorities.

Of the nine cases where the job vacancy was advertised and the number of applications is known, the committee was able to identify a total of 210 applications, or about 23 per position. The actual number of applicants ranged from less than five for positions open only to Navy personnel in the local region to 50 for nationwide searches. Of the 210 applicants, 34 or 16 percent were female. No data were available on the race or disability status of the applicants since collection of that information is not required.

As indicated above, the hiring process at ONR requires that a rating and review panel examine the applications of all "qualified" candidates, rate them, and make recommendations to the Selecting Official. Because this is such a critical step in the selection process, the committee was especially interested in the composition of these panels and the actions of the selecting officials. In nine of the hiring actions, a rating and review panel of two to five

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