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The NIST Alternative Personnel Management System (APMS) allows managers to use four (4) hiring methods to fill vacant civil service positions.  These hiring mechanisms are used to attract high-quality candidates, speed up the hiring process, and increase the retention of good employees.  They are:

• Agency-Based Staffing
• Delegated Examining
• Direct Hire
• Merit Assignment Program

Agency-Based Staffing is one of the hiring methods permitted under the NIST APMS and is generally used to hire individuals who have never worked for the Federal government before (although Federal employees are also eligible to apply for these vacancies).  All vacancies must be announced.

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Delegated examining is used to hire non-APMS employees at NIST, such as those under the Federal Wage System.  It is generally used to hire individuals who have never worked for the Federal government, although Federal employees may also apply for these positions.  Delegated examining is used regularly by other Federal agencies and is not specific to the NIST Alternative Personnel Management System.

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Under the NIST Alternative Personnel Management System (APMS), vacancies in certain occupations may be filled under direct hire authority.  A vacancy announcement is not issued for a specific position; however, applications are maintained for these occupations in the Applicant Supply File (ASF) located in the Human Resources Management Division.

When filling vacancies using direct hire authority, managers are required to consider all applications in the ASF along with applications from other candidates who have expressed an interest in the position.  Click here for additional information about the NIST Applicant Supply File.

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The Merit Assignment Program (MAP) at NIST is used to fill vacancies with current Federal employees or former Federal employees with reinstatement eligibility, also referred to as "status" candidates.  Vacancy announcements are issued and specify limited "areas of consideration" (i.e., the "Who May Apply" section of the vacancy announcement.)

Certain individuals with physical or mental disabilities may be hired noncompetitively into excepted service positions.  Certain requirements must be met and, once hired, these employees may be eligible for noncompetitive conversion to a permanent position in the competitive service.  Additional information concerning recruitment or employment of individuals with disabilities is available from the Civil Rights Office.

Positions can also be filled with individuals eligible for a variety of noncompetitive appointing authorities including Veterans Readjustment Appointment (VRA), 30 percent disabled veterans, reinstatement of former federal employees with status, etc.  For further information, contact a Human Resources Specialist.

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