Comment from Anonymous

I'm a current federal HR Specialist with 30 years of service and I oppose this change without significant revisions to the oversight and qualification mechanisms. Neither are or have ever been correctly used by knowledgeable HR staff. HR attrition is too high and knowledge management too low to retain institutional wisdom. Information is fragmented and widely misapplied. HR organizational structures are woven into operational chains of command, creating conflicts of interest and inherent pressure on HR staff to violate laws and policies in attempts to satisfy the demands of non-HR leaders. Without substantially overhauling the way qualifications are measured and evaluated, removing TIG standards will effectively open a revolving door to favoritism and the further destruction and failure of the federal government. Adding competencies to the classification standards does nothing. No one even looks at those. They don't apply to classification and staffing doesn't read classification standards. Adding assessments to hiring announcements doesn't work because they're canned and don't apply to the actual work. Until OPM can figure out how to actually measure qualifications, based on real work and situations (I bet AI could help), which would require making hiring managers actually describe real work they're responsible for, it's extremely naïve and reckless to remove the strongest guardrail we have to deter blatant favoritism and self serving.