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2009 CHRA BRAC CHR Operations Training Conference

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Assistant G-1 for Civilian Personnel. 29 October 2009. www.cpol.army.mil. 2. Agenda ... Identify GS Equivalency for Each NSPS Employee ... – PowerPoint PPT presentation

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Title: 2009 CHRA BRAC CHR Operations Training Conference


1
2009 CHRA BRAC CHR Operations Training Conference
The Washington Scene
Presented by Dr. Susan Duncan Assistant G-1 for
Civilian Personnel 29 October 2009
2
Agenda
  • Strategic Environment
  • Congress
  • OPM
  • Army G-1
  • Army G-1 for Civilian Personnel
  • Current Focus
  • BRAC
  • In-sourcing
  • NSPS
  • Expeditionary Workforce

3
DoD FY2010 Legislative Items
  • NDAA FY2010
  • Repeal of NSPS
  • Non-competitive authorities to employ individuals
    completing
  • The National Security Education Program (NSEP)
  • The Science, Mathematics, and Research for
    Transformation (SMART) Defense Scholarship
    Program
  • DoD Information Assurance Scholarship Program
  • One year extension of authority to waive annual
    limitation on premium pay and aggregate
    limitation on pay for Federal civilian employees
    working overseas
  • Extension of benefits to Federal civilian
    employees in Pakistan
  • Requirement for DoD strategic workforce plans
  • Establish a DoD leadership recruitment and
    development program for civilian employees
  • Appropriation Bill FY2010
  • Requirement to re-delegate medical DHA

4
Future DoD Legislative Initiatives
  • Expanded benefits for employees in designated
    zones of armed conflict
  • Scholarships for healthcare professionals
  • Last duty station move home
  • Schedule A Excepted Service time-limited
    appointment authority

5
OPM Emphasis Areas
  • Make Federal government Americas 21s century
    model employer
  • Retirements the next 10 years is a serious issue
    must act
  • Recruit and hire the best respect their
    successes, and honor their service
  • Fix hiring and recruitment make it fair,
    simple, fast, merit-based
  • Improve work-life balance improve health and
    working environment, support families and loved
    ones
  • Honor veterans increase their employment in
    civilian agencies
  • Improve the performance management system
    reward the best and make it easier to remove poor
    performers.
  • John Berry, Director, OPM, Keynote address to
    Excellence in Government Conference

6
Army G-1 Operational Philosophy
  • Our vision for the human resource
    enterprise is a team of HR professionals
    dedicated to supporting and empowering Soldiers,
    Civilians, Families and Veterans worldwide in an
    era of persistent conflict. We will recruit,
    retain and sustain a high quality volunteer force
    through innovative
  • and effective enterprise solutions.
  • We will ensure HR readiness of
  • the Total Army across the full
  • spectrum of operations.

7
AG1-CP Strategic Objectives
  • Transformation/BRAC/In-sourcing
  • Provide pro-active Human Capital leadership to
    support BRAC and other initiatives
  • Policy Development and Execution
  • Design and execute effective Human Capital
    policies to support Commanders
  • Program and Systems Development
  • Implement innovative, cost-effective technologies
    and IT solutions that improve operations
  • Deployable Workforce
  • Enlarge the Civilian Expeditionary Workforce
    Readily available to support COCOMs.
  • Human Capital Planning and Management
  • Implement a structured, competency-based approach
    IAW DoDI 1400.25
  • Strategic Communications
  • Provide stakeholders accurate, current and
    relevant information

8
Civilian Workforce Challenges
  • Armys civilian workforce among the oldest in
    Federal Government
  • Retirements projected to be steady next 5
    years Projected second wave in retirements FY
    15
  • Demand for critical occupations on the rise as
    per Bureau of Labor Statistics
  • Intern program under-funded - pipeline needs
    substantial increases
  • Significant build-up of retirement eligibility
    densities in some critical occupations
  • Increase in Transfer Out rates to other
    federal agencies from the Army for some critical
    occupations
  • Retired Military, while supplementing
    critical needs, turnover faster
  • Turnover is an issue given all of the above

9
Current Focus BRAC
  • Mission- Provide Commands and CHRA enablers to
    successfully execute BRAC 2005 for Civilian
    Workforce
  • Authorities, Policies, and Legislation
  • BRAC-Wide Direct Hire Authority with OPM
  • Military Spouse Appointment Authority effective
    September 2009
  • Last Duty Station Move in NDAA 2011
  • Additional Resources
  • Outplacement Services Contract in place
    September 2009
  • IT Solutions
  • Automated Entrance on Duty (EOD)
  • Expedited CAC Issuance

10
Current Focus NSPS
  • NDAA FY 2010 Repeals
  • National Security Personnel System (NSPS)
  • Army Impact and Way Ahead

11
KEY MANDATES
  • Convert Employees out of NSPS by 1 Jan 2012
    (84K in Army)
  • Effect New Appointments to GS or other pre-NSPS
    Systems to the extent practicable
  • No Employee to Suffer Loss of Pay
  • Establish New Performance Management System
  • Redesign Hiring Procedures
  • Develop and Conduct Supervisory/Employee Training
  • Satisfy Collective Bargaining Obligations

12
MAJOR TASKS
  • Immediate (0-2 weeks)
  • OSD Develop Plan to Address Hiring Actions in
    Progress
  • Army Identify Implementing Guidance for
    CHRA/Commands to Address
  • over 10K actions in Pipeline
  • Supplement and Executive DoDs Strategic
    Communications Plan
  • Mid-Range (0-6 months)
  • Consult with Labor Unions
  • Develop Conversion Out Plan
  • Adapt and Reconstitute HR Programs, Policies and
    Processes
  • Develop and Execute Training Program
  • Identify GS Equivalency for Each NSPS Employee
  • Modify Automated Systems (in coordination with
    CPMS)
  • Long-Term (6 months to Jan 2012)
  • Convert out of NSPS
  • Partner with DoD/OPM on New Performance Mgmt
    System
  • Identify and Obtain Hiring and Pay Flexibilities
    Lost with NSPS

13
ANTICIPATED IMPACT
  • Additional Workload for AG1-CP, CHRA and Managers
  • Additional Payroll Costs
  • Difficulty in Attracting Candidates for Some
    Mission-Critical Positions
  • High-Performer Morale Decline - Increased
    Attrition
  • Increased Labor Union Activity
  • Pay Pool Administration Savings in Out-years

14
KEY MESSAGES
  • Complex Mission Need Time to Develop Phased
    Implementation Plan
  • Need Time to Process Pipeline Recruit Actions
    Under Current System
  • Provide Army Flexibility to Develop and Execute
    Its Conversion Out Plan
  • Identify Costs and Factor into Decision Process
  • Must Synchronize with Other Major Initiatives
    (e.g. BRAC, In-Sourcing, Support to Warfighters)

15
In-sourcing RMD 802 Resource Impacts
Other FY10 0.8K, FYDP 0.8K
16
In-sourcing Planning Phase
  • Develop Recruitment Plan
  • Identify Requirements and Recruitment sources
  • Leverage all Available recruitment
    authorities/processes
  • Branding and Marketing
  • Use available incentives
  • Identify and Train Recruiters
  • Have Compensations Authorities/Strategies in
    Place
  • Capture Recruitment Costs
  • Identify Success Measures and Report on
    Progress
  • Get Ready
  • Seek funding, if needed, to execute plan
  • Obtain new authorities and incentives if needed
  • Refresh Vacancy Announcements/Websites
  • Arrange for Recruiter Training
  • Participate in job fairs
  • Optimize Automated Tools
  • Identify and orient On-Boarding Buddies

17
Civilian Expeditionary Workforce
  • - Published new policy (DoDD) 1404.10 on January
    23, 2009
  • CEW is a subset of the DoD workforce
  • - Pre-identified positions and employee
    capabilities that are organized, trained, and
    equipped for rapid response and quick
    assimilation (within 30 days)
  • - Support DoD Operations contingencies,
    emergencies, humanitarian missions, SR
    operations and combat operation missions
  • - Assist Government Operations At direction of
    SecDef, assists State Department (Civililan
    Response Corps)
  • - Secretary of Defense or his designee has the
    authority to use CEW positions to meet validated
    DoD mission requirements
  • - Adopted new Sourcing and Resourcing Model
  • - Integrates civilian capabilities in CoCOM
    planning and CoNOPs
  • - Sourcing of DoD civilians is accomplished
    through the Secretary of Defense Operations Book
    (SDOB) process

18
Invest in Yourself!
What I want to leave with you
  • Find Work-Life Balance
  • Commit to Physical and Mental Fitness
  • Develop a Personal Career Plan
  • Take Responsibility for Professional Development
  • CES Courses
  • Senior Service School
  • Expand Competencies To Meet Future Army Needs -
    Think Creatively
  • Develop Leadership Competencies Not Just
    Technical Proficiency
  • Invest in People Create Professional Network
  • Have Fun Along the Way
  • The Army is transforming
  • The transformations present many challenges and
    opportunities
  • CHR community is leaning forward!

19
  • Questions?

20
  • Dr. Susan Duncan
  • Assistant G-1 for Civilian Personnel
  • (703) 695-5701
  • Susan.Duncan_at_us.army.mil

21
  • Back-up Information

22
Aging Civilian Workforce Challenges
23
Civilian Strength Characteristics Trends
-Strength Report Facts Assumptions
24
CP Transfer Out Rates
Population Permanent U.S. Citizen Direct Hire
Appropriated Fund
25
Automated Staffing Tool UpdateStrategies
  • Short-term Provide CHRA enhanced capability to
    generate quality referral lists more timely
    improve the applicant experience and better
    market Army career opportunities.
  • 1. Strengthen/Develop CHRA Staff Competencies
  • Back to Basics
  • Expanded Training Program
  • 2. Enhance/field existing automated tools and
    web-based products
  • On-line video tutorial
  • USA Staffing
  • Applicant resume builder
  • Vacancy announcement builder
  • Resumix Grammar Base
  • Applicant Study/Survey
  • Civilian Personnel On-Line (CPOL) Redesign

NOTE BOLD Indicates Greatest Impact
26
Automated Staffing Tool Update (cont.)Strategies
  • Short-term (Cont.)
  • 3. Deliver new automated functionality
  • Entrance on Duty Application
  • Email Status to Applicant
  • 4. Partner with AF and NV to leverage resources,
    share best practices and talent, and shorten
    development time
  • 5. Continue to seek additional hiring
    flexibilities and authorities
  • Long-term Army HR staff will partner with CPMS
    and DODs Business Transformation Office to
    procure a long-term ESS that generates a
    significant return on investments and improved
    the end-to-end hiring process.

27
Automated Staffing Tool Update (cont.)The Way
Ahead
  • Expand partnership with Air Force and Navy to
    share best practices, reduce Army costs, share
    talent, and eliminate duplication of effort.
  • Execute Short Term Enablers All are on track.
  • Work with OSD to field a cost effective ESS in
    2011
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