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Enterprise Networks (EN) Briefing for NTEU Reorganization

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Enterprise Networks (EN) Briefing for NTEU Reorganization & Proposed Transition Plan For: Voice & Data Technology Convergence Updated: June 22, 2011 – PowerPoint PPT presentation

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Title: Enterprise Networks (EN) Briefing for NTEU Reorganization


1
Enterprise Networks (EN) Briefing for
NTEU Reorganization Proposed Transition Plan
For Voice Data Technology Convergence
Updated June 22, 2011
2
  • Todays Discussion
  • Case for Change EN People Strategy
  • Workforce Impacted by Change/Position Changes
  • Workforce Impact What is not Changing
  • Workforce Impact What is Changing
  • Workforce Transition Plan/Proposal
  • Reassignments vs. Details
  • Salary Tables Special Salary Rate vs. Locality
    Tables
  • Training
  • Estimated Timeline
  • References for NTEU

3
Case for Change EN People Strategy
  • IRS Enterprise Networks like other organizations
    is experiencing an evolution of business needs
    and technology that is driving a transformation
    from providing equipment and wires to a services
    paradigm.
  • In support of this shift, EN desires to create a
    people strategy to support the organization as
    it moves forward.
  • Leverage the EN Technology Roadmap to support the
    Voice and Data Technology Convergence Initiative
  • Support the transition from legacy network
    architecture to an EN network convergence
    strategy and enable EN to successfully support
    the end user requirements of converged services
    to the workstation
  • Leverage our employee resources within the
    telecommunication enterprise for design,
    implementation and operational support
  • Leverage Best Practices and implement them across
    the telecommunication enterprise in a consistent
    model while adopting IT Infrastructure Library
    (ITIL) best practices.
  • Leverage opportunities for improving employee
    technology information sharing and expertise to
    support new technology as its deployed to the
    customer community.

4
EN Workforce Impacted by Change
  • All 391 (Telecommunications Specialists) BU
    positions in Enterprise Networks will be
  • Converted to 2210 Information Technology
    positions
  • Inclusive of full working level grades 9, 11, 12
    13
  • 117 encumbered positions total
  • All 392 (Telecommunications Technician) BU
    positions in Enterprise Networks will be
  • Converted to 335 Computer Assistant positions
  • Inclusive of FWL grade 7 positions
  • 12 encumbered positions total

5
EN Workforce Impacted by Change
6
Workforce Impact - What is Not Changing?
  • Tour of Duty (TOD) or AWS schedules
  • Post of Duty (POD)
  • Flexi-place Arrangements
  • Managers first and second level managers will
    remain the same
  • Workgroups will remain the same

7
Workforce Impact - What is Changing?
  • Changes to Position Descriptions (PDs)
  • Current 391 employees will be assigned to 2210
    PDs as outlined on slide 5
  • 98 employees will move to 2210 PDs with Network
    Services Parenthetical
  • 19 employees will move to 2210 PDs with Policy
    Planning Parenthetical
  • Current 392 employees will be reassigned to 335
    PD as outlined on slide 5
  • 12 employees will be reassigned to 335 PD 96270
  • Duties/Knowledge Shift for Movement to 2210/335
    Positions
  • Paramount knowledge requirement shifts from
    telecom knowledge to IT knowledge
  • 2210 employees will be required to work with all
    Network equipment (voice and data)
  • 335 employees will provide support to 2210s the
    335 series is more aligned with the 2210 series
    from a support perspective
  • Qualifications for Other Positions
  • Movement into 2210 and 335 positions offer
    current 391/392 employees wider scope of IT
    knowledge and abilities, thus potentially
    enhancing career options (especially w/in EN)

8
Potential Career Options 2210 Positions
Currently Encumbered in EN
As of PP07 ending 4/27/11
9
Workforce Impact - What is Changing?
  • Pay Increase
  • In some locations for GS-2210-9 11 positions,
    pay will increase upon permanent reassignment
    into the position due to the existence of Special
    Salary Rate (SSR) tables where the SSR is higher
    than the Locality Pay Tables
  • 37 of the 89 (as of PP11 ending 6/4/11) GS-9
    11s would get a bump in pay upon being
    reassigned (not detailed) to the 2210 PD due to
    existence of SSR tables in certain geographic
    locations
  • If SSR increases occur, extreme variances in
    dollars gained exist - (Need to be careful in our
    messaging)
  • Pay will remain the same for any GS-391-12/13s
    who move to 2210 positions as locality pay is
    higher at the grades 12/13.
  • Pay will not change for 392 to 335 movement as
    Special Salary Rates do not exist for the 335
    series
  • Critical Job Elements
  • See next slide for changes to aspects
  • Departure appraisals required for employees who
    leave 391 and move to 2210
  • New performance plans established for
    reassignments/details over 60 days to 2210 CJEs.

10
Workforce Impact - What is Changing?
  • GS-391 Critical Job Elements
  • I. Employee Satisfaction - Employee Contribution
  • A. Workplace Interaction
  • B. Workgroup Involvement
  • C. Workplace Environment
  • II. Customer Satisfaction - Knowledge
  • A. Telecommunication Studies
  • B. Systems Development and Testing
  • C. Problem Identification and Resolution
  • D. Customer Service
  • III. Customer Satisfaction - Application
  • A. Systems Support and Maintenance
  • B. Written and Oral Communications
  • C. Follow-up and Feedback
  • IV. Business Results - Quality
  • A. Analysis and Process Improvement
  • B. Expertise
  • C. Security
  • GS-2210 Critical Job Elements
  • I. Employee Satisfaction - Employee Contribution
  • A. Workplace Interaction
  • B. Workgroup Involvement
  • C. Workplace Environment
  • II. Customer Satisfaction - Knowledge
  • A. Technical Skills
  • B. Installation and Maintenance
  • C. Problem Resolution
  • III. Customer Satisfaction - Application
  • A. Customer Service
  • B. Written Communication
  • C. Oral Communication
  • IV. Business Results - Quality
  • A. Analysis and Design
  • B. Accuracy of Work
  • C. Security

11
Workforce Impact - What is Changing?
  • GS-392 Critical Job Elements
  • I. Employee Satisfaction - Employee Contribution
  • A. Workplace Interaction
  • B. Workgroup Involvement
  • C. Workplace Environment
  • II. Customer Satisfaction - Knowledge
  • A. Technical Skills
  • B. Problem Resolution
  • C. Installation, Maintenance and Support of
    Equipment and Wiring
  • III. Customer Satisfaction - Application
  • A. Customer Service
  • B. Communications
  • C. Interpersonal Skills
  • IV. Business Results - Quality
  • A. Documentation and Reports
  • B. Security Compliance
  • C. Circuitry and Equipment Inventory
  • V. Business Results - Efficiency

GS-335 Critical Job Elements I. Employee
Satisfaction - Employee Contribution A. Workplace
Interaction B. Workgroup Involvement C. Workplace
Environment II. Customer Satisfaction -
Knowledge A. Technical Knowledge B. Installation
and Maintenance C. Problem Resolution III.
Customer Satisfaction - Application A. Customer
Service B. Written Communication C. Oral
Communication IV. Business Results - Quality A.
Quality of Work and Process Improvement B. Report
Preparation C. Security and Disclosure V.
Business Results - Efficiency A. Workload
Management B. Completed Staff and Administrative
Work C. Utilization of Time
12
Workforce Transition The Road to Reassignments
  • Mgmt is committed to providing appropriate
    training to employees contingent upon budget and
    Article 30 provisions (will discuss more when we
    get to slides 17-18)
  • Employees will be moved to 2210/335 positions all
    at one time
  • Employees will be placed into the 2210/335
    positions via Details or Reassignment Actions
  • Challenge OPM qualifications for the 2210/335
    positions require that employees must possess 1
    year of specialized experience for the new
    series/specialty at the same/next lower grade in
    order to be reassigned into the position
  • See Next Slide for more discussion on
    Reassignments and Details

13
Workforce Transition (contd)
  • Reassignments Ultimate Goal
  • Permanent placement action used when OPM
    qualifications are met
  • MUST QUALIFY Need 1 year of qualifying
    experience equivalent to the next lower/same
    grade in the same line of work (2210 NS or PP)
  • Proposal Employees be encouraged to complete a
    Career Connector (CC) Qualifications
    Questionnaire (be given 2 weeks to do so) to
    help Brookhaven Employment make quals
    determinations (W/O this, the Employment Office
    only has Systems data (positions held)
    available to go by in making quals
    determinations)
  • Reassignments can positively impact pay where
    2210 Special Salary Rate Tables exceed
    Locality Pay Tables (See slides 14-16)
  • All 392s will qualify for a reassignment to the
    335 series No CC questionnaires need completed
    for quals determinations
  • Details
  • Temporary placement action used when OPM
    qualification requirements are not met to support
    a reassignment action
  • Once detailed, need up to 1 year experience
    detailed to 2210 position/specialty before a
    reassignment action can be made
  • Will work with Employment to monitor when perm
    reassignment can be made (based on amount of
    specialized experience that is needed) CC info
    can help us measure this
  • Details do not impact pay but provide qualifying
    experience for position in which placed

14
Salary Tables Full Working Level GS 09
15
Salary Tables Full Working Level GS 11
16
Salary Tables Full Working Level GS 11 (Cont.)
17
Training for 391s Moving to 2210 Network Services
Positions
  • In keeping with A30, training needs will be
    assessed for each employee and individual
    training plans established accordingly. The
    following are examples of the types of training
    that could be provided employees
  • Formal Training Cisco and Avaya systems
  • Webex Training Cisco Unified Call Manager
  • Coaching Provide each employee with an assigned
    coach for at least 6 months
  • On-the-Job Training pair up employees for
    supporting trouble tickets and projects for at
    least 6 months
  • CPE Training Develop and offer Cisco and Avaya
    training sessions (at least 4 sessions during
    2011)
  • ELMS Integrate Self Study training for
    Telecommunications
  • Technical Support Create a technical support
    team during FY11/12
  • Network Professionals Community of Practice On
    going monthly calls to share information and
    provide support on our new technology

18
Training for 392s Moving to 335 Positions
  • In keeping with A30, training needs will be
    assessed for each employee and individual
    training plans established accordingly. The
    following are examples of the types of training
    that could be provided employees
  • Webex Training VoIP in Practice
  • Coaching Provide each employee with an assigned
    coach for at least 6 months
  • On-the-Job Training pair up employees with
    2210s for supporting trouble tickets and
    projects for at least 6 months
  • CPE Training Develop and offer Cisco and Avaya
    training sessions (at least 2 sessions during
    2011/12)
  • ELMS Integrate Self Study training for Network
    Telecommunications
  • Network Professionals Community of Practice On
    going monthly calls to share information and
    provide support on our new technology

19
Estimated Timeline
Conduct 7114 Meetings with Employees
Issue A15 Notice to NTEU
Brief/Bargain with NTEU
May 2011
June 2011
July 2011
Aug 2011
Sept 2011
Oct Dec 2011
2 week timeframe for employees to submit Career Connector template ______ 3 weeks for BH to conduct quals ________ Inform employees and 4 weeks later effect detail or reassignment actions
20
References
  • EN organizational chart/structure
  • Crosswalk of 391/392 reassignment to/from
    positions
  • PDs
  • 97543 (Full Working Level 2210-09 Network
    Services)
  • 96274 (Full Working Level 2210-11 Network
    Services)
  • 94375 (Full Working Level 2210-12 Network
    Services)
  • 94376 (Full Working Level 2210-13 Network
    Services)
  • 96550 (Full Working Level 2210-13 Network
    Services)
  • 94649 (Full Working Level 2210-12 Policy
    Planning)
  • 94670 (Full Working Level 2210-13 Policy
    Planning)
  • 96270 (Full Working Level 335-7)
  • 2210 CJEs
  • 335 CJEs
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