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Right Person, Right Place,
Right Time
Greg WitheeNOAA Assistant Administrator
for Satellite & Information Service
December 2, 2005
What’s the Way Ahead?What’s the Way Ahead?
Charles ChallstromNOAA Assistant Administrator
for Oceans & Coasts
2
What’s the Challenge?What’s the Challenge?
Need to ensure NOAA has the appropriate suite of knowledge, skills, and abilities to continue to meet its mission.
Workforce PlanningRecruitingRetentionTraining and Education
3
Human Capital Council (HCC)
Human Capital Council (HCC)
The Human Capital Council (Chair – Eddie Ribas) serves as the principal forum through which issues affecting strategic human capital management across NOAA are discussed and addressed.
Workforce Management & Training CommitteeCo-chairs – Monica Matthews, Percy Thomas
EEO Committee(Chair - Al Corea)
Diversity Committee(Chair – John Jones)
4
What’s the Way Ahead
—Workforce Planning
What’s the Way Ahead
—Workforce PlanningImmediate Actions (today)
Action:Commitment to Workforce Planning ImplementationLead: All SES’sProcess: SES Summit III “Champions”Comp. date: Today
5
What’s the Way Ahead
—Workforce Planning (contd.)
What’s the Way Ahead
—Workforce Planning (contd.)
Mid-term Actions (FY 06)Action:Proposed Workforce Planning Policy and Process to NEP/NECLead: Eddie Ribas (Chair, HCC)Process: HCC Committees (Workforce Management & Training, Diversity, and
EEO)Comp. date: 3rd Quarter, FY06
Action:Complete Workforce AnalysisLead: Monica Matthews (Workforce Management Office)Process: HR working with Lines & Goal LeadsComp. Date: 3rd Quarter, FY06
6
What’s the Way Ahead
—Workforce Planning (contd.)
What’s the Way Ahead
—Workforce Planning (contd.)
Long-term Actions (beyond FY’06)Action: Implementation of Workforce Planning PolicyLead: AA’s and Eddie RibasProcess: Human Capital Council and Line OfficesComp. date: 2nd Quarter, FY07
Action: Include Workforce Planning requirements as an integral part of PPBES
processLead: Human Capital Council & Goal LeadsProcess: PPBESComp. Date: FYO9-13 Programming Plans
7
What’s the Way Ahead
—Workforce Planning (contd.)
What’s the Way Ahead
—Workforce Planning (contd.)
Long-term Actions (beyond FY’06)Action:Use workforce planning information to drive recruitment, retention,
and trainingLead: Supervisors and HR SpecialistsProcess: Recruiting, Retention, and TrainingComp. Date: Ongoing
8
What’s the Way Ahead
—Recruiting
What’s the Way Ahead
—RecruitingImmediate Actions (tomorrow)
Action: Development and use of NOAA recruitment and marketing tools.
Identify existing recruitment and marketing tools, develop integrated
NOAA material, mandate use, re-channel existing investments intodevelopment of NOAA materials
Lead: DAA’s/Eddie RibasProcess: Identify existing tools and develop NOAA common marketing materials (videos, brocures, etc.) that be used at job fairs, professional associations, etc. Comp. date: 90 days
Action: Develop NOAA Recruitment WebsiteLead: Eddie Ribas, Carl Staton, Louisa KochProcess: Button off NOAA.gov and use in tag linesComp. date: 90 days
9
What’s the Way Ahead
—Recruiting (contd.)
What’s the Way Ahead
—Recruiting (contd.)Immediate Actions (tomorrow)
Action: Look at hiring trends and analysis by occupation(retrospective/prospective)
Lead: Eddie Ribas, Human Capital CouncilProcess: Analyze historical hiring data to help forecast future and build business case
for flexibilitiesComp. date: 90 days
Action: Develop comprehensive inventory of advertising vacancies in journals
and periodicalsLead: Eddie Ribas, CFO CouncilProcess: Develop a more integrated advertisement strategy in periodicals/journals; Analyze effectiveness (i.e., Application process – add question “where did you hear about us?”)Comp. date: 90 days
10
What’s the Way Ahead
—Recruiting (contd.)
What’s the Way Ahead
—Recruiting (contd.)Immediate Actions (tomorrow)
Action: Identify areas in the current recruitment process which can be
streamlined, identify flexibilities in creating vacancy announcements,
and establish an enhanced role for subject matter experts in the entire processLead: Eddie RibasProcess: Recruitment processComp. date: 90 days
Action:Outreach to student conferences at professional society meetings and use NOAA booth for education/recruitment Lead: Percy Thomas, Louis Uccellini, Randy ExlerProcess: Pilot at January 2006 AMS MeetingComp. date: 60 days
11
What’s the Way Ahead
—Recruiting (contd.)
What’s the Way Ahead
—Recruiting (contd.)Mid-term Actions (FY’06) Action
Action:Plan for co-located facilities which could enhance outreach/recruitment relationshipsLead: Bill BroglieProcess: Facility Master PlanningComp. date: FY06
Action:Research and educate selection officials on the feasibilities – seek
authorities as necessaryLead: Eddie Ribas, CFO CouncilProcess: Look into new (direct hire authority) and existing authorities (term, students, IPAs, contracts, recruitment bonus, relocation allowances, etc.)Comp. date: FY’06
12
What’s the Way Ahead
—Recruiting (contd.)
What’s the Way Ahead
—Recruiting (contd.)Mid-term Actions (FY’06) Action
Action:Develop recruitment strategy for under-represented categories for
NOAA occupationsLead: Eddie Ribas, Human Capital Council, MSI CouncilProcess: Look at current numbers and develop an action plan for activities to
address under-representation (looking at existing & former programs)Comp. date: FY06
Action:Develop Sustainable NOAA Recruitment StrategyLead: Human Capital CouncilProcess: Incorporates existing recommendations and engages the Human
Capital Council at looking at future opportunitiesComp. date: FY06
13
What’s the Way Ahead
—RetentionOne NOAA/Goal Oriented
Employees
What’s the Way Ahead
—RetentionOne NOAA/Goal Oriented
EmployeesActions: Reward Goal & Program StaffImmediate Action: Ideas for Goal/Program leads to reward employeesImmediate Action: Disseminate reward ideas sheet to Goal leads for discussionMidterm Action: Work with line offices to implement reward ideas Lead: Frank Kelly with Goal Team Leads/PPIProcess: Document established format already used by one goal, Use
regular meetings, Virtual NEPComp. date: February 1, 2006 (Immediate Actions), September 2006
(Midterm Action)
14
What’s the Way Ahead
—RetentionOne NOAA/Goal Oriented
Employees
What’s the Way Ahead
—RetentionOne NOAA/Goal Oriented
EmployeesActions: Create One NOAA career path
Immediate Action: Look at NOAA Corps positions and match them up with goals – see if “goal-oriented” career paths can be developedMidterm Action: If possible, develop One NOAA career path for Corps Officers or work with DAA’s to adjust billets to allow establishment of goal-oriented career pathsLong-term Action: Assess effort to develop One NOAA employees and use to assess creation of a certification program including the benefitsLead: I/A & M/A - RDML Rich Behn/Commissioned Personnel Center
L/A – Human Capital Council with Gary CarterProcess: Looking at already established positionsComp. date: Feb. 1, 2006 (I/A) / Sep. 1, 2006 (M/A) / Jan. 1, 2007 (L/A)
15
What’s the Way Ahead
—RetentionOne NOAA/Goal Oriented
Employees (contd.)
What’s the Way Ahead
—RetentionOne NOAA/Goal Oriented
Employees (contd.)Action: Create One NOAA Career PathAction:Develop example of an expanded job description to initiate an ecosystem career pathLead: Sam Pooley with NMFS DAAProcess: Revise existing job descriptionComp. Date: February 1, 2006
Action: Create Goal-oriented Position Descriptions Lead: PPIProcess: Work with Goal Team LeadsComp. Date: July 2006
16
What’s the Way Ahead
—RetentionEffectively Manage Turnover
What’s the Way Ahead
—RetentionEffectively Manage Turnover
Action: Electronic SignatureImmediate Action: Look at obstacles/opportunities to introduce electronic signature to make NOAA a more flexible and effective workplaceMidterm Action: If possible, implement electronic signature in Acquisition and GrantsLong Term Action: Expand electronic signature to all of NOAALead: Helen Hurcombe with OCIO, Report to NEP on long-term actionComp. date: End of January 2006 (immediate action), end September, 2006
(midterm action)
17
What’s the Way Ahead
—RetentionEffectively Manage Turnover
What’s the Way Ahead
—RetentionEffectively Manage Turnover
Action: Improve ToolsMidterm Action: Create one pager for HR Staff and managers to help them understand options for returning and reattracting departing
employeesMidterm Action: “How are you using this position to fulfill One NOAA?” – Add question for hiring checklistLead: Eddie Ribas with WFMOProcess: Put one-pager on NOAA websites and distribute to SESers, Web posting and emailComp. date: March/April 2006
18
What’s the Way Ahead
—RetentionEffectively Manage Turnover
(contd.)
What’s the Way Ahead
—RetentionEffectively Manage Turnover
(contd.)Action: Improve ToolsImmediate Action: Identify organizations with good workforce websitesMidterm Action: Assess NOAA website and other HR-identified websites to suggest
improvements for the NOAA website from the customer perspective.Lead: Eddie Ribas and Workforce Management Office/ Human Capital Council Process: Email and Report to NEPComp. date: January 2006 (immediate action), June 2006 (midterm action)
Midterm Action: Explore expansion of Demo slots for NOAALead: Louisa KochProcess: Report to NEPComp. Date: March 2006
Action: DiversityMidterm Action: Enhance strategy to increase number of interns from underrepresented groups.Lead: Louisa KochProcess: Internship hiring processesComp. Date: April 2006
19
What’s the Way Ahead —Education &
TrainingCorporate Intellectual Recapitalization
Process In Place
What’s the Way Ahead —Education &
TrainingCorporate Intellectual Recapitalization
Process In PlaceImmediate Actions (tomorrow)Action:Make mandatory for NOAA Workforce “Team NOAA” online
training/Learning Management System (LMS)Lead: Human Capital CouncilProcess: HCC issues policy directive and implementing “Team NOAA” online
trainingComp. date: Workforce completion in 60 days
Action:All SESers take NOAA Business Model and “Team NOAA”Lead: NOAA Training Officer -> SES communityProcess: In hand, ready to goComp. date: 30 days
20
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In Place
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In PlaceImmediate Actions (tomorrow)Action: Implement NOAA Interim Training PolicyLead: Training Committee/HRProcess: Product of the councils (NEC/NEP approved)Comp. date: ASAP
Action:Develop effective writing module for LMSLead: Workforce Management and Training Committee/WFMOProcess: Identify options including off-the-shelf solution (online service)Comp. date: 90-120 days
21
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In Place
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In PlaceMid-term Actions (FY’06)Action:Task Council to analyze/promote LMS courses for all NOAALead: Workforce Management & Training CommitteeProcess: Already owned and paid forComp. date: 3rd Quarter FY’06
Action:DUS issues directive requiring NOAA policies and NAOs have an
eLearning module explaining/presenting policy. ELearning model in
place on policy/NAO effective dateLead: CIO/CFO/CAO/PPIProcess: NEPComp. date: 3rd Quarter FY’06
22
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In Place
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In PlaceMid-term Actions (FY’06)Action:Promote eLearning across NOAALead: Human Capital Council -> Workforce Management & Training
CommitteeProcess: Courses already online and accessible easily trackedComp. date: 4th Quarter FY’06
23
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In Place
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In PlaceLong-term Actions (beyond FY’06)Action:Make training an integral part of AGM and serial guidance.Lead: HCCProcess: PPBESComp. date: FY09 AGM
Action:Link training to manager’s performanceLead: Workforce Management CouncilProcess: NEP/NECComp. Date: FY07 performance plans
24
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In Place
What’s the Way Ahead —Education &
Training (contd.)Corporate Intellectual Recapitalization
Process In PlaceLong-term Actions (beyond FY’06)Action:Conduct/develop gap (needs/requirements) analysis for ALL
CURRICULALead: Human Capital Committee -> Other councils Process: NEP/NEC & Leverage FY’06 skill gap analysis by Management Goal
Leads/Program ManagersComp. date: 4th Quarter 2007
Action:Corporate Training PlanLead: Human Capital Council (coordination/needs analysis) -> Other
councilsProcess: Fed by analysis, AGM/Strategic Plan & IDPsComp. Date: 2008 (TBD by short-term progress)
25
What’s the Way Ahead—
Summary
What’s the Way Ahead—
SummaryWhat we will accomplish by the next SES
Summit:
• Commitment to workforce planning implementation (today)
• Draft Workforce Planning Policy & Process to NEP & NEC
• Identify streamlined recruitment opportunities, including flexibilities in creating vacancies & an enhanced role for SMEs in entire process
• Electronic signature available in NOAA – enables more flexible workplace options
• Report back on feasibility of career progression certification program
• Make the “Team NOAA” training mandatory for all NOAA workforce through e-learning