1 / 18

Recruitment: Report Out

Recruitment: Report Out. Pat Hemphill- MVD-MVK Andrew Posma- POD-POA. Recruitment. Strategic Gap: Ineffective & inefficient recruitment process Strategy: Obtain direct hire auth Institutionalize HR/Mgr Recruitment plan Manager accountability/culture change Possible Obstacles:

byron
Télécharger la présentation

Recruitment: Report Out

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Recruitment: Report Out Pat Hemphill- MVD-MVK Andrew Posma- POD-POA

  2. Recruitment Strategic Gap:Ineffective & inefficient recruitment process Strategy: Obtain direct hire auth Institutionalize HR/Mgr Recruitment plan Manager accountability/culture change Possible Obstacles: Corps corporate selection policies (leadership interviews) Culture: position description, selection panels, interview structure, announcement strategy

  3. Recruitment Required Resources: • Dedicated resources (DHA business case analysis) • Top leadership commitment • Training (overhead $) Metric: • % fill • Time to fill • Quality of Recruits (w/OPM)

  4. Recruitment Strategic Gap:Workforce planning is not consistently defined or prioritized Strategy: Develop a corporate planning model Educate & train Managers Implement and measure effectiveness of the plan Focus supervisors

  5. Recruitment Possible Obstacles: • Workload projection • Lack of understanding and Command Emphasis • Time constraints/workload • CoPs not integrated into workload/force analysis • Supervisor ratio Required Resources: • Funds & People Metric: • Target fill vs on-board strength • % of managers trained/educated • % of workforce plans developed and reviewed annually during 3rd Q

  6. Recruitment Strategic Gap: Lack of USACE Corporate Recruitment Strategy Strategy: Hire marketing firm (industry business mgt process) Develop/employ strategic marketing and recruitment team Develop/implement recruitment toolbox (SMART) Possible Obstacles: Funding Corporate (HQUSACE) vs regional/local (Div/Dist) focus Branding compensation Corporate buy-in Fiscal law implications (marketing firm procurement) Confusion between DoD SMART and strategic marketing/recruitment programs

  7. Recruitment Required Resources: • Funding • Corporate buy-in Metric: • Hiring qualified employees • Vacancy rate (change) • Number of resumes received • Diversity of workforce • Brand awareness

  8. Recruitment Strategic Gap: Total Compensation – Perception that total compensation packages is not competitive with private industry. Strategy: Identify and Educate Managers and Supervisors Authorize compensation packages to be determined by the hiring manager (Flexibility) National level funding for incentives

  9. Recruitment Possible Obstacles: Risk Budgets are project Funded Authorization at District levels Required Resources: Budget HR for training/awareness Pre-approval Metric: Incentive Use –How often and which ones # of Hires Retention after 1 year Survey of new employees

  10. Filling OCONUS Positions Strategic Gap: Concerns/misconceptions of OCONUS assignments Strategy: Counter the “Fears” of the Unknown, Process, Existence, Failure, Injury Create a Marketing Campaign (Professional/Comprehensive) Explain Deployment Process Why the Corps is there What type of work is being completed Explain Operating mission Explain Benefits ($)

  11. Filling OCONUS Positions Possible Obstacles: Selecting the Media Platforms to disseminate info, multiple population targets Funds to develop commercial contract Media/public perception, “Are we telling the truth” Required Resources: Public Affairs contract Funding for a Marketing Campaign Metric: Number of positions filled

  12. Filling OCONUS Positions • Strategic Gap: OCONUS Tour Planning • Strategy: Develop a Deployment Cycle consisting of a Departure plan, Backfill plan, Return plan • Develop a supervisors Toolbox of Options • Backfill sources consist of: Contract, over-hire, retiree recall, interns, utilization of term/temp appointment, developmental promotion/assignments, Stateside schedule A authority, Build deployable positions into the permanent workforce (GWOT)

  13. Filling OCONUS Positions • Possible Obstacles: • Stateside Schedule A authority doesn’t exist (Solution: OPM) • Noncompetitive hiring authority of schedule A upon return. • (Solution: OPM/legislative) • Required Resources: • Help from OPM • HQ template development of plan • Metric: Plan for 100% target fill

  14. Filling OCONUS Positions • Strategic Gap: Small available pool of personnel inside the Corps • Strategy: Expand the aparent “Small Available Pool of Personnel” • Position descriptions for Quality Assurance to qualify journeyman level applicants for engineering (WG4749) • Marketing campaign • Public Hire Sched A • Professional Organizations • Personal Services Contract Hires • FCIP Interns Utilize SMART, Recruitment Incentives • Other DOD/Other Gov • Virtual Workforce/Virtual Site Visits Reach back Hires

  15. Filling OCONUS Positions • Possible Obstacles: • Classification process • USACE/Centric mentality • Local market supplement funds • Getting a WG deployed • Required Resources: • HR Task Force • Metric: • Number of applicants available • Number of positions filled

  16. Recruitment BHAG • East/West 2 HROs (currently CPACs) –USACE only • National/USACE recruitment effort w/ selections made locally • “Super” employment USACE web page w/embedded links

  17. Recruitment BHAG Continued • Request some type of Corps-specific hiring authority in sync w/national recruitment • Virtual locality pay • LMS by occupational series • National USACE contrct to provide non-governmental in nature services.

  18. Recruitment Questions ?? Jeannie.a.davis@usace.army.mil

More Related