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Right Person, Right Place, Right Time

Right Person, Right Place, Right Time. What’s the Way Ahead?. Greg Withee NOAA Assistant Administrator for Satellite & Information Service December 2, 2005. Charles Challstrom NOAA Assistant Administrator for Oceans & Coasts. What’s the Challenge?.

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Right Person, Right Place, Right Time

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  1. Right Person, Right Place, Right Time What’s the Way Ahead? Greg WitheeNOAA Assistant Administrator for Satellite & Information Service December 2, 2005 Charles ChallstromNOAA Assistant Administrator for Oceans & Coasts

  2. What’s the Challenge? • Need to ensure NOAA has the appropriate suite of knowledge, skills, and abilities to continue to meet its mission. • Workforce Planning • Recruiting • Retention • Training and Education

  3. 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 Committee • Co-chairs – Monica Matthews, Percy Thomas • EEO Committee • (Chair - Al Corea) • Diversity Committee • (Chair – John Jones)

  4. What’s the Way Ahead—Workforce Planning • Immediate Actions (today) • Action: Commitment to Workforce Planning Implementation • Lead: All SES’s • Process: SES Summit III “Champions” • Comp. date: Today

  5. What’s the Way Ahead—Workforce Planning (contd.) • Mid-term Actions (FY 06) • Action: Proposed Workforce Planning Policy and Process to NEP/NEC • Lead: Eddie Ribas (Chair, HCC) • Process: HCC Committees (Workforce Management & Training, Diversity, and EEO) • Comp. date: 3rd Quarter, FY06 • Action: Complete Workforce Analysis • Lead: Monica Matthews (Workforce Management Office) • Process: HR working with Lines & Goal Leads • Comp. Date: 3rd Quarter, FY06

  6. What’s the Way Ahead—Workforce Planning (contd.) • Long-term Actions (beyond FY’06) • Action: Implementation of Workforce Planning Policy • Lead: AA’s and Eddie Ribas • Process: Human Capital Council and Line Offices • Comp. date: 2nd Quarter, FY07 • Action: Include Workforce Planning requirements as an integral part of PPBES process • Lead: Human Capital Council & Goal Leads • Process: PPBES • Comp. Date: FYO9-13 Programming Plans

  7. What’s the Way Ahead—Workforce Planning (contd.) • Long-term Actions (beyond FY’06) • Action: Use workforce planning information to drive recruitment, retention, and training • Lead: Supervisors and HR Specialists • Process: Recruiting, Retention, and Training • Comp. Date: Ongoing

  8. What’s the Way Ahead—Recruiting • Immediate 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 into development of NOAA materials • Lead: DAA’s/Eddie Ribas • Process: 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 Website • Lead: Eddie Ribas, Carl Staton, Louisa Koch • Process: Button off NOAA.gov and use in tag lines • Comp. date: 90 days

  9. 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 Council • Process: Analyze historical hiring data to help forecast future and build business case for flexibilities • Comp. date: 90 days • Action: Develop comprehensive inventory of advertising vacancies in journals and periodicals • Lead: Eddie Ribas, CFO Council • Process: 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.) • 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 process • Lead: Eddie Ribas • Process: Recruitment process • Comp. 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 Exler • Process: Pilot at January 2006 AMS Meeting • Comp. date: 60 days

  11. What’s the Way Ahead—Recruiting (contd.) • Mid-term Actions (FY’06) Action • Action: Plan for co-located facilities which could enhance outreach/recruitment relationships • Lead: Bill Broglie • Process: Facility Master Planning • Comp. date: FY06 • Action: Research and educate selection officials on the feasibilities – seek authorities as necessary • Lead: Eddie Ribas, CFO Council • Process: 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.) • Mid-term Actions (FY’06) Action • Action: Develop recruitment strategy for under-represented categories for NOAA occupations • Lead: Eddie Ribas, Human Capital Council, MSI Council • Process: 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 Strategy • Lead: Human Capital Council • Process: Incorporates existing recommendations and engages the Human Capital Council at looking at future opportunities • Comp. date: FY06

  13. What’s the Way Ahead—RetentionOne NOAA/Goal Oriented Employees • Actions: Reward Goal & Program Staff • Immediate Action: Ideas for Goal/Program leads to reward employees • Immediate Action: Disseminate reward ideas sheet to Goal leads for discussion • Midterm Action: Work with line offices to implement reward ideas • Lead: Frank Kelly with Goal Team Leads/PPI • Process: Document established format already used by one goal, Use regular meetings, Virtual NEP • Comp. date: February 1, 2006 (Immediate Actions), September 2006 (Midterm Action)

  14. What’s the Way Ahead—RetentionOne NOAA/Goal Oriented Employees • Actions: 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 developed • Midterm 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 paths • Long-term Action: Assess effort to develop One NOAA employees and use to assess creation of a certification program including the benefits • Lead: I/A & M/A - RDML Rich Behn/Commissioned Personnel Center L/A – Human Capital Council with Gary Carter • Process: Looking at already established positions • Comp. 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.) • Action: Create One NOAA Career Path • Action: Develop example of an expanded job description to initiate an ecosystem career path • Lead: Sam Pooley with NMFS DAA • Process: Revise existing job description • Comp. Date: February 1, 2006 • Action: Create Goal-oriented Position Descriptions • Lead: PPI • Process: Work with Goal Team Leads • Comp. Date: July 2006

  16. What’s the Way Ahead—RetentionEffectively Manage Turnover • Action: Electronic Signature • Immediate Action: Look at obstacles/opportunities to introduce electronic signature to make NOAA a more flexible and effective workplace • Midterm Action: If possible, implement electronic signature in Acquisition and Grants • Long Term Action: Expand electronic signature to all of NOAA • Lead: Helen Hurcombe with OCIO, Report to NEP on long-term action • Comp. date: End of January 2006 (immediate action), end September, 2006 (midterm action)

  17. What’s the Way Ahead—RetentionEffectively Manage Turnover • Action: Improve Tools • Midterm Action: Create one pager for HR Staff and managers to help them understand options for returning and reattracting departing employees • Midterm Action: “How are you using this position to fulfill One NOAA?” – Add question for hiring checklist • Lead: Eddie Ribas with WFMO • Process: Put one-pager on NOAA websites and distribute to SESers, Web posting and email • Comp. date: March/April 2006

  18. What’s the Way Ahead—RetentionEffectively Manage Turnover (contd.) • Action: Improve Tools • Immediate Action: Identify organizations with good workforce websites • Midterm 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 NEP • Comp. date: January 2006 (immediate action), June 2006 (midterm action) • Midterm Action: Explore expansion of Demo slots for NOAA • Lead: Louisa Koch • Process: Report to NEP • Comp. Date: March 2006 • Action: Diversity • Midterm Action: Enhance strategy to increase number of interns from underrepresented groups. • Lead: Louisa Koch • Process: Internship hiring processes • Comp. Date: April 2006

  19. What’s the Way Ahead —Education & TrainingCorporate Intellectual Recapitalization Process In Place • Immediate Actions (tomorrow) • Action: Make mandatory for NOAA Workforce “Team NOAA” online training/Learning Management System (LMS) • Lead: Human Capital Council • Process: HCC issues policy directive and implementing “Team NOAA” online training • Comp. date: Workforce completion in 60 days • Action: All SESers take NOAA Business Model and “Team NOAA” • Lead: NOAA Training Officer -> SES community • Process: In hand, ready to go • Comp. date: 30 days

  20. What’s the Way Ahead —Education & Training (contd.)Corporate Intellectual Recapitalization Process In Place • Immediate Actions (tomorrow) • Action: Implement NOAA Interim Training Policy • Lead: Training Committee/HR • Process: Product of the councils (NEC/NEP approved) • Comp. date: ASAP • Action: Develop effective writing module for LMS • Lead: Workforce Management and Training Committee/WFMO • Process: 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 • Mid-term Actions (FY’06) • Action: Task Council to analyze/promote LMS courses for all NOAA • Lead: Workforce Management & Training Committee • Process: Already owned and paid for • Comp. 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 date • Lead: CIO/CFO/CAO/PPI • Process: NEP • Comp. date: 3rd Quarter FY’06

  22. What’s the Way Ahead —Education & Training (contd.)Corporate Intellectual Recapitalization Process In Place • Mid-term Actions (FY’06) • Action: Promote eLearning across NOAA • Lead: Human Capital Council -> Workforce Management & Training Committee • Process: Courses already online and accessible easily tracked • Comp. date: 4th Quarter FY’06

  23. What’s the Way Ahead —Education & Training (contd.)Corporate Intellectual Recapitalization Process In Place • Long-term Actions (beyond FY’06) • Action: Make training an integral part of AGM and serial guidance. • Lead: HCC • Process: PPBES • Comp. date: FY09 AGM • Action: Link training to manager’s performance • Lead: Workforce Management Council • Process: NEP/NEC • Comp. Date: FY07 performance plans

  24. What’s the Way Ahead —Education & Training (contd.)Corporate Intellectual Recapitalization Process In Place • Long-term Actions (beyond FY’06) • Action: Conduct/develop gap (needs/requirements) analysis for ALL CURRICULA • Lead: Human Capital Committee -> Other councils • Process: NEP/NEC & Leverage FY’06 skill gap analysis by Management Goal Leads/Program Managers • Comp. date: 4th Quarter 2007 • Action: Corporate Training Plan • Lead: Human Capital Council (coordination/needs analysis) -> Other councils • Process: Fed by analysis, AGM/Strategic Plan & IDPs • Comp. Date: 2008 (TBD by short-term progress)

  25. What’s the Way Ahead—Summary • What 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

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