Federal AviationAdministration

NHCFAE ConferenceVIP Panel Discussion: Hiring Strategy, Succession Planning

August 6, 2014

Rickie CannonDeputy Assistant Administrator Human Resource Management

2Federal AviationAdministration

Hiring Support Services

• Competitive • Internally & Externally announced positions• Outreach recruitment & marketing services available • 120,000+ applicants & 3,000-4,000 referrals in a typical year

• Noncompetitive/On-the-Spot• With or W/O an announcement• Outreach recruitment & marketing services available• Limited usage across the agency

• Special Project/Program Support• Air Traffic Controller• AVS/Tech Ops surge hiring• Outreach recruitment & marketing services available

• On-boarding

3Federal AviationAdministration

Evaluating Hiring Support Services

• Quarterly OPM 80-day model• 9-step (In HR to Entrance on duty (EOD) tracking)• Standard OPM government-wide model

• Service Level Agreement Partnership• Collaborative agreement with customers• Customer & HR decide critical metrics

• Service Level Scorecard• Quarterly grading of key services• Sets the stage of on-going & annual feedback

4Federal AviationAdministration

Strategic Hiring Support Focus

• Workforce of the Future Initiative – 2014-2018

• Attracting Talent• Identifying and attracting new sources of talent• Creating a strong employee value proposition• Refining our hiring processes• Reducing fill-time for positions• Instituting standard agency-wide on-boarding process

5Federal AviationAdministration

Leadership development & Succession Planning

Prepare FAA’s human capital for the future by identifying, recruiting and developing a workforce with the leadership, technical, and functional skills necessary to ensure the U.S. has the world’s safest and most productive aviation sector

Sub-initiatives:

Initiative description

Skills identification: Determine future skill needs, compare to existing workforce, identify gaps, design optimal organizational structure

Attracting talent: Identify new sources of talent, operate an efficient and effective hiring process, and conduct consistent onboarding

Skills development

3

Skills identification

2

Performance culture

Leadership development

1

4

Attracting talent

Leadership development: Create an agency-wide program with core competencies and tailored content delivered through a variety of learning channels

Skills development: Be proactive rather than reactive in developing technical / functional skills

2

4

1

3