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Institute of Medicine Resources Directorate / HRM Brief

Captain James A. LovellFederal Health Care Center

Version 2


Presentation Outline• Human Resource Management Overview

• Staffing• Organizational Chart

• Transfer of Function• Total Force Management

• Committee• Business Rules

• Recruitment• Military Manning • ANACI/PIV• Integration Successes and Impacts


Human Resources Department• Responsible for all human resources related actions pertaining to Civilian Personnel (CIVPERS) and Military Personnel (MILPERS).

-includes but is not limited to:- Total Force Management Committee- Recruitment and Placement- Classification- Processing and Records- Retirement and Benefits- Employee Relations- Labor Relations- Worker’s Compensation- Personnel Security- Manpower Management (AMD)- Reserve Operational Support- Command Fitness- Military Readiness


Human Resources Department • Human Resources Department: 13 Active Duty; 46 Civilians

Office of the Department Head

(1) Human Resources Officer, GS-0201-14

(1) Management Analyst, GS-0343-12

(1) Program Support Asst., GS-0303-7

Civilian Personnel Division

(1) Supv. HR Specialist, GS-0201-13

Recruitment/Classification

(1) Supv. HR Specialist (Recruitment), GS-0201-13

Recruitment

(4) HR Specialist (Recruitment), GS-0201-12

(2) HR Assistant (Recruitment), GS-0203-7

(2) HR Specialist (Classification), GS-0201-12

Processing & Records/Benefits

(1) Supv. HR Specialist (Info Sys), GS-0201-12

Retirement

(1) HR Specialist (Employee Benefits/Retirement), GS-0201-11

Processing & Records

(1) Lead HR Asst (P&R), GS-203-8

(4) HR Assistant (P&R), GS-0203-7

Labor/Employee Relations

(1) Supv. HR Specialist (Labor/Employee Relations), GS-0201-13

Employee Relations

(2) HR Specialist (Employee Relations), GS-0201-12

(1) HR Assistant (Employee Relations), GS-0203-7

Personnel Security/Suitability

(1) HR Specialist (Security/Employee Rel), GS-0201-11

(2) HR Specialist (Security), GS-0201-9

(2) HR Assistant (VetPro), GS-0203-7

Worker’s Compensation

(1) HR Specialist (OWCP), GS-0201-11

(1) HR Assistant (OWCP), GS-203-6

Military Personnel Division

(1) Active Duty, O-2

Personnel Section

(1) Active Duty, E-7

POMI



Uniform Personnel Support




(1) Program Specialist, GS-0301-7

Manpower Management

(1) Active Duty, O (?)

Management Analyst




Military Recreation

(2) Recreation Assistants, GS-0189-7


• Successfully Transferred 469 NHC employees to FHCC (Oct 10, 2011)

• 10 NHC employees remained Department of Navy - Due to workload - Transfer will occur later date

Transfer of Function


• Medical Technologist grandfathering provision as NHC employees did not possess required certification by the ASCP-BOR, NCA, AACC, AMT, or AAB. Employees were grandfathered.

• Psychologists required waiver as NHC employees did not possess the required internship from a program approved by the APA. One-time waiver was approved for the TOF.

• Processing all Board and Comp Panel Actions prior to Oct 10, 2010 due to lack of dedicated staff to perform these functions and off-station boarding.

Transfer of Function Challenges


Total Force Management• Executive Agreement (EA):

• Signed April 2010• Required an Executive Decision Memorandum on Total Workforce Management

• Total Force Management Committee: • Commenced Nov 2010 • Committee Structure:

• Chair: Associate Director Resources (CAPT)• Members: Associate Directors (6), Assistant Directors (6) and Command Master Chief.

• Business Rules/Workforce management methodology have been developed


Total Force Management

• In accordance with the mission, FHCC will always have a mixture of military, civilian and /or contractor personnel

• FHCC: attract the best and brightest civilian and military personnel

• Organizational structure: provides for career-enhancing opportunities for all groups of personnel

• TFMC provides both VA and DoD with full visibility of the human resource staffing of the FHCC


Total Force Management• Approval Process:

• Services submit requests to HR• HR/Fiscal/Business Ops reviews and makes recommendations• Total Force Committee reviews and makes recommendations• FHCC Director/Deputy Director makes final decision• Approved requests returned to HR for processing actions• Disapproved requests are returned to Service. Can be resubmitted after 90 days• Average processing time of requests 30 days

•Total Actions Processed: 228• 142 Vice positions• 7 New Positions• 10 Upgrades of current FHCC positions due to integrated responsibilities or identified disparities• 9 Out of Committee Approvals


• 172 new employees hired since 10-10-10 (excludes NHC transfers)

• HR implemented USASTAFFING (electronic acceptance of resumes)

• HR using various recruiting authorities, such as:

-Title 38/Hybrid Excepted Service- Merit Promotion- Delegated Examining- Schedule A- Student Employment- 30% Disabled Veterans

• FHCC announcements: • 168 positions in recruitment• Receiving an average of 35 to 70 applicants

Recruitment


ANACI

SIC (Security Investigative Center): Currently completing an estimated 450 ANACI Investigations

FHCC Human Resources Suitability

FHCC approved to complete 500 pending investigations locally

Due to the volume, the SIC was unable to handle the workload

FHCC Processing to commence June 27, 2011 - Status will be trackedweekly


Integration Successes & Impacts• Successes:

• Transfer of Function: Successfully transferred 469 DoD Civilians to FHCC • Stand-up of FHCC Human Resources Departments•Conversion to USA Staffing• Establishment of Total Force Management Committee

• Development of Business Rules

• Impacts: • Gap in Hiring: 90 days prior to integration• ANACI Processing


Questions?

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