recruitment: report out pat hemphill- mvd-mvk andrew posma- pod-poa
TRANSCRIPT
Recruitment: Report OutRecruitment: Report Out
Pat Hemphill- MVD-MVKPat Hemphill- MVD-MVK
Andrew Posma- POD-POAAndrew Posma- POD-POA
RecruitmentRecruitmentStrategic Gap:Strategic Gap: Ineffective & inefficient recruitment Ineffective & inefficient recruitment processprocess
Strategy: Strategy: •Obtain direct hire auth Obtain direct hire auth •Institutionalize HR/Mgr Recruitment planInstitutionalize HR/Mgr Recruitment plan
– Manager accountability/culture change
Possible Obstacles: Possible Obstacles: •Corps corporate selection policies (leadership Corps corporate selection policies (leadership interviews)interviews)•Culture: position description, selection panels, interview Culture: position description, selection panels, interview structure, announcement strategystructure, announcement strategy
Recruitment Recruitment
Required Resources: • Dedicated resources (DHA business case
analysis)• Top leadership commitment• Training (overhead $)Metric: • % fill• Time to fill• Quality of Recruits (w/OPM)
RecruitmentRecruitmentStrategic Gap:Strategic Gap: Workforce planning is not Workforce planning is not consistently defined or prioritizedconsistently defined or prioritized
Strategy:Strategy:
•Develop a corporate planning modelDevelop a corporate planning model
•Educate & train ManagersEducate & train Managers
•Implement and measure effectiveness of Implement and measure effectiveness of the planthe plan
•Focus supervisorsFocus supervisors
RecruitmentRecruitment 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
RecruitmentRecruitmentStrategic Gap:Strategic Gap: Lack of USACE Corporate Recruitment Lack of USACE Corporate Recruitment
StrategyStrategy
Strategy:Strategy:• Hire marketing firm (industry business mgt process)Hire marketing firm (industry business mgt process)• Develop/employ strategic marketing and recruitment teamDevelop/employ strategic marketing and recruitment team• Develop/implement recruitment toolbox (SMART)Develop/implement recruitment toolbox (SMART)
Possible Obstacles:Possible Obstacles:• FundingFunding• Corporate (HQUSACE) vs regional/local (Div/Dist) focusCorporate (HQUSACE) vs regional/local (Div/Dist) focus• Branding compensationBranding compensation• Corporate buy-inCorporate buy-in• Fiscal law implications (marketing firm procurement)Fiscal law implications (marketing firm procurement)• Confusion between DoD SMART and strategic Confusion between DoD SMART and strategic
marketing/recruitment programsmarketing/recruitment programs
RecruitmentRecruitment
Required Resources:• Funding• Corporate buy-in
Metric:• Hiring qualified employees• Vacancy rate (change)• Number of resumes received• Diversity of workforce• Brand awareness
RecruitmentRecruitment
Strategic Gap:Strategic Gap: Total Compensation – Perception that total Total Compensation – Perception that total compensation packages is not competitive with compensation packages is not competitive with private industry.private industry.
Strategy: Strategy: •Identify and Educate Managers and SupervisorsIdentify and Educate Managers and Supervisors•Authorize compensation packages to be Authorize compensation packages to be determined by the hiring manager (Flexibility)determined by the hiring manager (Flexibility)•National level funding for incentivesNational level funding for incentives
RecruitmentRecruitmentPossible Obstacles:Possible Obstacles:•RiskRisk•Budgets are project FundedBudgets are project Funded•Authorization at District levelsAuthorization at District levels
Required Resources:Required Resources:•BudgetBudget•HR for training/awarenessHR for training/awareness•Pre-approvalPre-approval
Metric:Metric:•Incentive Use –How often and which onesIncentive Use –How often and which ones•# of Hires# of Hires•Retention after 1 yearRetention after 1 year•Survey of new employeesSurvey of new employees
Filling OCONUS PositionsFilling OCONUS PositionsStrategic Gap:Strategic Gap: Concerns/misconceptions of OCONUS Concerns/misconceptions of OCONUS assignmentsassignments
Strategy: Strategy: • Counter the “Fears” of the Unknown, Process, Counter the “Fears” of the Unknown, Process, Existence, Failure, InjuryExistence, Failure, Injury• Create a Marketing Campaign Create a Marketing Campaign (Professional/Comprehensive) (Professional/Comprehensive)
– Explain Deployment Process– Why the Corps is there– What type of work is being completed– Explain Operating mission– Explain Benefits ($)
Filling OCONUS PositionsFilling OCONUS Positions
Possible Obstacles: Possible Obstacles: • Selecting the Media Platforms to disseminate info, Selecting the Media Platforms to disseminate info, multiple population targetsmultiple population targets• Funds to develop commercial contractFunds to develop commercial contract• Media/public perception, “Are we telling the truth”Media/public perception, “Are we telling the truth”
Required Resources: Public Affairs contractRequired Resources: Public Affairs contractFunding for a Marketing CampaignFunding for a Marketing Campaign
Metric: Number of positions filledMetric: Number of positions filled
Filling OCONUS PositionsFilling OCONUS PositionsStrategic Gap: OCONUS Tour PlanningStrategic Gap: OCONUS Tour Planning
Strategy: Develop a Deployment Cycle consisting of Strategy: Develop a Deployment Cycle consisting of a Departure plan, Backfill plan, Return plana Departure plan, Backfill plan, Return plan
• Develop a supervisors Toolbox of OptionsDevelop 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)
Filling OCONUS PositionsFilling OCONUS Positions
Possible Obstacles: Possible Obstacles: •Stateside Schedule A authority doesn’t exist Stateside Schedule A authority doesn’t exist (Solution: OPM)(Solution: OPM)•Noncompetitive hiring authority of schedule A Noncompetitive hiring authority of schedule A upon return. upon return. (Solution: OPM/legislative)(Solution: OPM/legislative)
Required Resources: Required Resources: •Help from OPMHelp from OPM•HQ template development of planHQ template development of plan
Metric: Plan for 100% target fillMetric: Plan for 100% target fill
Filling OCONUS PositionsFilling OCONUS PositionsStrategic Gap: Small available pool of personnel Strategic Gap: Small available pool of personnel inside the Corpsinside the Corps
Strategy: Expand the aparent “Small Available Pool of Strategy: Expand the aparent “Small Available Pool of Personnel” Personnel” • Position descriptions for Quality Assurance to qualify Position descriptions for Quality Assurance to qualify journeyman level applicants for engineering (WG4749)journeyman level applicants for engineering (WG4749)• Marketing campaignMarketing 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
Filling OCONUS PositionsFilling 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
RecruitmentRecruitment
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
RecruitmentRecruitment
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.
