Presentation is loading. Please wait.

Presentation is loading. Please wait.

One Corps –Relevant, Ready, Responsive, Reliable LRD Civilian Recruitment Plan Updated - 14 April 2008 Includes Decisions from Regional Command Council.

Similar presentations


Presentation on theme: "One Corps –Relevant, Ready, Responsive, Reliable LRD Civilian Recruitment Plan Updated - 14 April 2008 Includes Decisions from Regional Command Council."— Presentation transcript:

1 One Corps –Relevant, Ready, Responsive, Reliable LRD Civilian Recruitment Plan Updated - 14 April 2008 Includes Decisions from Regional Command Council (RCC) Meeting – 27 March 2008 Dianne Hibbs

2 One Corps –Relevant, Ready, Responsive, Reliable Background CHR Transformation WHAT IS IT?: Complete redesign of CPOC/CPAC structure and processes throughout the Army OBJECTIVES: –Realign for improved customer service –De-fragment processes (CPOC and CPAC merged) CONCEPT PLAN: –All substantive Recruitment and Position Classification work and positions moved from CPOC (back room operations) to CPAC (front room advisory) –From 5 central CPOCs to multiple CPACs IMPLEMENTATION: –LRD as Pilot Site Jun 06; All Army Aug 07

3 One Corps –Relevant, Ready, Responsive, Reliable Background Army Lean Six Sigma Project ARMY REVIEW OF CIVILIAN RECRUITMENT –Job Analysis for Classification and Staffing Combined –Key is the upfront comprehensive analysis of total recruitment package How and where to find the “right” person Job Description Marketing and Advertising Plan Recruiting Incentives Recruitment Strategy

4 One Corps –Relevant, Ready, Responsive, Reliable Background LRD “Expedited” Recruitment LRD VERSION OF ARMY TEST –“Expedited” Recruitment Package Upfront CPAC Work Plan Based on Consultation with Manager Cradle to Grave Analysis and Execution –Streamlined Rating and Evaluation Retain only Value-Added Steps Panels? Interviews? - Evaluate Need on case-by-case basis

5 One Corps –Relevant, Ready, Responsive, Reliable Value Stream Analysis LRD initiative to review “management” piece of recruitment process –Proposed by RMB –Nashville volunteered to host –LRN Green Belt (Vickie Caldwell) as PM –Phil Johnson assist and coordinate –Anna Miller (AG1/CP staff Black Belt) assist –Lee Campbell, HQ USACE – VSA lead VSA: November 2007 at LRN

6 One Corps –Relevant, Ready, Responsive, Reliable VSA Team Members Jerry Bower, LRB-IRVicky Caldwell, LRN - Event PM Lee Campbell, HQ, Black BeltWanda Coleman, LRD CPAC-LRN David Dale, LRD RBDGene Davis, LRH-OP Lisa Eberly, LRD CPAC-LRPBill Fisher, LRN-EC Dianne Hibbs, LRD Reg CPACJudy Hoffmeister, LRD-RM Phil Johnson, LRD BMDDanita Jones, LRN RM Jamie Lemley, LRD CPAC-LRHLinda Marino, LRP-EEO Anna Miller, DA-G1LTC Matt Orenstein, LRH-DDE Christine Rossi, LRN-RMRob Smallwood, LRL-OP Linda Sorn, LRC-TSDBuzz Stevenson, LRP Nancy Sutman, LRD CPAC-LRNJanis Weigand, HQ USACE HR-LRD VSA Training Attendees Mari Fournier, MVRJohn Roberts, HQ Matt Wilson, NWK

7 One Corps –Relevant, Ready, Responsive, Reliable Regional Recruiting Process VSA Results Current Process Future Process Improvement Possible Steps543139% Cycle Time (d) % Touch Time (d) % Approvals % Rework %

8 One Corps –Relevant, Ready, Responsive, Reliable Significant VSA Process Changes Upfront Human Capital Plan –Eliminates requirement for individual approvals of vacancies –One-time analysis and approval of plan Eliminates need for individual PMC review Eliminates need for individual COP/Functional Board Review Eliminates need for individual CG approval –Allows better analysis More proactive, complete, long-term

9 One Corps –Relevant, Ready, Responsive, Reliable Human Capital (HC) Plan Comprehensive strategy for managing people/positions Integrates results of: –Workload to Workforce Analysis –Integrated Manning Document –Regional Command Operating Budget –Functional Board Review

10 One Corps –Relevant, Ready, Responsive, Reliable Human Capital Plan Functional Board Chiefs –Proactive input on future direction –Upfront advice on technical competencies District Commander Assessments –Long-range planning –Short-Term Assessment FTE Utilization Direct Charge & AE Targets Budget Targets Strength Targets (90-100%) –Critical Technical Competencies –Workforce Issues

11 One Corps –Relevant, Ready, Responsive, Reliable Human Capital Plan CPAC Input on Strategies EEO Input on Affirmative Employment Position Management Committees (PMCs) –Proactive development of strategies –Review of ongoing actions & execution of plan –Assist in development of future HC Plans Regional Management Board Review Regional Command Council Approval

12 One Corps –Relevant, Ready, Responsive, Reliable Human Capital Process Approved HC Plan is baseline CPAC validates recruitment requests against approved HC Plan If approved, recruitment action can proceed –CPAC consults with management and develops “expedited” recruitment package –EEO provides input on AEP strategies

13 One Corps –Relevant, Ready, Responsive, Reliable Change in Review Process No individual review of action (prior to initiation) by RM, EEO, District Cdr/Mgrs, LRD Input occurred during HC Plan development and approval CPAC to provide regular/recurring status reports of pending and completed actions New Division-wide process: –Requests for Personnel Action (RPAs) routed directly from managers to CPAC –CPAC comparison to HC Plan –CPAC reports and status updates on execution

14 One Corps –Relevant, Ready, Responsive, Reliable Out-of-Cycle Requests Out-of-Cycle requests can be for new or changed positions New standard form to be used –Replaces current Appendix A, B Out of Cycle Process: –Manager submits new Appendix A Out-of- Cycle Request to CPAC –CPAC reviews and schedules PMC Review –District PMC meets monthly to review status reports and out-of-cycle requests

15 One Corps –Relevant, Ready, Responsive, Reliable Out-of-Cycle Requests (cont’d) District PMC Makes Recommendation: –To District Commander for Approval, or –Thru DE for LRD Review/Approval District Commander Approval Authority: –Movement of identical positions within the District (except G&A, Regulatory, EM) –Change in series unless such change has an impact on critical competencies pre-identified by LRD, Functional Board Chair, or District –Hiring action for students and DA Interns –Classification authority/upgrades of Nonsupervisory : Clerical positions up to and including GS-07 Technician positions up to and including GS-11 Professional/Administrative positions up and including to GS-12 If NSPS, use same GS equivalency as above

16 One Corps –Relevant, Ready, Responsive, Reliable Out-of-Cycle Requests LRD CG Approval Authority –All new positions (other than students) –Movements and series changes other than those listed within District authority Includes any pre-identified “critical competencies” that require special review –Classification authority & upgrades of: All supervisory positions All Pay Band 3 or GS-13/14/15 positions Upgrades above District Cdr authority Actions submitted to LRD go: –Through local PMC and District Commander –To HQ USACE/LRD HR Advisor –On New Appendix A form –Requests reviewed by Functional Board Chair prior to CG action

17 One Corps –Relevant, Ready, Responsive, Reliable Corporate Procedures Definition of “corporate”: –Pay Band 3 Supervisors, and –Pay Band 2 Supervisors who are: 2d-line supervisors, OR Office/Division Chiefs (supervisors) reporting directly to District Commander/Deputy Cdr

18 One Corps –Relevant, Ready, Responsive, Reliable Corporate Panel Requirements For District positions which are Pay Band 3 Supervisors (GS-15 equivalent): Panel Chair is the Division Commander –Approves recruitment strategy package The Selecting Official is the Division Commander Panel must include: –Panel Chair –Appropriate LRD SES Directorate Chief –District Commander –SES from outside the Division (i.e., from HQ USACE or from another Division)

19 One Corps –Relevant, Ready, Responsive, Reliable Corporate Panel Descriptions For District positions which are PB-2 Supervisors, or PB-3 Supervisors with a GS- 14 equivalency: The Panel Chair is the District Commander – Approves recruitment strategy package The selecting official is the Division Commander Panel must include: –Panel Chair –Supervisor of the position –A GS-15 from another district –GS-15 COP Lead from LRD

20 One Corps –Relevant, Ready, Responsive, Reliable Corporate Panel Descriptions For Division positions which are PB-3 Supervisors The Panel Chair is the Division Commander, or SES/Deputy Cdr if designated to “act for” –SES/Deputy Cdr can approve recruitment strategy package if so designated The selecting official is the Division Commander Panel must include: –Panel Chair –Supervisor of the position –An SES from outside the Division if GS-15 equiv, OR A GS-15 from outside the Division if GS-14 equiv –A District Commander (if GS-15 equivalent)

21 One Corps –Relevant, Ready, Responsive, Reliable Corporate Procedures Panel Advisors: –HR and EEO advisors presence is not required during panel interviews –USACE policy does not require and discourages active EEO participation in interviews to avoid potential conflicts –HR and EEO involvement and upfront advice are critical –Should be “on-call” and available to answer questions during interviews

22 One Corps –Relevant, Ready, Responsive, Reliable Corporate Panel Advisors LRD Policy: A CPAC representative may be requested to observe the panel proceedings, but this is not mandatory. In lieu of being present for the interviews, it is recommended that the CPAC representative participate in the "short list" teleconference and be in an on-call status on the day of interviews to allow easy access if needed. An EEO representative may be requested to observe the panel proceedings, but this is not recommended. The EEO plays a vital role in recommending strategies during the upfront planning process, but to avoid perceptions of conflict should an applicant seek advice on complaint proceedings or choose to file a formal complaint, the EEO Office should remain detached from the actual panel selection process and interviews.

23 One Corps –Relevant, Ready, Responsive, Reliable Panel Selections and Interviews Positions Below “Corporate” –Panel selections and interviews retained where appropriate –All supervisory positions will have panel selections and interviews Recruitment strategy packages developed and approved by District Commander –Other positions (non-supervisory): Highly recommended and encouraged for positions where significant internal competition is expected District Commander decision

24 One Corps –Relevant, Ready, Responsive, Reliable Selections and Interviews Positions Below “Corporate” (cont’d) –Less formal process –CPAC and EEO participate in “expedited” recruitment plan for all recruit actions –CPAC and EEO provide upfront advice –CPAC and EEO not present during interviews

25 One Corps –Relevant, Ready, Responsive, Reliable Other Process Changes “Expedited” Recruitment Plan –Upfront analysis and determination of recruitment strategy and plan –Comprehensive assessment of “cradle to grave” processes Position description requirements Marketing, incentives, evaluation criteria Announcement area, open period Timeline for execution –Roadmap and action plan for recruitment –CPAC initiates, in consultation with manager

26 One Corps –Relevant, Ready, Responsive, Reliable Short List Evaluation For “corporate” and below Used for panel selections to narrow field of candidates being interviewed Process can be used for other (non-panel) selections also Referred candidates grouped in 3 Tiers –Tier 1 = Top Group (to be interviewed) –Tier 2 = Next Level (“may” be interviewed) –Tier 3 = Not a finalist Assignment to tiers based on review of job-related criteria –Critical competencies, skills, specialized experience Resume used for short-list evaluation No KSAs or crediting plans No matrix points/scoring Simpler process, yet enhanced quality in discussions and review

27 One Corps –Relevant, Ready, Responsive, Reliable Announcements Open Announcement Period: Number of days:_________________ –Standard is 21 calendar days for “corporate” level –Standard is 10 calendar days for positions below “corporate” Unless local union contract requires more

28 One Corps –Relevant, Ready, Responsive, Reliable Other Options in the Future Open-Continuous Announcements –High volume or hard to fill positions –Regional effort but location specific Streamlined job offer and in-processing procedures –Under development Better analysis of expected attrition rates –Development of long-term recruitment strategies and succession plans Linkage of HC Plan assessments to: –Regional or site-specific recruitment plans –Regional Training Plan (to address Workforce Development needs for maintaining technical competence)

29 One Corps –Relevant, Ready, Responsive, Reliable Summary of Decisions Upfront Human Capital Plan Process –PMC: Strategic Role rather than individual action review –RM/EEO provide upfront review and input to HC Plan (rather than individual review) –RPAs routed directly from managers to CPAC (no separate routing) –CPAC checks against HC Plan –CPAC provides status reports as needed

30 One Corps –Relevant, Ready, Responsive, Reliable Decisions (cont’d) Out of Cycle Requests –Local PMC Review –District Cdr approval authority: Movement of identical positions (except in or out of G&A, Emergency Mgt, Regulatory) Change in series unless pre-determined critical competencies are impacted Upgrades up to and including GS-07 Clerical, GS- 11 Technical, GS-12 Professional/Admin (if NSPS, use same GS equivalency) –Other actions go to LRD

31 One Corps –Relevant, Ready, Responsive, Reliable Decisions (cont’d) Corporate procedures –New definitions –Panel member clarification –Recruitment package approval revised –Panel Advisors’ role revised Below “corporate” –Simpler process –Panels required for supervisors; encouraged for others

32 One Corps –Relevant, Ready, Responsive, Reliable Decisions (cont’d) Short List Process –Streamlined yet effective –No KSAs; use of resumes only Announcement “open” period defined

33 One Corps –Relevant, Ready, Responsive, Reliable Way Ahead Implement new processes Continue training in CPAC on new processes and merged functions Train supervisors Review, refine, improve processes Expected improvements: –Timeliness: 25-30% or more –Quality: Significant


Download ppt "One Corps –Relevant, Ready, Responsive, Reliable LRD Civilian Recruitment Plan Updated - 14 April 2008 Includes Decisions from Regional Command Council."

Similar presentations


Ads by Google