1. Private Industry Need + Government Mandate + Consultant Expertise=Integrated Talent Development Program

2. Review Session Learning Objectives Discover how the FBPTA (the what?) competency model and other federal resources becomes the foundation for an integrated talent management system Understand how the IFMA core competencies and FBPTA aligned IFMA credentials fit in the FM roles in your organization Understand how the consultancy role can be maximized on an “unchartered water project” Learn how to utilize user friendly assessment tools, including FMI, to create your team’s Individual Development Plan (IDP) based on documented competency needs See how all of this was incorporated into the creation of an Apprenticeship Program Get new tips on how to “sell” your training program

3. Meet Our Presenter(s): Maureen K. Roskoski, SFP, LEED AP O+M Senior Professional Facility Engineering Associates Brian Gilligan, PE National Program Manager, GSA Teena Shouse, CFM, IFMA Fellow Vice President Facility Engineering Associates Todd Bennett Director, TFM Operations SourceAmerica

4. Introduction How do you determine your existing training needs? Is your current program based on budget or needs? How do you know what competencies are needed for your team to be successful? How do you determine if required competencies are being met now? How do you develop a training program to bridge the gap once identified?

6. Federal Buildings Personnel Training Act FBPTA Became law in 2010 U.S. Federal Government is the largest property owner in the world – 500,000 facilities worldwide FBPTA requires individuals managing federal properties to have necessary “core competencies” to do the job Government set out to identify those skills

7. Requirements of the FBPTA Core Competencies for Federal buildings Personnel Recommended Curriculum and Continuing Education Annual updates to Competencies and Curriculum Compliance by all Federal buildings personnel Method for contractor compliance 7 “…core competencies …relating to building operations and maintenance, energy management, sustainability, water efficiency, safety (including electrical safety) and building performance measures.”

8. Why? It Saves Money $2 Billion in potential operational savings from an educated Federal FM Workforce Source: General Services Administration (GSA) Estimates based on the Pacific Northwest National Laboratory Study “Assessing the Potential for a FEMP Operations and Maintenance (O&M) Program to Improve Energy Efficiency”, 2002

9. Value of Competency Modeling Department of Labor Building Blocks Model Competency Model Clearinghouse & Career One Stop Programs Advanced Commercial Building Competency Model - Penn State Consortium for Building Energy Innovation http://www.careeronestop.org/CompetencyModel/competency-models/

10. Competency Based Training & Education

11. Items to consider Professional development paths Focus on High Priority competencies Use FBPTA to evaluate existing agency approaches The new FMI web tool can accelerate FM and how it can help federal and non-federal employees match industry training and credentials to FBPTA competencies

12. 12 High-Priority Performances - 2014 12 Competency Areas 232 Performances 9 Competency Areas 80 Performances

14. FBPTA Competency Model

15. Accelerate FM - Reflective Practice ModelAccelerate FM

16. 16 Agency assigns competencies and proficiency targets to positionsSupervisor assesses proficiency level of staff membersIndividuals conduct self assessmentIndividuals identify own career priority areasAccelerate FM will suggest qualifications based on inputIndividuals create IDP based on recommendations Coming May 2015 - www.fmi.govwww.fmi.gov Accelerate FM - Reflective Practice ModelAccelerate FM

17. 17 Accelerate FM - Reflective Practice ModelAccelerate FM

18. SourceAmerica Apprenticeship is what is classified as a Hybrid Program. A combination of time and performance considerations whereby work processes are developed with a minimum - maximum time/hours for each task or job requirement for on the job learning (OJL) combined with in class learning (ICL). Source America Program

19. Why have an Apprenticeship Program? Maintenance Trades Career Path for PWD Shortage of talent pool Aging workforce Competitive advantage FBPTA requirements 19

20. Specific skills needed Occupation Specific Tasks: General Trade Orientation Keep records of work assignments Maintain or repair work tools or equipment Maintain records, reports, or files Maintain repair records Measure and mark reference points or cutting lines on work pieces Order or purchase supplies, materials, or equipment Plan or organize work Read blueprints Read schematics Read specifications Read technical drawings Read work order, instructions, formulas, or processing charts Set up and operate variety of machine tools Use basic plumbing techniques Use hand or power tools Use measuring devices in construction or extraction work Use pressure gauges Use knowledge of metric system Clear oral communication techniques Understandable written communication techniques Use of tools ranging from common hand and power tools, such as hammers, hoists, saws, drills, and wrenches Verify levelness or verticality, using level or plumb bob

21. Assessment Plan Select One Credential Certificate Program OJL MOC Experience Academic (High School, etc.) Not Required by Coach Select One Credential Certificate Program OJL MOC Experience Academic (High School, etc.) Not Required by Coach

22. Select One Credential Certificate Program OJL MOC Experience Academic (High School, etc.) Not Required by Coach Select One Credential Certificate Program OJL MOC Experience Academic (High School, etc.) Not Required by Coach Assessment Plan

23. The Program is based on: Excellence-The program utilizes established state and industry standards as guidelines for a successful apprenticeship program. Innovation-The apprenticeship program will introduce new and creative ideas of the diversity of the individuals involved in the program.

24. How the program is working Collaboration-It is imperative for the apprenticeship program to be a collaborative effort between SourceAmerica, the participating agencies, coaches and apprentices. Integrity-Having a transparent, measurable program in place allows for fairness and accountability in the way SourceAmerica can conduct their business in the apprenticeship program.

25. How the program will be successful Accountability-The rigor of the program will be measured by the formal assessment tools and processes. Diversity-By valuing and respecting the individual contributions and participation of diverse participants in the program, we will not only grow the individuals, but also the success of the program.

26. Current SA A&T Positions Electrician Plumber General Maintenance Worker (MBR) Electronics Technician CDL for Heavy Equipment (Coming Soon)

27. SourceAmerica Apprenticeship Program Looking to the future

28. What do IFMA Credentials do to support the models? FMP/CFM CFM FMP/CFM SFP / CFM FMP/CFM SFP / CFM FMP/CFM SFP/CFM FMP/CFM CFM FMP/CFM CFM

29. Early / TransitionalJourneymanMaster Facility Management Energy Management Building Operations FEDSAT Completion BOMI - PAC BOMI - RPA BOMI - SMC BOMI – SMA / T BOC – BOC I BOC – BOC II IFMA - FMP IFMA - CFM APPA – EFP AEE - EMIT AEE - CEM * “FBPTA – Aligned” credentials ASHRAE - OPMP ASHRAE - BEAP Compliance vs. Professional Development* APPA - CEFP

30. 30 FEDSAT Assessment on SF Tool Coming Sep 2015 - www.sftool.govwww.sftool.gov

31. What can contractors do? Equivalent Standards Better Buildings Workforce Guidelines Qualifications FBPTA – Aligned Qualifications

32. To develop an effective talent development plan you must ask & answer the right questions Why: Why the training is so critical? What: What knowledge and skills are needed? How: Do you integrate available resources in to your talent management plan ?

33. How to sell it…… If You Don’t Ask, The Answer Is Always No

34. Strategic Talent Management How do you build your own Talent Management Plan? First question to answer…what skillsets do I need to have a high performance team? 1.Identify the competencies for each of the roles 2.Use competency examples and modify to fit your organization 3.Evaluate your current team 4.Create a plan to fill in the deltas which may exist

35. Summary Talent development is a team sport Think of talent management strategically Understand the competencies & skills needed for YOUR workforce Have a documented plan backed by real data Enjoy the experience and remember it is all up to you!!

36. Questions? www.feapc.com

37. For attending this educational offering at IFMA’s Facility Fusion. Be sure to evaluate the session online at the Attendee Service Center http://tinyurl.com/lutorre Thank You!

38. IFMA’s publishing partner, Multiview, will demonstrate two popular IFMA membership benefits outside the educational area. Stop by and learn more about these great membership benefits! *IFMA Insider keeps members current with the latest industry stories and association news and events. **IFMA’s FM Buyer’s Guide allows members to search a large pool of FM-specific product and service providers without the clutter of a generic search engine. During breaks, enjoy refreshments and our interactive display of two popular membership benefits: *IFMA Insider **FM Buyer’s Guide http://onlinefmguide.com/http://www.multibriefs.com/briefs/ifma/