1. Recruitment: Report Out
Pat Hemphill- MVD-MVK
Andrew Posma- POD-POA

2. Recruitment
Strategic Gap: Ineffective & inefficient recruitment process
Strategy:
Obtain direct hire auth
Institutionalize HR/Mgr Recruitment plan
Manager accountability/culture change
Possible Obstacles:
Corps corporate selection policies (leadership interviews)
Culture: position description, selection panels, interview structure, announcement strategy

3. Recruitment Required Resources:
Dedicated resources (DHA business case analysis)
Top leadership commitment
Training (overhead $)
Metric:
% fill
Time to fill
Quality of Recruits (w/OPM)

4. Recruitment
Strategic Gap: Workforce planning is not consistently defined or prioritized
Strategy:
Develop a corporate planning model
Educate & train Managers
Implement and measure effectiveness of the plan
Focus supervisors

5. Recruitment 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

6. Recruitment
Strategic Gap: Lack of USACE Corporate Recruitment Strategy
Strategy:
Hire marketing firm (industry business mgt process)
Develop/employ strategic marketing and recruitment team
Develop/implement recruitment toolbox (SMART)
Possible Obstacles:
Funding
Corporate (HQUSACE) vs regional/local (Div/Dist) focus
Branding compensation
Corporate buy-in
Fiscal law implications (marketing firm procurement)
Confusion between DoD SMART and strategic marketing/recruitment programs

7. Recruitment Required Resources: Metric: Funding Corporate buy-in
Hiring qualified employees
Vacancy rate (change)
Number of resumes received
Diversity of workforce
Brand awareness

8. Recruitment Strategic Gap: Strategy:
Total Compensation – Perception that total compensation packages is not competitive with private industry.
Strategy:
Identify and Educate Managers and Supervisors
Authorize compensation packages to be determined by the hiring manager (Flexibility)
National level funding for incentives

9. Recruitment Possible Obstacles: Required Resources: Metric: Risk
Budgets are project Funded
Authorization at District levels
Required Resources:
Budget
HR for training/awareness
Pre-approval
Metric:
Incentive Use –How often and which ones
# of Hires
Retention after 1 year
Survey of new employees

10. Filling OCONUS Positions
Strategic Gap: Concerns/misconceptions of OCONUS assignments
Strategy:
Counter the “Fears” of the Unknown, Process, Existence, Failure, Injury
Create a Marketing Campaign (Professional/Comprehensive)
Explain Deployment Process
Why the Corps is there
What type of work is being completed
Explain Operating mission
Explain Benefits ($)

11. Filling OCONUS Positions
Possible Obstacles:
Selecting the Media Platforms to disseminate info, multiple population targets
Funds to develop commercial contract
Media/public perception, “Are we telling the truth”
Required Resources: Public Affairs contract
Funding for a Marketing Campaign
Metric: Number of positions filled

12. Filling OCONUS Positions
Strategic Gap: OCONUS Tour Planning
Strategy: Develop a Deployment Cycle consisting of a Departure plan, Backfill plan, Return plan
Develop 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)

13. Filling OCONUS Positions
Possible Obstacles:
Stateside Schedule A authority doesn’t exist (Solution: OPM)
Noncompetitive hiring authority of schedule A upon return.
(Solution: OPM/legislative)
Required Resources:
Help from OPM
HQ template development of plan
Metric: Plan for 100% target fill

14. Filling OCONUS Positions
Strategic Gap: Small available pool of personnel inside the Corps
Strategy: Expand the aparent “Small Available Pool of Personnel”
Position descriptions for Quality Assurance to qualify journeyman level applicants for engineering (WG4749)
Marketing 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

15. Filling 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

16. Recruitment 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

17. Recruitment 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.

18. Questions ?? Jeannie.a.davis@usace.army.mil
Recruitment
Questions ??