1. 1 National Science FoundationOffice of Information and Resource Management Division of Administrative Services Division of Human Resource Management Division of Information Systems NSF Academy May 2006 Workforce and Staff Planning at NSF

2. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 2 2 Agenda NSF Workforce Planning –Strategic Workforce Planning Framework –Accomplishments –Workforce Issues –Benefits Staffing Planning –Process for Developing a Staffing Plan –NSF workforce demographics –Current Status –Lessons Learned

3. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 3 3 Strategic Workforce Planning Framework

4. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 4 4 Workforce Planning Accomplishments To Date Defined a framework for Workforce Planning Implemented Workforce Planning Process –Developed workforce data reports and analysis (including a Labor Market Analysis) –Met with all Offices/Directorates to discuss workforce data and identify issues –Identified priority workforce issues with Advocates Steering Committee and designed preliminary solutions (HRM, Academy and Budget) –Held Directorate/Office specific staffing planning meetings Developed workload and FTE models Developed first NSF Workforce Plan

5. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 5 5 Workforce Issues Improve Capacity of Workforce to Work Effectively in Business Environments –Reshape administrative-support workforce in program directorates –Improve NSF workforce, business process and tool integration –Review program management functional model to ensure effective utilization of human capital Respond to Changing Nature of Work and Workload –Enhance competencies in the S&E workforce in support of new functional areas –Improve alignment of staffing levels/ratio with new/projected workload

6. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 6 6 Workforce Issues (continued) Increase Effectiveness of Human Capital Techniques and Tools –Improve workforce planning tools and processes –Improve flexibility and understanding of human capital policies and processes –Increase focus, NSF-wide on change management –Improve overall succession planning and knowledge management

7. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 7 7 Primary Benefits of Workforce Planning Process Supports annual budget submissions and responses to Congressional inquiries Informs internal resource allocation decisions Identifies NSF-wide issues and allows for efficiency in solution development

8. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 8 8 Staffing Planning NSF Deputy Director Charged HRM with developing a methodology to address Directorate/Office Staffing needs. HRM developed several tools and processes to help Organizations prioritize staffing needs and plan for retirements, and other losses. HRM staff met with Directorate management to set staffing priorities and review impending staff needs. Directorates held individual meetings with the Deputy Director to outline their staffing strategy and priorities. Integrates with broader Workforce Planning effort by developing Directorate specific staffing implementation plans.

9. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 9 9 Process for Developing a Staffing Plan 1.Review FTE/IPA projections, recruit actions, extensions and retirements 2.Identify additional hires to meet short-term FTE targets 3.Develop hiring and recruitment plans for FY06 4.Identify FY07 needs 5.Prepare Directorate Staffing Plan and presentation to the Deputy Director

10. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 10 Staffing Planning - Current Status HRM conducted meetings with all Directorates to develop a Staffing Plan. Directorates presented, or are scheduled to present, their plans to the Deputy Director. Increased the NSF end-of-FY FTE projection by 20 since January 30, 2006. NSF making additional hires compared to last year. Losses are also decreasing. HRM developing additional systems and methods to support Staff Planning as an ongoing process.

11. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 11 What we learned through Staff Planning NSF has a need to hire more Program Officers. Organizations also expressed a need for more higher-level administrative staff. Directorates noted that physical space limits the number of people that can be hired. Organizations thought it was valuable to have assistance in prioritizing staff needs. Managers asked for more tools to manage FTE effectively

12. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 12 Appointment Type Profile Data as of January 30, 2006 (Excludes NSB and OIG) 3%

13. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 13 Job Category Profile Data as of January 30, 2006 (Excludes NSB and OIG) 24%

14. National Science FoundationOffice of Information and Resource Management Division of Human Resource Management 14 Average FY Attrition and Retention Averaged Fiscal Year Data (2001-2005) Excludes NSB and OIG 6.1% 2.7% 84.5% 15.5%