Federal Aviation Administration NHCFAE Conference VIP Panel Discussion: Hiring Strategy, Succession Planning August 6, 2014 Rickie Cannon Deputy Assistant.

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Presentation transcript:

Federal Aviation Administration NHCFAE Conference VIP Panel Discussion: Hiring Strategy, Succession Planning August 6, 2014 Rickie Cannon Deputy Assistant Administrator Human Resource Management

2 Federal Aviation Administration Hiring Support Services Competitive Internally & Externally announced positions Outreach recruitment & marketing services available 120,000+ applicants & 3,000-4,000 referrals in a typical year Noncompetitive/On-the-Spot With or W/O an announcement Outreach recruitment & marketing services available Limited usage across the agency Special Project/Program Support Air Traffic Controller AVS/Tech Ops surge hiring Outreach recruitment & marketing services available On-boarding

3 Federal Aviation Administration Evaluating Hiring Support Services Quarterly OPM 80-day model 9-step (In HR to Entrance on duty (EOD) tracking) Standard OPM government-wide model Service Level Agreement Partnership Collaborative agreement with customers Customer & HR decide critical metrics Service Level Scorecard Quarterly grading of key services Sets the stage of on-going & annual feedback

4 Federal Aviation Administration Strategic Hiring Support Focus Workforce of the Future Initiative – Attracting Talent Identifying and attracting new sources of talent Creating a strong employee value proposition Refining our hiring processes Reducing fill-time for positions Instituting standard agency-wide on-boarding process

5 Federal Aviation Administration Leadership development & Succession Planning Prepare FAA’s human capital for the future by identifying, recruiting and developing a workforce with the leadership, technical, and functional skills necessary to ensure the U.S. has the world’s safest and most productive aviation sector Sub-initiatives: Initiative description Skills identification: Determine future skill needs, compare to existing workforce, identify gaps, design optimal organizational structure Attracting talent: Identify new sources of talent, operate an efficient and effective hiring process, and conduct consistent onboarding Skills development 3 Skills identification 2 Performance culture Leadership development 1 4 Attracting talent Leadership development: Create an agency-wide program with core competencies and tailored content delivered through a variety of learning channels Skills development: Be proactive rather than reactive in developing technical / functional skills