Human Resources

1. Human Resources Effective ERR’s, Promotion Process, IDP’s

2. Overview Introduction Employee Request for Reassignment Process Promotions IDP’s Questions

3. Types of Positions AT – Air Traffic FV – Core Compensation FG – General Schedule WG – Wage Grade Competitive - Procedures under the internal or external hiring process that require applicants to compete for consideration. Non-Competitive - An action effective without the requirement to use competitive procedures.

4. Employee Request for Reassignment (ERR) A reassignment is an assignment of an employee to a position in the same grade or pay band. Bargaining Unit Contracts NATCA, PASS, AFSCME, PAACE Agency Policy HROI – Employee Requests for Reassignments/Downgrade Noncompetitive procedures apply if the reassignment is to a position having promotion potential no greater than the potential of a position an employee currently holds or previously held on a permanent basis.

5. ERR Procedures (Examples) NATCA –In accordance with the NATCA Contract dated July 2016, Article 42, Section 5., employees desiring consideration for placement to a specific bargaining unit position at a specific facility may make voluntary application for transfers to facilities of the same, lower, or higher Facility Pay Level (FPL) by submitting the appropriate forms as outlined in Agency directives to the Human Resource Management Division having jurisdiction over the position(s). PASS – In accordance with the PASS Contract dated December 2017, Article 83, an employee may initiate a request for reassignment to bargaining unit positions outside of the announced vacancy process. Requests may be for all positions and may involve a move from one geographic location to another. Consideration shall be given to such requests according to the needs of the Agency. AGENCY POLICY (HROI Employee Request for Reassignment) - An employee may submit a request for reassignment whether or not a vacancy exists. To do so, the employee should forward a current OF-612 (or resume), along with a cover letter in a stamped envelope, to the appropriate office of the Line of Business to which he/she wishes to be reassigned. The cover letter should include the position title, office and location of the position for which they wish consideration. Although not required, employees are strongly encouraged to discuss their interest in a reassignment or downgrade with their immediate supervisor and may choose to submit their request through them. /

6. Promotion Process A promotion is defined as a move from one pay band to a higher pay band. In accordance with the competition policy, promotions may be made competitively or noncompetitively. Bargaining Unit Contract NATCA, PASS, AFSCME, PAACE Agency Policy Filling Core Compensation Positions Internally Through Promotion Flexible Promotion Increases in the Core Compensation Plan HRPM CORE COMP-2.16c, Competition Requirements in the Core Compensation Plan

7. Minimum Qualificationswww.opm.gov/qualifications Education General Experience Specialized Experience Evaluation Factors Knowledge, Skills and Abilities (KSA’s) Selective Placement Factor (SPF) Quality Ranking Factor (QRF) Managerial Selection Factors (MSF’s)

8. Resume Writing Tips DO • Include dates, title, series, grade and experience related to the competency. • Communicate in a clear, concise, organized and convincing manner. • Focus on accomplishments, outcomes and results – not your personal beliefs or philosophies. • Show measurable results (increased efficiency, productivity gains, cost savings). • Emphasize your personal leadership contributions (what you did, not what the organization did). • Include training or awards that relate to specific leadership/technical requirements. • Have someone review your application – correct spelling or grammatical errors. DON'T • Omit relevant temporary assignments (include dates, title, series, grade) • List every award you´ve ever received or training class you´ve taken. • Use statements that simply parrot the competencies. • Copy your job description. • Address the requirements by referring the reader to other parts of your application. • Include irrelevant information, letters of recommendation, or performance documentation.

9. Individual Development Plan (IDP)It’s Your career flight plan – Plan for Success! NHCFAE Conference 2019 – Strengthening Our Resilience

10. Individual Development Plan (IDP) An Individual Development Plan provides employees with the tools to assist with career and personal development. Improve job performance Increase interest and satisfaction with current position Obtain competencies necessary for future growth.

11. IDP’s – 5 Steps There are 5 Steps involved in the IDP Process: Planning Employee-Supervisor Dialogue Prepare IDP Implement and Refine IDP Evaluate Outcomes

12. IDP Roles and Responsibilities An IDP is a partnership between the employee and the supervisor and involves preparation and continuous feedback. Employees should: Work with their supervisors to assess their current level of competence required in their jobs as well as future positions Identify their professional goals, developmental needs as well as various training and developmental opportunities will help in achieving those goals. Periodically assess their progress toward reaching their goals. Managers should: Realistically assess employees’ strengths needed to meet mission critical goals. Provide regular opportunities to discuss and plan for employees’ development. Ensure the alignment of employees’ goals and developmental needs to departmental goals/objectives. Help employees identify appropriate training and development opportunities. Evaluate outcomes of employees’ training and development efforts.

13. IDPs are NOT: Fixed in Stone Employee Performance Appraisals Promises Guarantees

14. IDP Process: Pre-Planning Prepare independently for the meeting. Conduct a Self-Assessment and ask yourself questions.

15. IDP Process: Employee-Supervisor Dialogue Meet with your supervisor for a conversationabout your IDP

16. Prepare IDP: SMART Goals Complete at least one Customer Service eLMS course during the upcoming Fiscal Year. To Do: Develop SMART Goals Create Developmental Objectives Determine Developmental Activities

17. Goal Selection: Type SELECT YOUR GOAL #1 Maintenance • Being successful in your present position #2 Vertical • Moving to next higher position #3 Lateral • Moving across functions #4 Realignment • Moving to a lesser position in the agency #5 Enrichment • Creating more challenge in your present job #6 Relocation • Relocating out of the agency

18. Goal Selection: Type SELECT YOUR GOAL #1 Short-Term Goal you plan to achieve within the next year #2 Mid-Term Goal you plan to achieve in 2-4 years #3 Long-Term Goal you plan to achieve in 5 years and beyond

19. Competencies To Do: Develop SMART Goals Competencies are the measurable or observable knowledge, skills, and abilities, (KSAs) critical to successful job performance.  Examples: • Administration and Management • Communication • Customer Service • Teamwork and Cooperation • Leadership • Business Acumen • Interpersonal Skills • Data Management

20. Developmental Activities Types of developmental activities to include on your IDP include but not limited to: Web-BasedTraining Mentoring and Coaching On-the-Job Training Formal Training Details WorkgroupParticipant Shadow Assignments Special Projects Job Rotation

21. Tools Helpful for Developing your IDP • Current Position Description • Performance Plan • List of General and Technical Competencies • Feedback from Supervisors, Peers and Customers • eLMS Development Plan Creation Toolol

22. Summary • Understanding the purpose of an IDP • Knowing the IDP Process • Preparing an IDP • Developed SMART Goals • Created Developmental Objectives • Determined Developmental Activities • Providing IDP Tools and Resources available

23. IDP Training Resources • Creating a Development Plan: https://ksn2.faa.gov/faa/learn/elmsresourcecenter/Content/user_use-my-plan-idp.pdf • Download the “fillable” PDF • Send it to your supervisor for their signature • Upload the signed form in eLMS • The SMART Model (FAA01200058) • U.S. Small Business Administration, Office of Disaster Assistance, IDP Guidebook(pdf)

24. Questions