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Recruitment: Report Out

Recruitment: Report Out. Pat Hemphill- MVD-MVK Andrew Posma- POD-POA. Recruitment. Strategic Gap: Ineffective & inefficient recruitment process Strategy: Obtain direct hire auth Institutionalize HR/Mgr Recruitment plan Manager accountability/culture change Possible Obstacles:

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Recruitment: Report Out

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  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: • Funding • Corporate buy-in Metric: • Hiring qualified employees • Vacancy rate (change) • Number of resumes received • Diversity of workforce • Brand awareness

  8. Recruitment Strategic Gap: 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: 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. Recruitment Questions ?? Jeannie.a.davis@usace.army.mil

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