Workforce Planning: Developing Your Workforce Plan

1. Workforce Planning:Developing Your Workforce Plan Webinar Series Presented by: Office of Human Capital October 25, 2018 U.S. Department of the Interior U.S. Geological Survey

2. LEARNING OBJECTIVES The purpose of the webinar series is to: • Share workforce planning concepts and tools used during the workforce planning process to support Center/Office management in their workforce planning efforts.

3. LEARNING OBJECTIVES The learning objectives of thiswebinar are to: • Explore the importance of looking to the future and anticipating internal and external factors that may impact the achievement of organizational goals.

4. LEARNING OBJECTIVES

5. Strategic Future Direction • Strategic Goals • External and Internal Drivers

6. Strategic Future Direction I. Description of the Strategic Future Direction • A narrative describing the organization’s program or workforce goals. • This should include short and long term goals. • May identify new programs or technology. • Your direction may already be identified in your Science Plan

7. Strategic Future Direction Guided Inquiry Questions Strategic Direction Identify the expected program changes over the next 1-3 years (5 years if possible). What will drive these changes? What is the short-term and long-term business plan/science strategy? What challenges exist in the emerging science, economic and political environments? What legislative, policy or regulatory changes may impact your organization? What are your organizational strengths and challenges? How well positioned is your organization to survive change (e.g. increase or loss of cooperators, budget, or program, etc.)? What are your anticipated sources and the diversity of funding? How constant do you expect funding to remain over the next 1, 3 and 5 years? What are your key relationships and what could impact those relationships? How does your business plan align with science strategy and direction?

8. Strategic Future Direction Guided Inquiry Questions

9. Strategic Future Direction • External and Internal Drivers • Identify what factors inside and outside of your organization will impact how it functions in the future? • What are the factors that decide where your strategic future direction is headed? • Consider USGS, Regional, and Mission Area strategic goals and objectives, current science plans, future science directions, any anticipated changes to the mission and functions over the next five years • Internal and external drivers do not all need to be negative.

10. Strategic Future Direction Examples of External Drivers • Budget forecast: Continued flat USGS appropriated funding levels are anticipated. Reimbursable funding from state partners has been and will probably remain stable, with the potential for some increases in the groundwater studies area. • DOI initiatives: We anticipate participating in the Water Sustainability initiative by evaluating methods for establishing urban water quality testing protocols in urban areas. • Executive Orders: Delivering an Efficient, Effective, and Accountable Government (Campaign to Cut Waste) will continue to create some restrictions and will require administrative time for reporting • Administrative drivers that promote an efficient and effective government, hiring freezes, hiring practices, etc., may affect our ability to fill certain positions

11. Strategic Future Direction Examples of Internal Drivers • Increasing facilities costs at field station 1 to support new IT infrastructure. • Transition to cloud hosting of data forecasted to be slow over next 12 months due to IT security approval requirement. • Aging workforce with 26% eligible to retire within the next 5 years. • Need to increase WCF investments over the next 3 years to support capital equipment costs for repair of aging facilities, generator repair and water filtration system upgrade.

12. Strategic Future Direction • Strategic Goals • External and Internal Drivers

13. RESOURCES • Workforce Planning Toolkit

14. RESOURCES

15. RESOURCES The HR Strategic Initiatives Team, in cooperation with the Servicing HR Office, provides guidance and support on workforce and succession planning. • Pam Agnew, Workforce Data Program Manager, pagnew@usgs.gov, 703-648-7435 • Brian Arnold-Renicker, Program Analyst, brenicke@usgs.gov, 303-236-9578 • Jill Nissan, Workforce Planning Program Manager, jnissan@usgs.gov, 703-648-7427

16. On the Next Webinar: Future Workforce • Future Workforce • Gap Analysis