AT&L Workforce Competency Management Overview LOG FIPT Presentation Lead-in to Assessment AT&L HCSP Competency Initiative … Enabling a High-Performing,

AT&L WorkforceCompetency Management

Overview

LOG FIPT PresentationLead-in to Assessment

AT&L HCSP Competency Initiative … Enabling a High-Performing, Agile Workforce

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Framework Development

Framework Development

Phase I - Convene an expert panel (EP)

Actions:• Develop a competency

framework & input model• EP identifies Subject Matter

Experts (SMEs)• EP communicates

competency effort to the SMEs

• Develop communications package

Goal: • Establish baseline of

existing competency model.• Communicate effortProducts: • FA provides list of targeted

high-performing SMEs• Obtains expert panel

concurrence on baseline competency framework

• Obtain approval from Dir, HCI and FA on competency model input

Phase I - Convene an expert panel (EP)

Actions:• Develop a competency

framework & input model• EP identifies Subject Matter

Experts (SMEs)• EP communicates

competency effort to the SMEs

• Develop communications package

Goal: • Establish baseline of

existing competency model.• Communicate effortProducts: • FA provides list of targeted

high-performing SMEs• Obtains expert panel

concurrence on baseline competency framework

• Obtain approval from Dir, HCI and FA on competency model input

Phase IV – Validate and Assess

Actions: • Launch competency

assessment tool• Analyze results to evaluate

model validity and generalizability to the workforce

Goal: • Identify competencies

required for superior performance

• Evaluate proficiency gaps for validated competencies

• Plan for continual updates and use of competency model

Products: • Deliver proven (validated)

competency model in HR XML format

• Provide competency validation and assessment and obtain Dir, HCI and FA approval

Phase IV – Validate and Assess

Actions: • Launch competency

assessment tool• Analyze results to evaluate

model validity and generalizability to the workforce

Goal: • Identify competencies

required for superior performance

• Evaluate proficiency gaps for validated competencies

• Plan for continual updates and use of competency model

Products: • Deliver proven (validated)

competency model in HR XML format

• Provide competency validation and assessment and obtain Dir, HCI and FA approval

AT&L Competency Management Process

Model Testing & Refinement

Model Testing & Refinement

Model DevelopmentModel Development

V 1.0 V 1.0 CompetencyCompetency

Model Model

Proposed Proposed Competency Model Report Competency Model Report

Approved InitialApproved InitialCompetency Model V 0.5Competency Model V 0.5

Phase III – Perform a beta test & refine model

Actions: • Collect and synthesize

feedback from proposed model report

• Pre-assessment communications to workforce

• Identify stratified workforce sample

Goal: • Further refine model to

include input from functional leads

• Obtain FA and Dir, HCI approval for validation assessment

Products: • Obtain concurrence from

FIPT on competency model

• Obtain approval from Dir, HCI and FA on competency model

Phase III – Perform a beta test & refine model

Actions: • Collect and synthesize

feedback from proposed model report

• Pre-assessment communications to workforce

• Identify stratified workforce sample

Goal: • Further refine model to

include input from functional leads

• Obtain FA and Dir, HCI approval for validation assessment

Products: • Obtain concurrence from

FIPT on competency model

• Obtain approval from Dir, HCI and FA on competency model

Phase II – Develop the model

Actions:• SMEs review the

competency framework and provide essential job data through structured interviews and online data collection tools.

• SMEs engaged to identify key “work” situations and competencies contributing to successful performance

• Analyze results and develop competency model content

Goal: • Model development and

identification of key behaviors

Products: • Deliver Proposed Model

Report to Dir, HCI and FA for review

Phase II – Develop the model

Actions:• SMEs review the

competency framework and provide essential job data through structured interviews and online data collection tools.

• SMEs engaged to identify key “work” situations and competencies contributing to successful performance

• Analyze results and develop competency model content

Goal: • Model development and

identification of key behaviors

Products: • Deliver Proposed Model

Report to Dir, HCI and FA for review

Collect Existing

Competency Data

Competency Competency Validation Validation

& Assessment& AssessmentReport Report

Approved InputApproved InputCompetency Model Competency Model

Competency Validation, Assessment, and Sustainment

Competency Validation, Assessment, and Sustainment

May 06 – July 06 Sep - 06 - Jun 07 Nov 07 - Present Jan 22 08 - Apr 08

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Goals Identified for Logistics Workforce Assessment

Evaluate the workforce against the technical and professional competencies required for superior performance on the job

• Creates a competency inventory– Mapping out what your workforce does, how critical it is, how often it is performed,

and their proficiency level

• Enables the identification where gaps exist– Compared to the proficiency standards at entry, journey, and senior levels

• Creates linkage between workforce demographics and competency proficiency data that will inform the Logistics community’s human capital planning activities

• Additionally, the overall assessment results provided further validation evidence of the LOG competency model

– Refine the competency model from feedback

• These analyses will help improve curriculum updates, workforce planning, job rotation and assignments

Aligned with President’s Management Agenda, Congress, QDR and AT&L Senior Leader

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Logistics Competency Management Workforce Validation

Key Logistical Details of Launch

• Assessment will be open from Jan-22 to Feb-8 – We have flexibility up to Feb-25– Strategy to capture late respondents in place– Tech Support: [email protected] and [email protected]

• Communication pieces are ready

• KEY: Notification e-mail with website and password to be sent from CNA on Jan-22

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Method and Rationale• Processed OSD Labor Relations Coordination and Concurrence

• Assessment includes a randomly selected stratified sample of the LOG workforce (2,184 total to be e-mailed)

– DAU & CNA selected by component e-mail address– E-mail employees to be e-mailed a link to online assessment

• Confidentiality of employee data protected through independent assessment

– No results will be given at the individual level– Only component and OSD results are to be reported

• Push a ’High Response Rate’ with communications– Communications from senior leaders to line supervisors should boost response– Weekly status reports will provide updates   

• Supervisors Role in Assessment– Supervisor validates employee self assessment of proficiency– Supervisor only rates employees who take the assessment and who named them as

raters– Supervisor (only) determine career level (entry, journey, senior) of each employee

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Workforce Communications and Awareness

• Brief at FIPT (11-Jan)

• Letter from Senior Logistics Leader(s) to LOG workforce (14 Jan 08) sent by DAU

• Awareness Announcements to Workforce (16-20 Jan 08)

– Support emails from FIPT members

• Deploy Assessment Employee Email (22 Jan 08)

– User ID and password

– Timeframe for Completing Assessment

– Weekly follow-up email

• Identified Supervisor Deployment Email (1 Feb 08)– Supervisors identified in first wave will be e-mailed (beginning 1-Feb 08)

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Logistics Competency Management Workforce Validation

What Do We Need From You?

• Communication Support !– We have verbiage for you in our communications package– Additional personal tweaks to this e-mail is needed– Emphasize giving participants time to complete the

assessment (less than 1 hour)– Communications from senior leaders to line supervisors

should boost response

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Logistics Competency Management Workforce Validation

Questions?

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Logistics Competency Management Workforce Validation

What has been done?• LCL experts met with CNA to refine competency elements

• Website has been tested and feedback has been collected

• A random sample from each component has been selected and will be e-mailed by CNA with login information

• Launch details have been finalized• Changes are being implemented and a final round of testing will

close Jan-14• E-mail to be sent co-signed from Mr. Hall and Mr. Anderson to

be sent Jan-14

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Supervisor Participation Is CriticalEmail survey link to supervisors whose employees took the assessment

– This second wave will occur beginning Feb 1, 2008

Supervisors Role in Assessment– Supervisor validates employee self assessment of proficiency– Supervisor only rates employees who take the assessment– Supervisor (only) determine career level (entry, journey, senior) of each

employee

Combined Supervisor and Employee Ratings of Proficiency Creates Standards

– Supervisor Ratings will be averaged to develop an expected proficiency level for the workforce

– This will be used to identify the workforce gaps

Goal is to achieve 1092 employee-supervisor matched pairs needed to conduct analyses and make conclusions across component at the 95% level of

confidence

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Analysis

Business Rules for Inclusion/Exclusion in Sample– Extreme proficiency rating differences between supervisor and

employee will be discarded – If employee-supervisor pair incomplete, only importance and

frequency ratings will be factored into final results

Assumptions/Approach for Reporting Results– Gap scores are combined to make a composite score – Composite score of employee and supervisor data will be

compared to a standard– Gaps will be reported based on the magnitude of difference to

the proficiency standard to identify most to least critical

Component Army Navy Air Force4th

Estate TotalNumber Selected

Randomly

722 702 634 126 2184

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Competency Management Schedule

Logistics

FY07 FY08

Career Field

Contracting[100% Workforce]

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

Today

SEP

Program Mgt

BCEFM

SPRDE

Phase II

Phase III

Phase IV

Phase I

T & E

Property

3rd Qtr 4th Qtr

SEP

SEP

SEP

JAN

JAN

JAN

JAN

JAN

FEB

FEB

MAR

MAY

MAY

MAY

JUL

JUL

SEP

SEP

SEP

MAR JUL

KoM = Kick-Off Meeting

KoM – DEC 07

KoM – DEC 07

KoM – JAN 08

KoM – MAR 07

KoM – MAR 07

KoM – JAN 07

KoM – MAR 06

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Sample Size Criteria

Assumption 50% Population #Sample Size based on

Component Breakdown

PM 12775 2600

LCL 12331 2184

SPRDE SE 35142 2516

BCEFM 7608 2220

Property 530 530

Using components to stratify the sample we need:

Assumptions:1. Assume a 50 percent response rate2. Stratified sample based on

component population

Note: Samples are different with similar population numbers due to differing stratification across components. If you have a large concentration of staff in one or two major components you will need less than expected from those areas

Assmumption of Participation Army Navy AF 4th Est Total

LCL Population 2006 6,319 4,155 1,781 76 12,331Sample Needed 100% 361 351 317 63 1092

Sample Needed 50% 722 702 634 126 2184