Right Person, Right Place, Right Time

Right Person, Right Place,

Right Time

Greg WitheeNOAA Assistant Administrator

for Satellite & Information ServiceDecember 2, 2005

What’s the Way Ahead?

Charles ChallstromNOAA Assistant Administrator

for Oceans & Coasts

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What’s the Challenge?

Need to ensure NOAA has the appropriate suite of knowledge, skills, and abilities to continue to meet its mission.

Workforce PlanningRecruitingRetentionTraining and Education

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Human Capital Council (HCC)

The Human Capital Council (Chair – Eddie Ribas) serves as the principal forum through which issues affecting strategic human capital management across NOAA are discussed and addressed.

Workforce Management & Training CommitteeCo-chairs – Monica Matthews, Percy Thomas

EEO Committee(Chair - Al Corea)

Diversity Committee(Chair – John Jones)

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What’s the Way Ahead

—Workforce PlanningImmediate Actions (today)

Action:Commitment to Workforce Planning ImplementationLead: All SES’sProcess: SES Summit III “Champions”Comp. date: Today

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—Workforce Planning (contd.)Mid-term Actions (FY 06)

Action:Proposed Workforce Planning Policy and Process to NEP/NECLead: Eddie Ribas (Chair, HCC)Process: HCC Committees (Workforce Management & Training, Diversity, andEEO)Comp. date: 3rd Quarter, FY06

Action:Complete Workforce AnalysisLead: Monica Matthews (Workforce Management Office)Process: HR working with Lines & Goal LeadsComp. Date: 3rd Quarter, FY06

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—Workforce Planning (contd.)Long-term Actions (beyond FY’06)

Action: Implementation of Workforce Planning PolicyLead: AA’s and Eddie RibasProcess: Human Capital Council and Line OfficesComp. date: 2nd Quarter, FY07

Action: Include Workforce Planning requirements as an integral part of PPBES

processLead: Human Capital Council & Goal LeadsProcess: PPBESComp. Date: FYO9-13 Programming Plans

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—Workforce Planning (contd.)Long-term Actions (beyond FY’06)

Action:Use workforce planning information to drive recruitment, retention,

and trainingLead: Supervisors and HR SpecialistsProcess: Recruiting, Retention, and TrainingComp. Date: Ongoing

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—RecruitingImmediate Actions (tomorrow)

Action: Development and use of NOAA recruitment and marketing tools.

Identify existing recruitment and marketing tools, develop integrated

NOAA material, mandate use, re-channel existing investments intodevelopment of NOAA materials

Lead: DAA’s/Eddie RibasProcess: Identify existing tools and develop NOAA common marketing materials (videos, brocures, etc.) that be used at job fairs, professional associations, etc. Comp. date: 90 days

Action: Develop NOAA Recruitment WebsiteLead: Eddie Ribas, Carl Staton, Louisa KochProcess: Button off NOAA.gov and use in tag linesComp. date: 90 days

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—Recruiting (contd.)Immediate Actions (tomorrow)

Action: Look at hiring trends and analysis by occupation(retrospective/prospective)

Lead: Eddie Ribas, Human Capital CouncilProcess: Analyze historical hiring data to help forecast future and build business casefor flexibilitiesComp. date: 90 days

Action: Develop comprehensive inventory of advertising vacancies in journals

and periodicalsLead: Eddie Ribas, CFO CouncilProcess: Develop a more integrated advertisement strategy in periodicals/journals; Analyze effectiveness (i.e., Application process – add question “where did you hear about us?”)Comp. date: 90 days

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—Recruiting (contd.)Immediate Actions (tomorrow)

Action:Identify areas in the current recruitment process which can be

streamlined, identify flexibilities in creating vacancy announcements,

and establish an enhanced role for subject matter experts in the entire processLead: Eddie RibasProcess: Recruitment processComp. date: 90 days

Action:Outreach to student conferences at professional society meetings and use NOAA booth for education/recruitment Lead: Percy Thomas, Louis Uccellini, Randy ExlerProcess: Pilot at January 2006 AMS MeetingComp. date: 60 days

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—Recruiting (contd.)Mid-term Actions (FY’06) Action

Action:Plan for co-located facilities which could enhance outreach/recruitment relationshipsLead: Bill BroglieProcess: Facility Master PlanningComp. date: FY06

Action:Research and educate selection officials on the feasibilities – seek

authorities as necessaryLead: Eddie Ribas, CFO CouncilProcess: Look into new (direct hire authority) and existing authorities (term, students, IPAs, contracts, recruitment bonus, relocation allowances, etc.)Comp. date: FY’06

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—Recruiting (contd.)Mid-term Actions (FY’06) Action

Action:Develop recruitment strategy for under-represented categories forNOAA occupations

Lead: Eddie Ribas, Human Capital Council, MSI CouncilProcess: Look at current numbers and develop an action plan for activities to

address under-representation (looking at existing & former programs)Comp. date: FY06

Action:Develop Sustainable NOAA Recruitment StrategyLead: Human Capital CouncilProcess: Incorporates existing recommendations and engages the Human

Capital Council at looking at future opportunitiesComp. date: FY06

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—RetentionOne NOAA/Goal Oriented

EmployeesActions: Reward Goal & Program StaffImmediate Action: Ideas for Goal/Program leads to reward employeesImmediate Action: Disseminate reward ideas sheet to Goal leads for discussionMidterm Action: Work with line offices to implement reward ideas Lead: Frank Kelly with Goal Team Leads/PPIProcess: Document established format already used by one goal, Useregular meetings, Virtual NEPComp. date: February 1, 2006 (Immediate Actions), September 2006(Midterm Action)

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EmployeesActions: Create One NOAA career pathImmediate Action: Look at NOAA Corps positions and match them up with goals – see if “goal-oriented” career paths can be developedMidterm Action: If possible, develop One NOAA career path for Corps Officers or work with DAA’s to adjust billets to allow establishment of goal-oriented career pathsLong-term Action: Assess effort to develop One NOAA employees and use to assess creation of a certification program including the benefitsLead: I/A & M/A - RDML Rich Behn/Commissioned Personnel CenterL/A – Human Capital Council with Gary CarterProcess: Looking at already established positionsComp. date: Feb. 1, 2006 (I/A) / Sep. 1, 2006 (M/A) / Jan. 1, 2007 (L/A)

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Employees (contd.)Action: Create One NOAA Career PathAction:Develop example of an expanded job description to initiate an ecosystem career pathLead: Sam Pooley with NMFS DAAProcess: Revise existing job descriptionComp. Date: February 1, 2006

Action: Create Goal-oriented Position Descriptions Lead: PPIProcess: Work with Goal Team LeadsComp. Date: July 2006

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—RetentionEffectively Manage TurnoverAction: Electronic Signature

Immediate Action: Look at obstacles/opportunities to introduce electronic signature to make NOAA a more flexible and effective workplaceMidterm Action: If possible, implement electronic signature in Acquisition and GrantsLong Term Action: Expand electronic signature to all of NOAALead: Helen Hurcombe with OCIO, Report to NEP on long-term actionComp. date: End of January 2006 (immediate action), end September, 2006

(midterm action)

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—RetentionEffectively Manage TurnoverAction: Improve Tools

Midterm Action: Create one pager for HR Staff and managers to help them understand options for returning and reattracting departing

employeesMidterm Action: “How are you using this position to fulfill One NOAA?” – Add question for hiring checklistLead: Eddie Ribas with WFMOProcess: Put one-pager on NOAA websites and distribute to SESers, Web posting and emailComp. date: March/April 2006

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—RetentionEffectively Manage Turnover

(contd.)Action: Improve ToolsImmediate Action: Identify organizations with good workforce websitesMidterm Action: Assess NOAA website and other HR-identified websites to suggest

improvements for the NOAA website from the customer perspective.Lead: Eddie Ribas and Workforce Management Office/ Human Capital Council Process: Email and Report to NEPComp. date: January 2006 (immediate action), June 2006 (midterm action)

Midterm Action: Explore expansion of Demo slots for NOAALead: Louisa KochProcess: Report to NEPComp. Date: March 2006

Action: DiversityMidterm Action: Enhance strategy to increase number of interns from underrepresented groups.Lead: Louisa KochProcess: Internship hiring processesComp. Date: April 2006

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What’s the Way Ahead —Education &

TrainingCorporate Intellectual Recapitalization

Process In PlaceImmediate Actions (tomorrow)Action:Make mandatory for NOAA Workforce “Team NOAA” online training/Learning Management System (LMS)Lead: Human Capital CouncilProcess: HCC issues policy directive and implementing “Team NOAA” onlinetrainingComp. date: Workforce completion in 60 days

Action:All SESers take NOAA Business Model and “Team NOAA”Lead: NOAA Training Officer -> SES communityProcess: In hand, ready to goComp. date: 30 days

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Training (contd.)Corporate Intellectual Recapitalization

Process In PlaceImmediate Actions (tomorrow)Action: Implement NOAA Interim Training PolicyLead: Training Committee/HRProcess: Product of the councils (NEC/NEP approved)Comp. date: ASAP

Action:Develop effective writing module for LMSLead: Workforce Management and Training Committee/WFMOProcess: Identify options including off-the-shelf solution (online service)Comp. date: 90-120 days

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Process In PlaceMid-term Actions (FY’06)Action:Task Council to analyze/promote LMS courses for all NOAALead: Workforce Management & Training CommitteeProcess: Already owned and paid forComp. date: 3rd Quarter FY’06

Action:DUS issues directive requiring NOAA policies and NAOs have an

eLearning module explaining/presenting policy. ELearning model in

place on policy/NAO effective dateLead: CIO/CFO/CAO/PPIProcess: NEPComp. date: 3rd Quarter FY’06

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Process In PlaceMid-term Actions (FY’06)Action:Promote eLearning across NOAALead: Human Capital Council -> Workforce Management & Training

CommitteeProcess: Courses already online and accessible easily trackedComp. date: 4th Quarter FY’06

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Process In PlaceLong-term Actions (beyond FY’06)Action:Make training an integral part of AGM and serial guidance.Lead: HCCProcess: PPBESComp. date: FY09 AGM

Action:Link training to manager’s performanceLead: Workforce Management CouncilProcess: NEP/NECComp. Date: FY07 performance plans

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Process In PlaceLong-term Actions (beyond FY’06)Action:Conduct/develop gap (needs/requirements) analysis for ALL

CURRICULALead: Human Capital Committee -> Other councils Process: NEP/NEC & Leverage FY’06 skill gap analysis by Management Goal

Leads/Program ManagersComp. date: 4th Quarter 2007

Action:Corporate Training PlanLead: Human Capital Council (coordination/needs analysis) -> Other

councilsProcess: Fed by analysis, AGM/Strategic Plan & IDPsComp. Date: 2008 (TBD by short-term progress)

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What’s the Way Ahead—

SummaryWhat we will accomplish by the next SES

Summit: • Commitment to workforce planning implementation (today)• Draft Workforce Planning Policy & Process to NEP & NEC• Identify streamlined recruitment opportunities, including flexibilities in

creating vacancies & an enhanced role for SMEs in entire process• Electronic signature available in NOAA – enables more flexible

workplace options• Report back on feasibility of career progression certification program• Make the “Team NOAA” training mandatory for all NOAA workforce

through e-learning

Right Person, Right Place, Right Time

Documents

noaa recruitment websitelead

human capital councilprocess

eddie ribas chair

longterm actions

way aheadrecruiting

integrated noaa material

existing recruitment

existing tools