Right Person, Right Place, Right Time

1
Right Person, Right Place, Right Time
Whats the Way Ahead?

• Greg WitheeNOAA Assistant Administrator for
  Satellite Information Service
• December 2, 2005

Charles ChallstromNOAA Assistant Administrator
for Oceans Coasts
2
Whats the Challenge?

• Need to ensure NOAA has the appropriate suite of
  knowledge, skills, and abilities to continue to
  meet its mission.
• Workforce Planning
• Recruiting
• Retention
• Training and Education

3
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 Committee
• Co-chairs Monica Matthews, Percy Thomas
• EEO Committee
• (Chair - Al Corea)
• Diversity Committee
• (Chair John Jones)

4
Whats the Way AheadWorkforce Planning

• Immediate Actions (today)
• Action Commitment to Workforce Planning
  Implementation
• Lead All SESs
• Process SES Summit III Champions
• Comp. date Today

5
Whats the Way AheadWorkforce Planning (contd.)

• Mid-term Actions (FY 06)
• Action Proposed Workforce Planning Policy and
  Process to NEP/NEC
• Lead Eddie Ribas (Chair, HCC)
• Process HCC Committees (Workforce Management
  Training, Diversity, and
• EEO)
• Comp. date 3rd Quarter, FY06
• Action Complete Workforce Analysis
• Lead Monica Matthews (Workforce Management
  Office)
• Process HR working with Lines Goal Leads
• Comp. Date 3rd Quarter, FY06

6
Whats the Way AheadWorkforce Planning (contd.)

• Long-term Actions (beyond FY06)
• Action Implementation of Workforce Planning
  Policy
• Lead AAs and Eddie Ribas
• Process Human Capital Council and Line Offices
• Comp. date 2nd Quarter, FY07
• Action Include Workforce Planning requirements
  as an integral part of PPBES process
• Lead Human Capital Council Goal Leads
• Process PPBES
• Comp. Date FYO9-13 Programming Plans

7
Whats the Way AheadWorkforce Planning (contd.)

• Long-term Actions (beyond FY06)
• Action Use workforce planning information to
  drive recruitment, retention, and training
• Lead Supervisors and HR Specialists
• Process Recruiting, Retention, and Training
• Comp. Date Ongoing

8
Whats the Way AheadRecruiting

• Immediate 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 into development
  of NOAA materials
• Lead DAAs/Eddie Ribas
• Process 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 Website
• Lead Eddie Ribas, Carl Staton, Louisa Koch
• Process Button off NOAA.gov and use in tag lines
• Comp. date 90 days

9
Whats the Way AheadRecruiting (contd.)

• Immediate Actions (tomorrow)
• Action Look at hiring trends and analysis by
  occupation (retrospective/prospective)
• Lead Eddie Ribas, Human Capital Council
• Process Analyze historical hiring data to help
  forecast future and build business case
• for flexibilities
• Comp. date 90 days
• Action Develop comprehensive inventory of
  advertising vacancies in journals and
  periodicals
• Lead Eddie Ribas, CFO Council
• Process 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

10
Whats the Way AheadRecruiting (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 process
• Lead Eddie Ribas
• Process Recruitment process
• Comp. 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 Exler
• Process Pilot at January 2006 AMS Meeting
• Comp. date 60 days

11
Whats the Way AheadRecruiting (contd.)

• Mid-term Actions (FY06) Action
• Action Plan for co-located facilities which
  could enhance outreach/recruitment relationships
• Lead Bill Broglie
• Process Facility Master Planning
• Comp. date FY06
• Action Research and educate selection officials
  on the feasibilities seek authorities as
  necessary
• Lead Eddie Ribas, CFO Council
• Process Look into new (direct hire authority)
  and existing authorities (term, students, IPAs,
  contracts, recruitment bonus, relocation
  allowances, etc.)
• Comp. date FY06

12
Whats the Way AheadRecruiting (contd.)

• Mid-term Actions (FY06) Action
• Action Develop recruitment strategy for
  under-represented categories for NOAA
  occupations
• Lead Eddie Ribas, Human Capital Council, MSI
  Council
• Process 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
  Strategy
• Lead Human Capital Council
• Process Incorporates existing recommendations
  and engages the Human Capital Council at looking
  at future opportunities
• Comp. date FY06

13
Whats the Way AheadRetentionOne NOAA/Goal
Oriented Employees

• Actions Reward Goal Program Staff
• Immediate Action Ideas for Goal/Program leads to
  reward employees
• Immediate Action Disseminate reward ideas sheet
  to Goal leads for discussion
• Midterm Action Work with line offices to
  implement reward ideas
• Lead Frank Kelly with Goal Team Leads/PPI
• Process Document established format already
  used by one goal, Use
• regular meetings, Virtual NEP
• Comp. date February 1, 2006 (Immediate
  Actions), September 2006
• (Midterm Action)

14
Whats the Way AheadRetentionOne NOAA/Goal
Oriented Employees

• Actions Create One NOAA career path
• Immediate Action Look at NOAA Corps positions
  and match them up with goals see if
  goal-oriented career paths can be developed
• Midterm Action If possible, develop One NOAA
  career path for Corps Officers or work with
  DAAs to adjust billets to allow establishment of
  goal-oriented career paths
• Long-term Action Assess effort to develop One
  NOAA employees and use to assess creation of a
  certification program including the benefits
• Lead I/A M/A - RDML Rich Behn/Commissioned
  Personnel Center
• L/A Human Capital Council with Gary Carter
• Process Looking at already established
  positions
• Comp. date Feb. 1, 2006 (I/A) / Sep. 1, 2006
  (M/A) / Jan. 1, 2007 (L/A)

15
Whats the Way AheadRetentionOne NOAA/Goal
Oriented Employees (contd.)

• Action Create One NOAA Career Path
• Action Develop example of an expanded job
  description to initiate an ecosystem career path
• Lead Sam Pooley with NMFS DAA
• Process Revise existing job description
• Comp. Date February 1, 2006
• Action Create Goal-oriented Position
  Descriptions
• Lead PPI
• Process Work with Goal Team Leads
• Comp. Date July 2006

16
Whats the Way AheadRetentionEffectively
Manage Turnover

• Action Electronic Signature
• Immediate Action Look at obstacles/opportunities
  to introduce electronic signature to make NOAA
  a more flexible and effective workplace
• Midterm Action If possible, implement
  electronic signature in Acquisition and Grants
• Long Term Action Expand electronic signature to
  all of NOAA
• Lead Helen Hurcombe with OCIO, Report to NEP
  on long-term action
• Comp. date End of January 2006 (immediate
  action), end September, 2006
• (midterm action)

17
Whats the Way AheadRetentionEffectively
Manage Turnover

• Action Improve Tools
• Midterm Action Create one pager for HR Staff
  and managers to help them understand options
  for returning and reattracting departing
  employees
• Midterm Action How are you using this position
  to fulfill One NOAA? Add question for
  hiring checklist
• Lead Eddie Ribas with WFMO
• Process Put one-pager on NOAA websites and
  distribute to SESers, Web posting and email
• Comp. date March/April 2006

18
Whats the Way AheadRetentionEffectively
Manage Turnover (contd.)

• Action Improve Tools
• Immediate Action Identify organizations with
  good workforce websites
• Midterm 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 NEP
• Comp. date January 2006 (immediate action), June
  2006 (midterm action)
• Midterm Action Explore expansion of Demo slots
  for NOAA
• Lead Louisa Koch
• Process Report to NEP
• Comp. Date March 2006
• Action Diversity
• Midterm Action Enhance strategy to increase
  number of interns from underrepresented groups.
• Lead Louisa Koch
• Process Internship hiring processes
• Comp. Date April 2006

19
Whats the Way Ahead Education
TrainingCorporate Intellectual Recapitalization
Process In Place

• Immediate Actions (tomorrow)
• Action Make mandatory for NOAA Workforce Team
  NOAA online
• training/Learning Management System (LMS)
• Lead Human Capital Council
• Process HCC issues policy directive and
  implementing Team NOAA online
• training
• Comp. date Workforce completion in 60 days
• Action All SESers take NOAA Business Model and
  Team NOAA
• Lead NOAA Training Officer -gt SES community
• Process In hand, ready to go
• Comp. date 30 days

20
Whats the Way Ahead Education Training
(contd.)Corporate Intellectual Recapitalization
Process In Place

• Immediate Actions (tomorrow)
• Action Implement NOAA Interim Training Policy
• Lead Training Committee/HR
• Process Product of the councils (NEC/NEP
  approved)
• Comp. date ASAP
• Action Develop effective writing module for LMS
• Lead Workforce Management and Training
  Committee/WFMO
• Process Identify options including off-the-shelf
  solution (online service)
• Comp. date 90-120 days

21
Whats the Way Ahead Education Training
(contd.)Corporate Intellectual Recapitalization
Process In Place

• Mid-term Actions (FY06)
• Action Task Council to analyze/promote LMS
  courses for all NOAA
• Lead Workforce Management Training Committee
• Process Already owned and paid for
• Comp. date 3rd Quarter FY06
• Action DUS issues directive requiring NOAA
  policies and NAOs have an eLearning module
  explaining/presenting policy. ELearning model
  in place on policy/NAO effective date
• Lead CIO/CFO/CAO/PPI
• Process NEP
• Comp. date 3rd Quarter FY06

22
Whats the Way Ahead Education Training
(contd.)Corporate Intellectual Recapitalization
Process In Place

• Mid-term Actions (FY06)
• Action Promote eLearning across NOAA
• Lead Human Capital Council -gt Workforce
  Management Training
• Committee
• Process Courses already online and accessible
  easily tracked
• Comp. date 4th Quarter FY06

23
Whats the Way Ahead Education Training
(contd.)Corporate Intellectual Recapitalization
Process In Place

• Long-term Actions (beyond FY06)
• Action Make training an integral part of AGM and
  serial guidance.
• Lead HCC
• Process PPBES
• Comp. date FY09 AGM
• Action Link training to managers performance
• Lead Workforce Management Council
• Process NEP/NEC
• Comp. Date FY07 performance plans

24
Whats the Way Ahead Education Training
(contd.)Corporate Intellectual Recapitalization
Process In Place

• Long-term Actions (beyond FY06)
• Action Conduct/develop gap (needs/requirements)
  analysis for ALL CURRICULA
• Lead Human Capital Committee -gt Other councils
• Process NEP/NEC Leverage FY06 skill gap
  analysis by Management Goal Leads/Program
  Managers
• Comp. date 4th Quarter 2007
• Action Corporate Training Plan
• Lead Human Capital Council (coordination/needs
  analysis) -gt Other councils
• Process Fed by analysis, AGM/Strategic Plan
  IDPs
• Comp. Date 2008 (TBD by short-term progress)

25
Whats the Way AheadSummary

• What 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