Report Tile

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Report Tile
Attracting Talent A 21st Century Approach
UNITED STATES OFFICE OF PERSONNEL MANAGEMENT
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OPM has long been committed to a simple, yet
powerful, Talent Vision

Agencies have the right talent in the
right place at the right time to
accomplish their missions
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The future holds a number of challenges

• Managing an aging workforce and a large
  retirement bubble
• Attracting and retaining employees who have
  different career expectations
• Viewing the Government as the employer of
  choice
• Competing with the private sector for the best
  talent
• Replacing antiquated and cumbersome hiring
  infrastructure
• Using hiring flexibilities effectively

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OPM has developed a three-pronged approach to
attract talent to the Federal Government
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OPM is delivering on all three approaches
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Advertising Campaign What did you do at your job
today
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Career Patterns New Employer-Employee Arrangements
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Improving Hiring Talent Tool Kit
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OPMs new advertisements promote civil service
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• What did you do at your job today
• The advertisements present consistent themes
• The Federal Government has a job for every
  interest
• A Federal Government job is one in which you can
  accomplish your dreams

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Real people, doing real work, showcase Federal
employment, increasing interest and awareness of
opportunities
http//www.opm.gov/Video_Library/RecruitmentShowca
se/index.asp
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The Career Patterns Initiative fosters employee/
employer relationships designed to attract new
talent
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• The Federal Government must be positioned to
  compete for talent in light of the retirement
  wave
• 94 of current Federal workforce is working in
  traditional work environments
• Most new applicants are attracted by
  non-traditional work arrangements
• Strong workforce planning incorporating career
  patterns is the foundation for strategic
  management of human capital
• The Federal Government is transforming hiring
• We are building work environments that embrace
  technology, offer flexible work schedules and
  locations, and appeal to broad sets of potential
  workers

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Career Patterns Dimensions characterize
employees, both current and potential
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Ten initial Career Pattern Scenarios cover a
large percentage of new applicants
Professional is used to denote applicant
experience, not the specialized Federal HR
meaning, i.e., occupation with positive education
requirement
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Current initiatives are improving hiring
processes and infrastructure
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• Human Resources Hiring Makeover Tool Kit
• Federal Hiring Flexibilities Resource Center
• HR Flexibilities and Authorities Handbook
• USAJOBS and Streamlined Vacancy Notices
• Applicant and Management Satisfaction Surveys

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Makeover tools and use of flexibilities help
streamline existing hiring processes

• Human Resources Hiring Makeover Tool Kit
• Beginning-to-end process for examining and
  making over hiring
• Interactive tools to assess hiring process steps
  and improve job announcements
• Detailed case studies
• 30 and 45 Day Hiring Models
• Federal Hiring Flexibilities Resource Center
• Informs agency HR officials and hiring managers
  about hiring flexibilities
• Interactive tool to help determine appropriate
  hiring flexibilities
• Agency practices
• http//www.opm.gov/Strategic_Management_of_Human_C
  apital/fhfrc/default.asp
• HR Flexibilities and Authorities Handbook
• Covers all HR flexibilities
• Currently being updated at www.opm.gov/omsoe/hr-f
  lex/

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OPM and agencies are working together to attract
the right talent

• USAJOBS and Streamlined Vacancy Notices
• One-stop shop for agency vacancy announcements
• 76 million unique visitors in 2005
• 88 of visitors indicate they are likely to
  return to the site
• Standard 5 Tab Job Announcement template used for
  almost 70 of all agency job notices
• Applicant and Management Satisfaction Surveys
• Applicant survey deployed June 2006 (Integrated
  in application)
• Management survey deployed May 2006
  http//study.opm.gov/mss

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OPM is working to make the Talent Vision a reality
RIGHT TALENT
RIGHT TIME
RIGHT PLACE
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Report Tile
The Career Patterns Guide
UNITED STATES OFFICE OF PERSONNEL MANAGEMENT
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OPMs Career Patterns Guide helps agencies
identify the work environments needed to attract
talent

• The guide is divided into four sections
• Section 1 Career Patterns Dimensions and
  Scenarios
• Section 2 The Career Patterns Analytic Tool
  enhances workforce planning by providing a step
  by step process to identify broad applicant pools
  and the types of work environments that attract
  them
• Section 3 Building Work Environments aids in
  action planning to operationalize Career Patterns
• Section 4 Resources and Tools includes
  resources and tools to help build and operate a
  work environment shaped by Career Patterns.
• Additionally, Appendices include
• A listing of high impact HR Flexibilities
• Bibliography
• Career Patterns Analysis Worksheet and
  Questionnaire templates
• http//www.opm.gov/CareerPatterns/index.
  asp

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Career Patterns Dimensions characterize
employees, both current and potential
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Ten initial Career Pattern Scenarios cover a
large percentage of new applicants
Professional is used to denote applicant
experience, not the specialized Federal HR
meaning, i.e., occupation with positive education
requirement
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Career Pattern Scenarios characterize segments of
the general labor market with similar expectations
e.g., the Federal Career Intern Program,
Presidential Management Fellows Program, Student
Career Experience Program, and Student Temporary
Employment Program

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The Career Patterns Analytic Tool integrates
Career Patterns into agencies workforce planning

• Define the Job Requirements
• Categorize Job Requirements into Career Pattern
  Scenarios
• Identify Work Environment Features

The results of these steps are entered on the
Career Patterns Analysis Worksheet
Career Patterns Analysis Worksheet
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A theoretical case study will help illustrate use
of the Career Patterns Analytic Tool

• Case Study Human Capital in the Agency for
  Health Care Administration (AHCA)
• Location Washington, DC
• Current workforce Aging with over half of
  employees eligible for retirement within the next
  5 years
• Vacancies 200 possible vacancies at all levels
  over next 5 years
• AHCAs mission focuses heavily on providing a
  broad range of customer service
• New mandate requires increase in customer service
  

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Step 1 of the Career Patterns Analytic Tool
defines job requirements

• Purpose To identify the kinds of employees you
  want to hire and retain, both short-term and
  long-term, by defining the nature and scope of
  your job requirements make sure you determine
  your coverage first (the scope of the
  organization the job requirements align with)

• At a minimum consider these criteria when
  defining your job requirements
  Competencies Occupational series Range of work
  Levels needed Geographic location
  Timeframe Number of positions needed

Career Patterns Analysis Worksheet

• Customer Service and Health
• Insurance Requirement
• 200 over the next 5 years
• GS 512 multiple levels including supervisory
  and non-supervisory
• Located in Washington, DC

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Step 2 of the Career Patterns Analytic Tool helps
categorize requirements into Scenarios

• Purpose To categorize your job requirements
  into one or more Career Pattern Scenarios.

• Use the Career Patterns Analysis Questionnaire to
  examine job requirements individually and assess
  relevant work characteristics.

Customer Service and Health Insurance
?
?
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Enter the information from the Questionnaire onto
the Analysis Worksheet

• While still in Step 2, enter the scenarios you
  highlighted on the questionnaire into the Career
  Patterns Analysis Worksheet

Career Patterns Analysis Worksheet

• Customer Service and Health
• Insurance Requirement
• 200 over the next 5 years
• GS 512 multiple levels including supervisory
  and non-supervisory
• Located in Washington, DC

Student New Professional Mid-Career Retiree
Any Career Pattern Scenario that is not viable
can be deleted at Step 2. In this example, AHCA
determines it does not have funds for outreach to
students and deletes that scenario.
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Step 3 identifies environment features that
appeal to future and current employees

• Purpose To identify the work environment
  features needed to appeal to workers in selected
  Career Pattern Scenarios

• Identify the most critical work attractors
• Determine if the feature currently exits in the
  environment or whether a policy, process or
  practice would need to be changed for the feature
  to be present in the environment

1. Flexible work schedule and leave
?
Student New Professional Mid-Career Retiree
?
2. Recognition
3. Teamwork
?
Any Career Pattern Scenario that is not viable
can be deleted at Step 2. In this example, AHCA
determines it does not have funds for outreach to
students and deletes that scenario.
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All job requirements should be considered before
action planning takes place
In this example, the template addresses multiple
job requirements
1. Flexible work schedule and leave
?

• Student
• New Professional
• Mid-Career
• Retiree

?
2. Recognition
3. Teamwork
?
?
1. Flexible work schedule and leave
?
2. Recognition
?
3. Goal oriented projects
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Action planning addresses communicating,
enhancing and building work environments
The action plan identifies specific goals to
accomplish to shape a work environment that
attracts current and future workers. For each
action or goal, identify 1. Action
Description Describe each specific action the
agency will take. Each action should link to the
work environment features listed under step 3 on
the Career Patterns Analysis Worksheet 2.
Who The person, office, or department responsible
for each action 3. When The action plan should
identify when the action should be completed
Develop standard text for vacancy announcements
and recruiting materials to articulate flexible
work schedules and leave offered by AHCA as well
as Teamwork. Supports Flexible work schedules
and leave Teamwork Establish On-the-Spot awards
program to provide regular recognition. Supports
Recognition Restructure jobs to create
opportunities to work on special
projects. Supports Goal-oriented projects
HR Mgmt. Team and HR Mgmt. Team and HR
09/06 09/06 12/06
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Multiple action plans may be rolled up into a
master plan
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The Career Patterns Guide concludes with a great
deal of information about resources and tools

• Section 4 includes resources and tools to help
  build and operate a work environment shaped by
  Career Patterns. It includes these topics
• The HCAAF Resource Center
• Workforce Planning
• Writing Effective Vacancy Notices
• Telework Resources
• The Appendices include
• A listing of high impact HR Flexibilities
• Bibliography
• Career Patterns Analysis Worksheet and
  Questionnaire templates

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OPM will provide Career Patterns implementation
support to agencies

• OPM is planning to provide guidance, solicit
  feedback, and develop training to support
  agencies effort to integrate Career Patterns into
  their workforce planning strategies.
• Next Steps include
• Interactive On-line Tutorial
• Updated web page
• Agency Briefings
• Training modules
• Technical Support

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The OPM Operational Goals
COMPLETE

• GOAL C-1 Identify Federal Government workforce
  Career Patterns for the future with accompanying
  requirements/impact by June 1, 2006
• GOAL C-2 Categorize positions by new Career
  Patterns at all Chief Human Capital Officer
  (CHCO) agencies by January 1, 2007
• GOAL C-3 Begin to operate and hire in the new
  Career Patterns environment by October 1, 2007 at
  all CHCO agencies and expand each year thereafter

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• Thank You
• Patsy Stevens
• Office of Personnel Management
• Systems Innovation Group
• patsy.stevens_at_opm.gov