Redstone Executive Workforce Committee

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Redstone Executive Workforce Committee
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Redstone Executive Workforce Committee

• Created to ensure a successful implementation of
  BRAC from a workforce perspective
• Made up of leadership from Redstone Commands and
  the TV BRAC Community
• Staff committee meets regularly to work
  mitigating strategies, reports to leadership
  quarterly
• Goal is to minimize workforce turbulence related
  to BRAC by
• Utilizing local leaders to synchronize Government
  and community actions
• Centralizing focus of activities, optimizing
  synergy
• Sharing information
• Leveraging power of leadership when necessary

The whole is greater than the sum of the parts
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Mitigating Strategies

• Community
• Maximize number of personnel who transfer with
  their positions
• Actively recruit to fill potential vacancies from
  other locations
• Build larger base of qualified, entry-level
  personnel
• Government
• Improve Personnel Systems ability to rapidly
  react
• Actively recruit to fill potential vacancies from
  other locations

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Maximize Transfers Community

• Objective
• Encourage personnel to move with their positions
  to the Tennessee Valley to reduce the direct
  impact on the organizations currently based here
• Approach
• Conduct Town Hall meetings to educate potential
  transfers
• Address issues raised in Town Hall meetings
• Initiate one-on-one and general marketing
  campaigns
• Actions
• 5 Town Hall meetings have been held
• A spousal job fair was added to last event
• Created www.tennessee-valley.org website
• Monthly lunchtime video teleconferences
• Tennessee Valley e-newsletter
• Survey shows top concerns are spousal employment
  and K-12 education

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Recruit from Other Locations Community

• Objective
• Actively recruit to fill corporate vacancies from
  other locations
• Approach
• Develop/implement coordinated workforce
  recruitment strategy
• Actions
• Identified geographic and media markets to
  concentrate recruiting efforts
• Conducting community recruiting events in those
  markets
• Developed a recruiting website,
  www.asmartplace.com, geared toward job seekers

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Increase Entry-Level Base Community

• Objective
• Provide increased number of entry-level employees
  to fill vacancies
• Approach
• Establish consortium of state and regional
  colleges / universities with capacity to provide
  entry-level graduates in high-demand fields
• Increase number of undergraduate / graduate
  students to fill requirements
• Build pipeline from high school to two- and
  four-year programs
• Actions
• Promoting career awareness and skills development
  in K-12
• Identifying and addressing causes of attrition in
  college
• Seeking support for tuition and housing
  assistance to increase the number of co-operative
  education students at Redstone Arsenal

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Improve Personnel Systems Ability to React
Government

• Objective
• Identify process, procedure or regulatory
  modifications which can be implemented which will
  improve the Personnel Systems ability to rapidly
  react
• Approach
• Review local personnel policies
• Identify non-local personnel policies which
  hamper rapid execution
• Actions
• Established the Redstone Steering Committee of
  personnel representatives across the Arsenal
• Working with the Department of the Army to issue
  an Executive Order for special spouse appointment
  authority at BRAC sites
• Modifying job announcements to include link to
  www.tennessee-valley.org for more information on
  the Tennessee Valley
• Identifying alternate strategies to fill
  government positions

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Recruit from Other Locations Government

• Objective
• Actively recruit to fill potential Government
  vacancies from other locations
• Approach
• Identify and prioritize potential recruiting
  targets
• Actively recruit to fill potential vacancies from
  other locations
• Actions
• Developed a Strategic Recruitment Plan
• Working with the Tennessee Valley Corridor on an
  initiative to recruit/train NCOs to fill
  BRAC-related needs