Recruitment report out
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Recruitment: Report Out. Pat Hemphill- MVD-MVK Andrew Posma- POD-POA. Recruitment. Strategic Gap: Ineffective & inefficient recruitment process Strategy: Obtain direct hire auth Institutionalize HR/Mgr Recruitment plan Manager accountability/culture change Possible Obstacles:

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Recruitment report out

Recruitment: Report Out

Pat Hemphill- MVD-MVK

Andrew Posma- POD-POA


Recruitment

Recruitment

Strategic Gap:Ineffective & inefficient recruitment process

Strategy:

Obtain direct hire auth

Institutionalize HR/Mgr Recruitment plan

Manager accountability/culture change

Possible Obstacles:

Corps corporate selection policies (leadership interviews)

Culture: position description, selection panels, interview structure, announcement strategy


Recruitment1

Recruitment

Required Resources:

  • Dedicated resources (DHA business case analysis)

  • Top leadership commitment

  • Training (overhead $)

    Metric:

  • % fill

  • Time to fill

  • Quality of Recruits (w/OPM)


Recruitment2

Recruitment

Strategic Gap:Workforce planning is not consistently defined or prioritized

Strategy:

Develop a corporate planning model

Educate & train Managers

Implement and measure effectiveness of the plan

Focus supervisors


Recruitment3

Recruitment

Possible Obstacles:

  • Workload projection

  • Lack of understanding and Command Emphasis

  • Time constraints/workload

  • CoPs not integrated into workload/force analysis

  • Supervisor ratio

    Required Resources:

  • Funds & People

    Metric:

  • Target fill vs on-board strength

  • % of managers trained/educated

  • % of workforce plans developed and reviewed annually during 3rd Q


Recruitment4

Recruitment

Strategic Gap: Lack of USACE Corporate Recruitment Strategy

Strategy:

Hire marketing firm (industry business mgt process)

Develop/employ strategic marketing and recruitment team

Develop/implement recruitment toolbox (SMART)

Possible Obstacles:

Funding

Corporate (HQUSACE) vs regional/local (Div/Dist) focus

Branding compensation

Corporate buy-in

Fiscal law implications (marketing firm procurement)

Confusion between DoD SMART and strategic marketing/recruitment programs


Recruitment5

Recruitment

Required Resources:

  • Funding

  • Corporate buy-in

    Metric:

  • Hiring qualified employees

  • Vacancy rate (change)

  • Number of resumes received

  • Diversity of workforce

  • Brand awareness


Recruitment6

Recruitment

Strategic Gap:

Total Compensation – Perception that total compensation packages is not competitive with private industry.

Strategy:

Identify and Educate Managers and Supervisors

Authorize compensation packages to be determined by the hiring manager (Flexibility)

National level funding for incentives


Recruitment7

Recruitment

Possible Obstacles:

Risk

Budgets are project Funded

Authorization at District levels

Required Resources:

Budget

HR for training/awareness

Pre-approval

Metric:

Incentive Use –How often and which ones

# of Hires

Retention after 1 year

Survey of new employees


Filling oconus positions

Filling OCONUS Positions

Strategic Gap: Concerns/misconceptions of OCONUS assignments

Strategy:

Counter the “Fears” of the Unknown, Process, Existence, Failure, Injury

Create a Marketing Campaign (Professional/Comprehensive)

Explain Deployment Process

Why the Corps is there

What type of work is being completed

Explain Operating mission

Explain Benefits ($)


Filling oconus positions1

Filling OCONUS Positions

Possible Obstacles:

Selecting the Media Platforms to disseminate info, multiple population targets

Funds to develop commercial contract

Media/public perception, “Are we telling the truth”

Required Resources: Public Affairs contract

Funding for a Marketing Campaign

Metric: Number of positions filled


Recruitment report out

Filling OCONUS Positions

  • Strategic Gap: OCONUS Tour Planning

  • Strategy: Develop a Deployment Cycle consisting of a Departure plan, Backfill plan, Return plan

  • Develop a supervisors Toolbox of Options

    • Backfill sources consist of: Contract, over-hire, retiree recall, interns, utilization of term/temp appointment, developmental promotion/assignments, Stateside schedule A authority, Build deployable positions into the permanent workforce (GWOT)


Recruitment report out

Filling OCONUS Positions

  • Possible Obstacles:

  • Stateside Schedule A authority doesn’t exist (Solution: OPM)

  • Noncompetitive hiring authority of schedule A upon return.

  • (Solution: OPM/legislative)

  • Required Resources:

  • Help from OPM

  • HQ template development of plan

  • Metric: Plan for 100% target fill


Recruitment report out

Filling OCONUS Positions

  • Strategic Gap: Small available pool of personnel inside the Corps

  • Strategy: Expand the aparent “Small Available Pool of Personnel”

  • Position descriptions for Quality Assurance to qualify journeyman level applicants for engineering (WG4749)

  • Marketing campaign

    • Public Hire Sched A

    • Professional Organizations

    • Personal Services Contract Hires

    • FCIP Interns Utilize SMART, Recruitment Incentives

    • Other DOD/Other Gov

    • Virtual Workforce/Virtual Site Visits Reach back Hires


Recruitment report out

Filling OCONUS Positions

  • Possible Obstacles:

  • Classification process

  • USACE/Centric mentality

  • Local market supplement funds

  • Getting a WG deployed

  • Required Resources:

  • HR Task Force

  • Metric:

  • Number of applicants available

  • Number of positions filled


Recruitment8

Recruitment

BHAG

  • East/West 2 HROs (currently CPACs) –USACE only

  • National/USACE recruitment effort w/ selections made locally

  • “Super” employment USACE web page w/embedded links


Recruitment9

Recruitment

BHAG Continued

  • Request some type of Corps-specific hiring authority in sync w/national recruitment

  • Virtual locality pay

  • LMS by occupational series

  • National USACE contrct to provide non-governmental in nature services.


Recruitment10

Recruitment

Questions

??

[email protected]


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