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SSC SD Workforce Initiatives

Workforce Planning Strategic Objectives . Establish comprehensive career development programs for all employeesEstablish comprehensive recruitment plans for all areas of SSC San Diego hiringCreate a consultative work culture, consistent with SSC San Diego's leadership philosophy, to provide a satisfying and rewarding place to work.

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SSC SD Workforce Initiatives

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    1. SSC SD Workforce Initiatives Debra Gookin 25 October 2002

    3. Workforce QMB Membership Team Lead: Frank Gordon (230) Deputy: Debra Gookin (282) Members: Carye Concha (2001) Candice Wilson (20207) Valerie Miller (NR-HRO) Michelle Ferro-Czech (20353) Sharon Pritchard (22212) Celia Metz (230) Michael Cowen (244210) Bob Smillie (244210) Edward Gray (26001) Bob Watts (2742) Bettye Boley (2904)

    4. Workforce QMB Workforce QMB focus is strategic Most workplace issues should be addressed between supervisor and employee Conservative approach; sensitive workplace issues take time to staff through the organization Emphasis is on universally applicable approaches/solutions Tactical teams are established to support implementation. Involve people across the Center to extend the resources of the WFQMB Activities Analyze Center workforce issues / pilot programs Develop products Clearinghouse of workforce related information

    5. High Performance Organization

    6. Performance Evaluation Tools https://iweb.spawar.navy.mil/resources/qmb/workforce/ Promotion Guidelines as Development Tools https://iweb.spawar.navy.mil/resources/qmb/workforce/ Individual Development Plan (required for DAWIA) https://iweb.spawar.navy.mil/services/tid/publications/pubs/sd/211/right.html Mentor Website https://iweb.spawar.navy.mil/sandiego/mentor/ WFQMB Products

    8. Perf Eval Tools (example)

    9. New Employees Migration to Career Intern Program Two year intern “excepted service” appointment with no guarantee of permanent selection allows activities to solicit/handle applications themselves Replaces current lengthy hiring processes Requires a formal two-year training program Resources New Professional Training Program https://iweb.spawar.navy.mil/resources/np Employee Handbook https://iweb.spawar.navy.mil/services/training/HANDBOOK/employee_handbook.doc

    10. Future Directions Improved guidance for New Employees and their supervisors/mentors Career development roadmap for mid-career employees Redesigning the branch assistant position – establishing a career path Supervisor and executive development

    11. Background Slides

    12. High Performance Organization Networked Talent Model Management

    13. Summary of Workforce Initiatives

    14. Summary of Workforce Initiatives

    15. Summary of Workforce Initiatives

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