Comprehensive Workforce Planning Guide for USGS Centers

1. Workforce Planning:Developing Your Workforce Plan Webinar Series Presented by: Office of Human Capital October 18, 2018 U.S. Department of the Interior U.S. Geological Survey

2. LEARNING OBJECTIVES The purpose of the webinar series is to: • Share workforce planning concepts and tools used during the workforce planning process to support Center/Office management in their workforce planning efforts.

3. LEARNING OBJECTIVES The learning objectives of thiswebinar are to: • Explore the importance of identifying mission drivers, financial resources, and organizational structure.

4. LEARNING OBJECTIVES

5. Description of the Center • Organizational Title, Location, & Major Program Areas • Mission or Vision Statement • Center Workforce Characteristics:

6. Description of the Center I. Organizational Title, Location, & Major Program Areas • A narrative describing the organization, location, primary function, and major programs.

7. Description of the Center II. Mission or Vision Statement • The Bureau Mission Statement The USGS serves the Nation by providing reliable scientific information to describe and understand the Earth; minimize loss of life and property from natural disasters; manage water, biological, energy, and mineral resources; and enhance and protect our quality of life. • The Bureau Vision Statement USGS is a world leader in the natural sciences through our scientific excellence and responsiveness to society's needs.

8. Description of the Center III. Center Workforce Characteristics: An overview of the major areas of your center to provide a big picture of the organization. • Budget and Financial Information • Current Organization Chart • Workforce Demographics and Analysis • Diversity • Contractors and Shared Resources

9. Description of the Center i: Budget and Financial Information • Short description of how the Center is funded including information such as: appropriated vs. reimbursable; budget trends over the recent years; programmatic funding changes; and any major effects to the budget. • If this information is already included in a current Science Plan, cut-and-paste or link to the section. • To obtain baseline financial information for the previous fiscal year, use the Bureau Reports page/Science Center Health Workbooks tab at: http://internal.usgs.gov/ops/finance/fiscal/bureau-reports.html

10. Description of the Center i: Budget and Financial Information Example

11. Description of the Center ii: Current Organizational Chart Provide a Center Organizational Chart that shows all positions, reporting chain, and other significant structural characteristics. • Requirements for a Center Organizational Chart: • The official OPM title, series, grade, and location of each position. • The full performance level of the position. • The work schedule (full or part-time, seasonal…) • The type of appointment (permanent, term, temporary) • Number of contractors/type of work being performed by contractors **Contractors and Volunteers can not reference names.**

12. Description of the Center ii: Current Organization Chart • Organizational level for organizational charts: • Organizational charts must be created to represent all levels of the USGS from the Director’s Office to the Field Office level. • Each organizational chart individually must demonstrate the next level above that organization (for example, a Field Office organizational chart must demonstrate to whom the Field Office chief reports to in the Science Center).

13. Description of the Center ii: Current Organization Chart • Review and Update: • When position changes occur in the organization (position is created, abolished, re-classified); • Yearly, at minimum, if no changes occur; • Organizational charts will be maintained in the servicing HR Office and must be validated as current and correct prior to any classification actions being completed; • Organizational charts do not have to be updated when a vacancy occurs unless the vacant position is to be abolished or reclassified.

14. Description of the Center • Organizational Title, Location, & Major Program Areas • Mission or Vision Statement • Center Workforce Characteristics: • Budget and Financial Information • Current Organization Chart • Workforce Demographics and Analysis • Diversity • Contractors and Shared Resources

15. RESOURCES • Workforce Planning Toolkit

16. RESOURCES

17. RESOURCES The HR Strategic Initiatives Team, in cooperation with the Servicing HR Office, provides guidance and support on workforce and succession planning. • Pam Agnew, Workforce Data Program Manager, pagnew@usgs.gov, 703-648-7435 • Brian Arnold-Renicker, Program Analyst, brenicke@usgs.gov, 303-236-9578 • Jill Nissan, Workforce Planning Program Manager, jnissan@usgs.gov, 703-648-7427

18. On the Next Webinar: Current Workforce Characteristics! • Workforce Demographics and Analysis • Diversity • Contractors and Shared Resources