Evolving the Workforce Community of Interest (COI ) Monthly Meeting COI Leaders Debra Tomchek– Industry Chair Terri Shaffer – Government Chair Dave Potts – Industry Vice Chair Rebecca Russell – Government Vice Chair Robert Clarke – Communications Chair Rachel Gillerlain – Program Chair Juan Salazar – NexUS Liaison Craig Petrun – Knowledge Chair July 13, 2017 Advancing Government through Collaboration, Education and Action
Welcome Members and guests, thank you for joining our monthly meeting The Evolving the Workforce COI brings industry and government executives together to exchange information, support professional development, improve communications and understanding, solve issues, and build partnership and trust by enhancing government's ability to serve the nation's citizenry. The COI discusses best practices in the human capital management arena, with topics including workforce development, the inter-generational workforce, analytics & talent management, emerging learning/training models, and employee engagement. Advancing Government through Collaboration, Education and Action 2
Agenda • Welcome 10:00am • COI Leadership Updates • Upcoming COI Schedule • Announcements • Project Update – “Talent as a Service” 10:10am • Q&A 10:50am **Please remember to keep phones on mute** Advancing Government through Collaboration, Education and Action 3
COI Leadership Updates And a huge “Thank You” to Mika Cross for serving as our previous Government Chair ! Advancing Government through Collaboration, Education and Action 4
Upcoming EWF COI Meeting Schedule: August 10, 2017 10:00 to 11:30 am OMB Memo M-17-22, Comprehensive Plan for Reforming the Federal Government and Reducing the Civilian Workforce September 14, 2017 10:00 to 11:30 am Cross-Generational Panel Advancing Government through Collaboration, Education and Action 5
Project Update “Talent as a Service” Advancing Government through Collaboration, Education and Action 6
Project Overview Team Members -Project Ideation in September 2016 Dave Potts, North Highland, Project Lead -Conceptualization in October 2016 at ELC Maria Roat, SBA, Project Sponsor -Call for Volunteers in December 2016 -Formal Kick Off in January 2017 Jennifer Myers, MITRE, Team Member Kisha Garcia, SUNTIVA, Team Member -Identifying & Attracting Future “Talent as a Meghan Collins, AE Strategies, Team Member Service” EC Top Focus Area for 2017 Sharon Ginley, YRCI, Team Member • Analyze and modernize policies and processes for more rapidly Etta Edwards, E3 Consulting, Team Member hiring skilled federal government workers, with a special focus on the Tom Baughan, Monster Govt, Team Member IT workforce. Sharon Gibson, USPS, Team Member • Consider alternative solutions, such as: – Establishing a Government Shared Service for expedited recruiting/hiring/onboarding/retention for future federal employees, within 45 days or less. – Documenting feasibility/best practices for exchanging staff between agencies and between agencies and the private sector (rotations/blended workforce). – Identifying ways to leverage HR analytics work -Phase 1, Executive Report in August 2017 -Phase 2, Concept of Operations in December 2017 Advancing Government through Collaboration, Education and Action 7
Why Now? Can’t Meet Mission Critical Demands Hiring Mangers don’t know what they are looking for Unable to Hire, Limited /Hiring Freeze HR is the roadblock Hiring is too slow Civil service policies and laws need to be Can’t find qualified individuals changed Veterans preference is not helpful I can’t pay and reward top talent Clearance process takes too long No recruiting budget Who wants to work for the federal We miss so many good candidates government? Technology has not kept up with industry Retirement of Baby Boomers I have outdated position descriptions Those in government with less than 5 years have the highest attrition rates in We are reactive to hiring versus proactive agencies Brain drain We are all fighting for the same talent Veterans need different skills for civilian service Advancing Government through Collaboration, Education and Action 8
Conceptualization • 200 attendees • Started with problem and a goal – 45 days to hire and how a more agile HR could positively affect output. • Heard a wide variety of ideas, needs, problems, and concerns from government and industry. • Overall consensus, “we need to and can do this better.” Advancing Government through Collaboration, Education and Action 9
Project Focus We focused on the following component areas for “Talent as a Service”. Our goal was to discover, articulate, and document. We included 3 Core Areas and 3 Foundational Areas . • Sourcing • How can we find future candidates for federal employment? • Recruiting • How do we attract, market, and actively engage future candidates for federal employment? • On boarding • How can we most effectively prepare and develop federal candidates for employment? • Process • What type of new process(s) do we need to support Core areas? • Infrastructure • What types of systems and technologies will be required to support Core areas? • Policy • What types of policies/changes will be required to make the above happen? Advancing Government through Collaboration, Education and Action 10
Major Themes and Discussions Source the Talent Process • Pro Active Sourcing • Candidate Assessment • Marketing /Branding • Clearance • All employee types • Talent Profile Recruit the Talent Infrastructure • Federal Talent Pool • Talent Technology stack • Community Concept • Analytics • In /Out Talent Flex • Workforce Planning Onboard the Talent Policy • Open needs based hiring • Enhance Hiring Authority • Employee mobility • Improve veteran training • Shift HR to Development • Funding Advancing Government through Collaboration, Education and Action 11
DRAFT High Level Overview (TaaS) CORE Areas Advancing Government through Collaboration, Education and Action 12
Executive Report released in August The “Talent as a Service” Executive Report is being finalized for release in August. It will include excerpts and high-level recommendations. White Paper on TaaS ‘Concept of Operations’ released by end of 2017 Our Phase 2 plan is to build out the TaaS ConOps which will be delivered in a white paper format. We are estimating Sept 5 as the formal kickoff date. If you are interested in supporting this effort and being part of the team, please send an email to Dave.Potts@Northhighland.Com Advancing Government through Collaboration, Education and Action 13
Snapshot of topics and recommendations in Executive Report Move towards a strategic recruiting mindset now and take proactive steps to identify the ideal candidates. Leverage technology and marketing to find them and attract them. The Federal Talent Pool should stay active, constantly maintained and refreshed with cleared and eligible personnel; regardless of number of open requisitions. Did someone say “Match.Gov”? How the candidate experience for federal employment can be better than some commercial companies. Make everyone in HR talent development “specialists”. Enhancing Veterans Preference to include program and skill development (within the Talent Pool) for all vets coming into civilian service. Leveraging “virtual” Communities of Interest to increase collaboration and attract a more agile workforce. Integrate talent management systems with workforce planning functions, leverage analytics to constantly improve all process areas within TaaS. Advancing Government through Collaboration, Education and Action 14
Q&A Advancing Government through Collaboration, Education and Action 15
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