# Presentation: 072988

## Right Person, Right Place, Right Time

- Greg WitheeNOAA Assistant Administrator for Satellite & Information Service
- December 2, 2005

- What’s the Way Ahead?

- Charles ChallstromNOAA Assistant Administrator for Oceans & Coasts

## What’s the Challenge?

- Need to ensure NOAA has the appropriate suite of knowledge, skills, and abilities to continue to meet its mission.
- Workforce Planning
- Recruiting
- Retention
- Training and Education

**Notes:**
These issues are not new.  If you go to the Program Review Team report from 2001, you’ll find that recommendations 57-68 were dedicated to developing and sustaining the NOAA workforce.
Challenges present difficulties and opportunities and planning to meet staffing, is no different. The Agency may have difficulty recruiting the people we need but will also have the opportunity to think, work, and organize in new ways. The Agency can use this opportunity for creative problem solving and innovation. The main point is to get the right people in the right jobs at the right time. 

## Human Capital Council (HCC)

- The Human Capital Council (Chair – Eddie Ribas) serves as the principal forum through which issues affecting strategic human capital management across NOAA are discussed and addressed.
- Workforce Management & Training Committee
- Co-chairs – Monica Matthews, Percy Thomas
- EEO Committee
- (Chair - Al Corea)
- Diversity Committee
- (Chair – John Jones)

## What’s the Way Ahead—Workforce Planning

- Immediate Actions (today)
- Action:	Commitment to Workforce Planning Implementation
- Lead:	All SES’s
- Process:	SES Summit III “Champions”
- Comp. date:	Today

## What’s the Way Ahead—Workforce Planning (contd.)

- Mid-term Actions (FY 06)
- Action:	Proposed Workforce Planning Policy and Process to NEP/NEC
- Lead:	Eddie Ribas (Chair, HCC)
- Process:	HCC Committees (Workforce Management & Training, Diversity, and
- 		EEO)
- Comp. date:	3rd Quarter, FY06
- Action:	Complete Workforce Analysis
- Lead:	Monica Matthews (Workforce Management Office)
- Process:	HR working with Lines & Goal Leads
- Comp. Date:	3rd Quarter, FY06

## What’s the Way Ahead—Workforce Planning (contd.)

- Long-term Actions (beyond FY’06)
- Action:	Implementation of Workforce Planning Policy
- Lead:	AA’s and Eddie Ribas
- Process:	Human Capital Council and Line Offices
- Comp. date:	2nd Quarter, FY07
- Action:	Include Workforce Planning requirements as an integral part of PPBES	process
- Lead:	Human Capital Council & Goal Leads
- Process:	PPBES
- Comp. Date:	FYO9-13 Programming Plans

## What’s the Way Ahead—Workforce Planning (contd.)

- Long-term Actions (beyond FY’06)
- Action:	Use workforce planning information to drive recruitment, retention,	and training
- Lead:	Supervisors and HR Specialists
- Process:	Recruiting, Retention, and Training
- Comp. Date:	Ongoing

## What’s the Way Ahead—Recruiting

- Immediate Actions (tomorrow)
- Action:	**Development and use of NOAA recruitment and marketing tools.**	Identify existing recruitment and marketing tools, develop integrated	NOAA material, mandate use, re-channel existing investments into	development of NOAA materials
- Lead:	DAA’s/Eddie Ribas
- Process:	Identify existing tools and develop NOAA common marketing materials 	(videos, brocures, etc.) that be used at job fairs, professional associations, 	etc.
- Comp. date:	90 days
- Action:	**Develop NOAA Recruitment Website**
- Lead:	Eddie Ribas, Carl Staton, Louisa Koch
- Process:	Button off NOAA.gov and use in tag lines
- Comp. date:	90 days

## What’s the Way Ahead—Recruiting (contd.)

- Immediate Actions (tomorrow)
- Action:	Look at hiring trends and analysis by occupation	(retrospective/prospective)
- Lead:	Eddie Ribas, Human Capital Council
- Process:	Analyze historical hiring data to help forecast future and build business case
- 		for flexibilities
- Comp. date:	90 days
- Action:	Develop comprehensive inventory of advertising vacancies in journals	and periodicals
- Lead:	Eddie Ribas, CFO Council
- Process:	Develop a more integrated advertisement strategy in periodicals/journals; 	Analyze effectiveness (i.e., Application process – add question “where did you 	hear about us?”)
- Comp. date:	90 days

## What’s the Way Ahead—Recruiting (contd.)

- Immediate Actions (tomorrow)
- Action:	Identify areas in the current recruitment process which can be	streamlined, identify flexibilities in creating vacancy announcements,	and establish an enhanced role for subject matter experts in the entire 	process
- Lead:	Eddie Ribas
- Process:	Recruitment process
- Comp. date:	90 days
- Action:	Outreach to student conferences at professional society meetings 	and use NOAA booth for education/recruitment
- Lead:	Percy Thomas, Louis Uccellini, Randy Exler
- Process:	Pilot at January 2006 AMS Meeting
- Comp. date:	60 days

## What’s the Way Ahead—Recruiting (contd.)

- Mid-term Actions (FY’06) Action
- Action:	Plan for co-located facilities which could enhance 	outreach/recruitment relationships
- Lead:	Bill Broglie
- Process:	Facility Master Planning
- Comp. date:	FY06
- Action:	Research and educate selection officials on the feasibilities – seek	authorities as necessary
- Lead:	Eddie Ribas, CFO Council
- Process:	Look into new (direct hire authority) and existing authorities (term, 	students, IPAs, contracts, recruitment bonus, relocation allowances, 	etc.)
- Comp. date:	FY’06

## What’s the Way Ahead—Recruiting (contd.)

- Mid-term Actions (FY’06) Action
- Action:	Develop recruitment strategy for under-represented categories for	NOAA occupations
- Lead:	Eddie Ribas, Human Capital Council, MSI Council
- Process:	Look at current numbers and develop an action plan for activities to	address under-representation (looking at existing & former programs)
- Comp. date:	FY06
- Action:	Develop Sustainable NOAA Recruitment Strategy
- Lead:	Human Capital Council
- Process:	Incorporates existing recommendations and engages the Human	Capital Council at looking at future opportunities
- Comp. date:	FY06

## What’s the Way Ahead—RetentionOne NOAA/Goal Oriented Employees

- Actions: Reward Goal & Program Staff
- Immediate Action:	Ideas for Goal/Program leads to reward employees
- Immediate Action:	Disseminate reward ideas sheet to Goal leads for discussion
- Midterm Action:		Work with line offices to implement reward ideas
- Lead:		Frank Kelly with Goal Team Leads/PPI
- Process:		Document established format already used by one goal, Use
- 			regular meetings, Virtual NEP
- Comp. date:		February 1, 2006 (Immediate Actions), September 2006
- 			(Midterm Action)

## What’s the Way Ahead—RetentionOne NOAA/Goal Oriented Employees

- Actions: Create One NOAA career path
- Immediate Action:	Look at NOAA Corps positions and match them up with goals – 		see if “goal-oriented” career paths can be developed
- Midterm Action:		If possible, develop One NOAA career path for Corps Officers or 		work with DAA’s to adjust billets to allow establishment of 			goal-oriented career paths
- Long-term Action:	Assess effort to develop One NOAA employees and use to assess 		creation of a certification program including the benefits
- Lead:		I/A & M/A - RDML Rich Behn/Commissioned Personnel Center
- 			L/A – Human Capital Council with Gary Carter
- Process:		Looking at already established positions
- Comp. date:		Feb. 1, 2006 (I/A) / Sep. 1, 2006 (M/A) / Jan. 1, 2007 (L/A)

## What’s the Way Ahead—RetentionOne NOAA/Goal Oriented Employees (contd.)

- Action: Create One NOAA Career Path
- Action:	Develop example of an expanded job description to initiate an 	ecosystem career path
- Lead:	Sam Pooley with NMFS DAA
- Process:	Revise existing job description
- Comp. Date:	February 1, 2006
- Action: 	Create Goal-oriented Position Descriptions
- Lead:	PPI
- Process:	Work with Goal Team Leads
- Comp. Date:	July 2006

## What’s the Way Ahead—RetentionEffectively Manage Turnover

- Action: Electronic Signature
- Immediate Action:	Look at obstacles/opportunities to introduce electronic signature 		to make NOAA a more flexible and effective workplace
- Midterm Action: 	If possible, implement electronic signature in Acquisition and 		Grants
- Long Term Action: 	Expand electronic signature to all of NOAA
- Lead: 		Helen Hurcombe with OCIO, Report to NEP on long-term action
- Comp. date:		End of January 2006 (immediate action), end September, 2006
-  			(midterm action)

## What’s the Way Ahead—RetentionEffectively Manage Turnover

- Action: Improve Tools
- Midterm Action:		Create one pager for HR Staff and managers to help them 			understand options for returning and reattracting departing 			employees
- Midterm Action: 	“How are you using this position to fulfill One NOAA?” – Add 			question for hiring checklist
- Lead:		Eddie Ribas with WFMO
- Process:		Put one-pager on NOAA websites and distribute to SESers, Web 		posting and email
- Comp. date:		March/April 2006

## What’s the Way Ahead—RetentionEffectively Manage Turnover (contd.)

- Action: Improve Tools
- Immediate Action:	Identify organizations with good workforce websites
- Midterm Action: 	Assess NOAA website and other HR-identified websites to suggest	improvements for the NOAA website from the customer perspective.
- Lead:	Eddie Ribas and Workforce Management Office/ Human Capital Council
- Process:	Email and Report to NEP
- Comp. date:	January 2006 (immediate action), June 2006 (midterm action)
- Midterm Action:	Explore expansion of Demo slots for NOAA
- Lead:	Louisa Koch
- Process:	Report to NEP
- Comp. Date:	March 2006
- Action: Diversity
- Midterm Action:	Enhance strategy to increase number of interns from underrepresented 	groups.
- Lead:	Louisa Koch
- Process:	Internship hiring processes
- Comp. Date:	April 2006

## What’s the Way Ahead —Education & TrainingCorporate Intellectual Recapitalization Process In Place

- Immediate Actions (tomorrow)
- Action:	Make mandatory for NOAA Workforce “Team NOAA” online
- 		training/Learning Management System (LMS)
- Lead:	Human Capital Council
- Process:	HCC issues policy directive and implementing “Team NOAA” online
- 		training
- Comp. date:	Workforce completion in 60 days
- Action:	All SESers take NOAA Business Model and “Team NOAA”
- Lead:	NOAA Training Officer -> SES community
- Process:	In hand, ready to go
- Comp. date:	30 days

## What’s the Way Ahead —Education & Training (contd.)Corporate Intellectual Recapitalization Process In Place

- Immediate Actions (tomorrow)
- Action:	Implement NOAA Interim Training Policy
- Lead:	Training Committee/HR
- Process:	Product of the councils (NEC/NEP approved)
- Comp. date:	ASAP
- Action:	Develop effective writing module for LMS
- Lead:	Workforce Management and Training Committee/WFMO
- Process:	Identify options including off-the-shelf solution (online service)
- Comp. date:	90-120 days

## What’s the Way Ahead —Education & Training (contd.)Corporate Intellectual Recapitalization Process In Place

- Mid-term Actions (FY’06)
- Action:	Task Council to analyze/promote LMS courses for all NOAA
- Lead:	Workforce Management & Training Committee
- Process:	Already owned and paid for
- Comp. date:	3rd Quarter FY’06
- Action:	DUS issues directive requiring NOAA policies and NAOs have an	eLearning module explaining/presenting policy.  ELearning model in	place on policy/NAO effective date
- Lead:	CIO/CFO/CAO/PPI
- Process:	NEP
- Comp. date:	3rd Quarter FY’06

## What’s the Way Ahead —Education & Training (contd.)Corporate Intellectual Recapitalization Process In Place

- Mid-term Actions (FY’06)
- Action:	Promote eLearning across NOAA
- Lead:	Human Capital Council -> Workforce Management & Training
- 		Committee
- Process:	Courses already online and accessible easily tracked
- Comp. date:	4th Quarter FY’06

## What’s the Way Ahead —Education & Training (contd.)Corporate Intellectual Recapitalization Process In Place

- Long-term Actions (beyond FY’06)
- Action:	Make training an integral part of AGM and serial guidance.
- Lead:	HCC
- Process:	PPBES
- Comp. date:	FY09 AGM
- Action:	Link training to manager’s performance
- Lead:	Workforce Management Council
- Process:	NEP/NEC
- Comp. Date:	FY07 performance plans

## What’s the Way Ahead —Education & Training (contd.)Corporate Intellectual Recapitalization Process In Place

- Long-term Actions (beyond FY’06)
- Action:	Conduct/develop gap (needs/requirements) analysis for ALL	CURRICULA
- Lead:	Human Capital Committee -> Other councils
- Process:	NEP/NEC & Leverage FY’06 skill gap analysis by Management Goal	Leads/Program Managers
- Comp. date:	4th Quarter 2007
- Action:	Corporate Training Plan
- Lead:	Human Capital Council (coordination/needs analysis) -> Other	councils
- Process:	Fed by analysis, AGM/Strategic Plan & IDPs
- Comp. Date:	2008 (TBD by short-term progress)

## What’s the Way Ahead—Summary

- What we will accomplish by the next SES Summit:
- Commitment to workforce planning implementation (today)
- Draft Workforce Planning Policy & Process to NEP & NEC
- Identify streamlined recruitment opportunities, including flexibilities in creating vacancies & an enhanced role for SMEs in entire process
- Electronic signature available in NOAA – enables more flexible workplace options
- Report back on feasibility of career progression certification program
- Make the “Team NOAA” training mandatory for all NOAA workforce through e-learning