# Presentation: 770492

## STRATEGIES FOR ATTRACTING AND RETAINING EMPLOYEE’S

- OPM STRATEGIC COMPENSATION CONFERENCE 2000
- August 28-29, 2000
- Washington, DC

## Presented By:

- 			Dale Collins
- 			HR Director
- 			Defense Contract Audit Agency, DoD
- 			(703) 767-1039
- 			dale.collins@dcaa.mil

## OUR VISION

- “To become the audit organization with the foremost reputation for competence, integrity and customer satisfaction by
- Attracting and developing highly qualified employees dedicated to continuous improvements.”

## WHO WE ARE

- $600 screwdriver;  $300 ashtray
- No military
- Career workforce
- Closed career system for auditors
- Climate survey benchmark
- FY 92			3.71
- FY 95			3.82
- FY 98			3.98
- _Small_ number of _large_ performance awards
- About 16 % of workforce rated “Outstanding”

## ATTRACTING POTENTIAL EMPLOYEES

- Goal - 600 entry-level auditors in 1 1/2 years
- OPM Partnerships - Process
- One Service Center for everything
- Dual certification - up to 7 locations
- Line manager interviewers - Alumni match, when possible
- Name request tie breaker
- 130 colleges contacted - Business faculty
- Certificate turn around - about 2 weeks
- On - line recruiting - Web Site connection

## ATTRACTION (cont.)

- OPM Partnership - Corporate Image
- Training (CPE)
- Tuition/CPA review course reimbursement
- Challenging assignments - the work itself
- Team approach - diversity emphasis
- World - wide locations
- Work environment

## ATTRACTION  (cont.)

- Compensation
- One sentence on salaries
- Projected salary
- 3 - 5 years career ladder
- TSP graph - 25 yrs. = $1 million
- Comp time/overtime
- Recruitment bonus
- First duty station travel

## RETAINING GOOD EMPLOYEES

- Career Development Goal
- “Build environment of trust, teamwork, and mutual respect through effective communication and leadership at all levels.”
- Monitor accomplishment through modified PME
- Create infrastructure:
- PD’s
- Performance Standards
- Performance Appraisals

## RETENTION (Cont.)

- Career Development Strategies
- Gameplan for advancement
- profiles of auditor responsibilities (5-11)
- at least four out of seven major audit types for GS-12
- Two - track career through GS-14
- Supervisory Auditor, or Technical Specialist
- Second - Level Manager or  Non-Supervisory Program Manager
- Mandatory Rotation
- Supervisory Development Program

## RETENTION (Cont.)

- Strategic rewards
- Institutionalize Marketing Program
- On-The-Spot - Supervisor approval only
- CPA/Advance Degree Bonus
- Publications Bonus
- Director’s Fellowship Program
- On-Line Suggestion Programs

## RETENTION (Cont.)

- QWL
- Flexible hours
- Flexiplace - cost effectiveness criteria
- Merit Promotion Program Points
- Work experience
- CPA/Advanced Degree
- Professional association membership

## CHANGING NATURE OF DCAA WORK & WORKFORCE

- Audit of DoD contractor & subs
- Increase in non-defense Federal agency audits along with state and municipalities
- Financial advisory service/customer satisfaction orientation
- Audit budget empowerment
- Diversity expansion - from brochure to reality

## “Protect America’s Investment While Investing in your future”

- Success requires investment
- From leaders
- From managers
- From HR
- From all employees
- Investment requires partnerships
- With OPM
- With universities
- With the workforce