# Presentation: 010673

## Office of Workforce Development (OWD)

## NCI Office of Workforce Development

**Assists NCI leadership identify strategic approach to human capital issues**
**Provides NCI managers (scientific and administrative) with information, resources, and tools to:**
**Recruit and retain talent**
**Manage for results **
**Optimize performance in support of the Institute’s mission**

## Supporting the NCI mission

- 							   Dr. von Eschenbach
**Human capital/workforce development**
**President’s Management Agenda (PMA)**
**OPM “getting to green”**
**Government Performance Results Act (GPRA)**
**Performance contracts**

**Discovery**

**Delivery**

**Development**

## Thinking Strategically 

**Thinking Strategically **

**Human Capital Planning**

**Recruitment**

**Pipeline Programs**

**Employee Development**

**Quality of Work/life**

**Workforce Management**

## Thinking Strategically 

**Human Capital Planning**

**Thinking Strategically **

## Human Capital Planning

**NCI Human Capital Strategic Planning**
**Roadmap for aligning NCI’s workforce with its mission and goals**
** ****Incorporates all elements of the federal model**
**Links FTEs and competencies to mission-critical activities **

## Thinking Strategically 

- Human Capital Planning

**Recruitment**

**Thinking Strategically **

## Recruitment Outreach 

**Examples of where OWD has recruited in the past:**
**American Chemical Society**
**Rice University PhD Consortium**
**American Society for Microbiology**
**University of North Carolina PhD Consortium**
**Student National Medical Association**
**Hispanic Association of Colleges & Universities**
**Federation of Association & Societies in Experimental Biology**
**American Association for the Advancement of Science**

## Recruitment StarCatcher/StarGazer

**StarCatcher - Public website advertising NCI training **
**	****opportunities to worldwide science community**
**Candidates post resumes, apply for current openings, and communicate directly with NCI principal investigators**
**StarGazer - Automated process, electronically transfers resumes from StarCatcher, inputs resumes from job fairs, professional science organization meetings, university consortiums, and science journal advertisements**
**Combined with community outreach, StarCatcher and StarGazer systems have significantly raised quantity and quality of science candidate pool**

## Thinking Strategically 

- Human Capital Planning

- Recruitment

**Pipeline Programs**

**Thinking Strategically **

## PipelineIntro to Cancer Research Careers

**Program identifies, trains, and mentors talented students from populations underrepresented in science and individuals from disadvantaged backgrounds**
**Sponsors highly-qualified students with research experience**
**Arranges 2-day visit to NCI**
**Arranges interviews for placement in intramural labs**
**Highly competitive selection process by a panel of NCI scientists**

**Notes:**
During visit:  campus and lab tours; scientific lectures; student panel

Provide summer housing to those accepting internships

## PipelineAdministrative Intern Programs

**Oversee NCI Programs**
**NCI Administrative Career Development  (ACD) Program **
**NCI Presidential Management Fellows (PMF) Program**
**NCI Liaison for NIH & DHHS Intern Programs **
**NIH At-Large PMF Program**
**Emerging Leaders Program (ELP)**
**Help NCI recruit and retain the best and the brightest**
**Invaluable tool in building human capital and succession planning**

## Thinking Strategically 

- Human Capital Planning

- Recruitment

- Pipeline Programs

**Employee Development**

**Thinking Strategically **

## Employee DevelopmentKnowledge Management:  A Mentoring Program

**Formal mentoring program for employees with administrative duties or interests**
**Facilitate institutional knowledge sharing**
**Promote employee retention**
**Develop talent**
**81% of respondents in 2002 NCI Needs Assessment Survey indicated a Mentoring program would be “extremely beneficial”**
**Formal Mentoring programs increase Mentees’ productivity and Mentors’ motivation leading to superior performance and higher level of productivity**

## Employee DevelopmentTraining Resources for Supervisors

**Provide resources and tools tailored for new and existing supervisors to assist them in managing and developing their workforce **
**Establish guidelines for training **
**Identify training curriculum/courses**

## Employee DevelopmentNCI Training Warehouse

**Desktop resource to identify training options and identify Institute-specific training as needed**
**HHS University**
**NIH Training Center**
**NCI-specific programs **
**Outside vendors**

## Thinking Strategically 

- Human Capital Planning

- Recruitment

- Pipeline Programs

- Employee Development

**Quality of Work/life**

**Thinking Strategically **

## Quality of Work Life Programs

**Initiatives to create a more flexible, supportive work environment, enabling and identifying ways to assist employees in fulfilling NCI’s mission.**
**Oversee **_**Telework**_** and **_**Voluntary Leave Transfer Program**_
**Liaison with NIH Worklife Center, NIH Child Care Board, Employee Assistance Program, Div. of Employee Services, and the R& W Association**
- “**When work is effective, life benefits; and when life works, work benefits.”** ***Karol Rose, LifeCare Inc****.*

## Thinking Strategically 

- Human Capital Planning

- Recruitment

- Pipeline Programs

- Employee Development

- Quality of Work/life

**Workforce Management**

**Thinking Strategically **

## Workforce ManagementWorkforce Development Services

**Develop new and creative solutions to increase the**
**	****organization’s capacity for self-renewal.**
**Work collaboratively with managers to build a customized**
**	****plan to implement and manage changes to optimize workgroup performance**
**Team building and coaching**
**Process facilitation**
**Work re-design**
**Organizational communication**
**Goal setting and planning**
**Services empower managers and positively impact workgroup effectiveness by developing the workforce to meet its mission**

## Workforce Management Managers’ Toolkit 

**Reasonable Accommodation Guidelines, which is an on-line posting of step-by-step instructions for supervisors on how to respond to request for reasonable accommodations and other related matters. **_**These NCI reasonable accommodation procedures cover all NCI staff, training awardees, and applicants for both FTE and non-FTE positions, which is understood to include training applicants.**__ _
**Monthly Management Article **
**Guidelines for Designation of Emergency and Non-Emergency Employees For Periods of Inclement Weather or Other Temporary Closings**

## Workforce ManagementCoaching for Conflict Management

**Coach managers in dealing with workplace conflict**
**Facilitate difficult conversations and/or situations with employees**
**Refer managers to existing NIH services and help them understand and navigate those systems**
**Conflict management resources for new supervisors and senior staff**
**CCM provides quick access to conflict management resources leading to quicker resolutions and better outcomes**

## Workforce ManagementDiversity 

**Divers*****abilities***
**Monthly diversity management newsletter for managers and supervisors designed to provide tangible tools, useful information, tips, and resources to lead, manage and develop a diverse workforce**

## Thinking Strategically 

**Human Capital Planning**

**Recruitment**

**Pipeline Programs**

**Employee Development**

**Quality of Work/life**

**Workforce Management**

**Thinking Strategically **

## OWD Website

**       ****http://camp.nci.nih.gov/owd**