July 2017 ACT-IAC EWF COI Presentation Slides July EWF...$gydqflqj *ryhuqphqw wkurxjk &rooderudwlrq (gxfdwlrq dqg $fwlrq:k\ 1rz" &dq¶w 0hhw 0lvvlrq &ulwlfdo 'hpdqgv 8qdeoh wr +luh

$Page 1: July 2017 ACT-IAC EWF COI Presentation Slides July EWF...$gydqflqj *ryhuqphqw wkurxjk &rooderudwlrq (gxfdwlrq dqg $fwlrq:k\ 1rz" &dq¶w 0hhw 0lvvlrq &ulwlfdo 'hpdqgv 8qdeoh wr +luh$
Advancing Government through Collaboration, Education and Action

Evolving the WorkforceCommunity of Interest (COI)

Monthly Meeting

COI LeadersDebra Tomchek– Industry Chair Terri Shaffer – Government Chair Dave Potts – Industry Vice Chair Rebecca Russell – Government Vice ChairRobert Clarke – Communications Chair Rachel Gillerlain – Program ChairJuan Salazar – NexUS Liaison Craig Petrun – Knowledge Chair

July 13, 2017


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.

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**

3


COI Leadership Updates

4

And a huge “Thank You” to Mika Cross for serving as our previous Government Chair !


Upcoming EWF COI Meeting Schedule:

August 10, 201710:00 to 11:30 am

OMB Memo M-17-22, Comprehensive Plan for Reforming the Federal Government and Reducing the Civilian Workforce

September 14, 201710:00 to 11:30 am

Cross-Generational Panel

5


Project Update“Talent as a Service”

6


Project Overview

-Project Ideation in September 2016

-Conceptualization in October 2016 at ELC

-Call for Volunteers in December 2016

-Formal Kick Off in January 2017

-Identifying & Attracting Future “Talent as a Service” EC Top Focus Area for 2017• Analyze and modernize policies and processes for more rapidly

hiring skilled federal government workers, with a special focus on the IT workforce.

• 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

Team Members

Dave Potts, North Highland, Project Lead

Maria Roat, SBA, Project Sponsor

Jennifer Myers, MITRE, Team Member

Kisha Garcia, SUNTIVA, Team Member

Meghan Collins, AE Strategies, Team Member

Sharon Ginley, YRCI, Team Member

Etta Edwards, E3 Consulting, Team Member

Tom Baughan, Monster Govt, Team Member

Sharon Gibson, USPS, Team Member

7


Why Now?

8

Can’t Meet Mission Critical Demands

Unable to Hire, Limited /Hiring Freeze

Hiring is too slow

Can’t find qualified individuals

Veterans preference is not helpful

Clearance process takes too long

Who wants to work for the federal government?

Retirement of Baby Boomers

Those in government with less than 5 years have the highest attrition rates in agencies

We are all fighting for the same talent

Hiring Mangers don’t know what they are looking for

HR is the roadblock

Civil service policies and laws need to be changed

I can’t pay and reward top talent

No recruiting budget

We miss so many good candidates

Technology has not kept up with industry

I have outdated position descriptions

We are reactive to hiring versus proactive

Brain drain

Veterans need different skills for civilian service


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.”

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.

10

• 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?


Major Themes and Discussions

Source the Talent

• Pro Active Sourcing

• Marketing /Branding

• All employee types

Recruit the Talent

• Federal Talent Pool

• Community Concept

• In /Out Talent Flex

Onboard the Talent

• Open needs based hiring

• Employee mobility

• Shift HR to Development

11

Process

• Candidate Assessment

• Clearance

• Talent Profile

Infrastructure

• Talent Technology stack

• Analytics

• Workforce Planning

Policy

• Enhance Hiring Authority

• Improve veteran training

• Funding


DRAFT High Level Overview (TaaS) CORE Areas

12


Executive Report released in AugustThe “Talent as a Service” Executive Report is being finalized for release in August. It will include excerpts and high-level recommendations.

13

White Paper on TaaS ‘Concept of Operations’ released by end of 2017Our 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 [email protected]


Snapshot of topics and recommendations in Executive ReportMove 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.

14


Q&A

15

Documents

July 2017 ACT-IAC EWF COI Presentation Slides July EWF...$gydqflqj *ryhuqphqw wkurxjk &rooderudwlrq (gxfdwlrq dqg $fwlrq:k\ 1rz" &dq¶w 0hhw 0lvvlrq &ulwlfdo 'hpdqgv 8qdeoh wr +luh