21
VA U.S. Department of Veterans Affairs Office of Human Resources and Administration Office of Human Resources & Administration (HR&A) Assistant Secretary, HR&A, Ms. Gina Farrisee BRIEFING FOR THE NATIONAL VETERANS SMALL BUSINESS ENGAGEMENT James Grier Robert Harrison Fernando Huerta December 912, 2014

VA U.S. Department of Veterans Affairs Office of Human ... · PDF fileVA U.S. Department of Veterans Affairs Office of Human Resources and Administration ... (Improve Veteran Wellness

Embed Size (px)

Citation preview

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Office of Human Resources & Administration (HR&A)

Assistant Secretary, HR&A, Ms. Gina Farrisee

BRIEFING FOR THE NATIONAL VETERANS SMALL BUSINESS ENGAGEMENTJames Grier

Robert HarrisonFernando Huerta

December 9‐12, 2014

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Agenda• HR&A Overview (slides 3‐5)• HR&A Organization (slides 6‐16)• HCIP Overview & Evolution (slides 17‐18)• HCIP Alignment with VA and HR&A Goals (slide 19)• HCIP Investment Review (slide 20)• HCIP FY15 HCIP Planned Programs/Projects (slide 21)• Questions

2

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

HR&A Strategic Mission & Vision

Mission: Lead the development and implementation of human capital management strategies, policies, and practices to cultivate an engaged, proficient, and diverse workforce, one that will continue to transform and improve the delivery of services to Veterans and their families.

Vision: HR&A will be a recognized leader in strategically managing human capital transformation and empowering a diverse VA workforce to better serve our Veterans.

3

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

HR&A Supports the VA Strategic PlanHR&A supports the execution of VA’s Strategic Objective 3.1 (Make VA a Place People Want to Serve) and Strategic Objective 1.1 (Improve Veteran Wellness and Economic Security).

HR&A Strategic Goals:

1) Drive VA transformation through strategic human capital engagement, development, and talent acquisition.

2) Cultivate and sustain a culture of performance excellence within HR&A that embodies VA values and supports our customers.

3) Cultivate and sustain a culture that advocates for veteran employment within VA and across the federal space.

4

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

HR&A Designations and AuthoritiesThe Assistant Secretary for Human Resources and Administration is assigned the following designations and authorities:

• Chief Human Capital Officer (CHCO)

• Designated Agency Safety and Health Officer (DASHO)

• Agency Dispute Resolution Specialist (ADR)

• Director of Equal Employment Opportunity (EEO)

5

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

HR&A Organization Chart

6

Total FTE (FY14): 873  Total Budget (FY14): $356.4M

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Corporate Senior Executive Management Office (CSEMO)MissionSupports the entire life‐cycle management of the VA’s Senior Executives and provides full employment services for VA’s senior leaders*, Title 38 SES Equivalent appointees, members of the Board of Veterans Appeals, consultants and experts.

Functions and Tasks• Provides advice and counsel to the VA senior leadership on all matters regarding the Department's senior executive workforce and its management.

• Develops and establishes VA policies and processes needed to support full life‐cycle management of the senior executive workforce.

• Provides personnel services for senior executives.• Manages a proactive recruitment program and effectively manages Senior Executive allocations to ensure resources are aligned with VA’s priorities.

• Administers effective senior executive compensation and recognition and awards programs.• Manages corporate‐level senior executive development programs, in coordination with the Administrations and Staff Offices.

• Supports Government‐wide initiatives to develop and deliver new senior executive programs.

7

* VA Senior Leaders include:  Political Appointees, members of the Senior Executive Service (SES – career, non‐career, limited term, and limited emergency), Senior Level (SL) employees, and Schedule C employees.

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Office of Labor-Management Relations (LMR)MissionPromote labor‐management cooperation throughout the Department to enable VA’s unions and management officials to work as partners in improving the delivery of service to Veterans and their families and in creating a positive work environment for employees.

Functions and Tasks • Co‐chairs the VA National Partnership Council, which advises the SECVA on initiatives that impact employees and promotes cooperative labor‐management relations across the Department.

• Evaluates and interprets Department policies, directives and program guidance, and advises VA leadership on labor management issues.

• Provides education and training on labor‐management issues at all levels across VA.• Acts as the liaison with the National Headquarters of Labor Organizations and represents VA in national‐level negotiations and consultations, as appropriate, under consolidated unit recognitions or national constitution rights. 

• Represents VA before the Federal Labor Relations Authority and the Federal Services Impasses Panel (FSIP) on labor‐management matters. 

• Monitors the effectiveness of labor management programs throughout the Department.

8

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Labor-Management Relations (LMR) -continued

Bargains with 5 major unions that represent nearly 250,000 VA employees: 

1) AFGE‐American Federation of Government Employees ‐ represents  222,006 employees (67.2% of the total workforce)

2) NAGE‐National Association of Government Employees ‐ represents 8,965 employees (2.71% of the total workforce)

3) NNU‐National Nurses United – represents 5,048 employees (1.52% of the total workforce)

4) SEIU‐Service Employees International Union – represents 4,791 employees (1.45% of the total workforce)

5) NFFE‐National Federation of Federal Employees ‐ represents 3,734 employees (1.13% of the total workforce)

9

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Office of Administration (OA)MissionWork through partnerships to provide customer‐focused support services that create a safe and productive work environment.

Functions and Tasks • Manages the Department’s Occupational Safety and Health and Worker’s Compensation programs.• Directs facilities management efforts for VA Central Office (VACO), including building services, Emergency Preparedness and notifications, support for VACO,  and records management.

• Directs the Office of Protocol in direct support to the Office of the Secretary for coordination of events and special meetings.

• Directs VA Transit Benefit Program policy and coordination of fare distribution.• Manages and directs the space and renovation needs for the VACO campus.• Provides support services to VACO organizations and employees including transportation, parking,  mail operations, property management, and media services.

10

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Office of Diversity & Inclusion (ODI)MissionCultivate a diverse workforce and an inclusive work environment that ensures equal opportunity through national policy development, workforce analysis, outreach, retention, and education to best serve our Nation’s Veterans.  

Functions and Tasks • Develops, disseminates, and oversees compliance with Department‐wide policies on EEO, diversity and inclusion matters to ensure a fair, diverse, and inclusive workplace.

• Leads the development of the VA Diversity & Inclusion Strategic Plan and prepares annual, quarterly and ad hoc reports on diversity and inclusion.

• Develops and implements training, consulting, and communications programs and services pertaining to EEO, diversity, and inclusion.

• Develops and monitors outreach and retention initiatives and programs to promote diversity and inclusion throughout the VA workforce.

• Performs workforce analyses  of employment transactions (e.g., hiring, promotions, separations) by employee demographics and identifies trends/barriers impacting workforce diversity.

• Leads the VA Diversity Council and advises the Secretary and senior leadership on emerging diversity issues.

• Whistleblower protection

11

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Office of Human Resources and Management (OHRM)MissionDrive human capital transformation through human resources services and innovative programs in support of Veterans and their families.

Functions and Tasks • Develops, disseminates, and maintains Department‐wide HR policy and guidance to enable VA to attract, recruit, develop and retain high‐performing employees. 

• Provides HR services for more than 4,000 VA Central Office (VACO) staff employees.• Provides Department‐wide human capital analysis and workforce planning services.• Provides leadership for VA Human Capital Accountability and Merit System compliance.• Administers Employee Wellness program.• Implements and manages Telework program.• Manages Child Care Subsidy program.• Implements hiring reform.• Implements and manages USA Staffing, e‐Classification and HR Line of Business programs.• Implements employee engagement efforts.

12

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Office of Resolution Management (ORM)MissionPromote a discrimination‐free work environment focused on serving Veterans by preventing, resolving, and processing workplace disputes in a timely and high quality manner.  

Functions and Tasks • Provides effective processing of EEO complaints filed by VA employees, former employees, and applicants for employment through services that include counseling, investigation, and procedural final agency decisions.

• Serves as the designated lead organization for workplace Alternative Dispute Resolution (ADR) within VA for the prevention and early resolution of workplace disputes and EEO complaints.

• Develops and delivers training for employees, managers and supervisors on the EEO complaint process and ADR services.

• Ensures VA compliance with final decisions on EEO complaints and settlement agreements.• Coordinates the receipt and referral of allegations of discrimination raised by Veterans with respect to key Federally conducted or Federally assisted programs and activities.

13

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

VA Learning University (VALU)MissionProvide enterprise‐wide, competency‐based workforce development for VA employees and leaders.

Functions and Tasks • Develops strategic leaders for a 21st Century VA. • Enhances the skills of employees to contribute to organizational performance. • Manages VA non‐clinical training evaluation and accreditation. • Operates and sustains state‐of‐art learning delivery systems, tools, and applications.• Tracks performance and manages the evaluation/assessment process for Human Capital Investment Plan (HCIP) training and development initiatives.

• Develops and manages outreach and communications to employees on training and development opportunities.

• Provides career mapping and development services through MyCareer@VA.• Operates the VA‐wide Pathways Program Office for the President’s Pathways Initiative• Develops competency models for occupational fields and determines skills gaps which training can address• Provides educational opportunities via academic partnerships• Leverages existing training organizations (i.e. VHA’s Employee Education Services, OIT’s IT Academy, HR Academy, etc.), to provide centralized availability, standardization, policy development and organization of training with a decentralized execution

14

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Veteran Employment Services Office (VESO)MissionDevelop and implement innovative and comprehensive programs, procedures and services to support federal Veteran recruitment, and VA retention and reintegration

Functions and Tasks • Increase the pool of Veteran candidates through outreach and marketing.• Increase the pool of employable Veterans with viable resumes competitive for federal positions• Increase Veteran applicants staffed through the non‐competitive, Veterans preference hiring authority• Provide tailored training to stakeholders on Veteran employment tools, services and authorities• Develop and integrate Veteran retention strategies for VA facilities.• Increase stakeholder awareness and participation in the deployment lifecycle process and facilitate returning service member reintegration through USERRA training and mediation support

• Provide capable federal employment tools and services and staffing support for VEC MOU partners

15

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

Office of the Assistant SecretaryMissionPerforms enterprise‐wide strategic planning and organizational performance; budget and risk management; and program management and acquisition activities that enable HR&A to effectively plan, program, evaluate and govern Human Capital Investments. 

Functions and Tasks • Develops and implements an HR&A Strategic Plan that outlines the long‐term vision and strategies to support VA’s vision of transforming VA into a high‐performing, 21st Century organization. 

• Monitors, evaluates and reports on organizational program performance to ensure HR&A is achieving strategic outcomes and performance goals as outlined in the VA’s & HR&A’s strategic plans.

• Develops and maintains financial processes and capabilities to align the Operating Plan for the HR&A‐Human Capital Investment Plan (HCIP) with PPBE.

• Conducts enterprise program and project management oversight to ensure delivery of HR&A services and goods.

• Manages, facilitates, and provides oversight for HCIP acquisition efforts and strategy.• Coordinates HR&A Conference Certifying Official (CCO) review processes and data call responses to Training Support Office.

16

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

HCIP Overview• Established in 2010, Human Capital Investment Plan (HCIP) was one the VA’s top 16 transformational initiatives to adapt to new realities; leverage new technology; serve a changing Veteran population with a “renewed” commitment. Supports VA’s Strategic Objectives 3.1 (Make VA a Place People Want to Serve) and Strategic Objective 1.1 (Improve Veteran Wellness and Economic Security)

• HCIP is transforming the way VA approaches managing its human capital, including hiring and retaining the best people for VA’s workforce, developing the skills of our employees, creating a healthier and more diverse organization, enhancing employee engagement, increasing the hiring and retention of Veterans, and strategically managing VA talent.

• Over 100 initiatives have been funded, including: leadership and managerial training; TMS (Training Management System); MyCareer@VA; VA for VETS; the HR Academy; SES Collaborative Website & Performance Management; National Diversity Internship Program; VA‐PAS (VA Personnel Accountability System); WIN (Wellness Is Now); Conflict Management Training; Worklife4you; Reasonable Accommodation Program; Pathways; and many others.

17

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

HR&A Goal 1*

Drive VA transformation through strategic human capital engagement, development, and

talent acquisition.

VA Core Principles

• People Centric• Results Driven• Forward

Thinking

VA Core Values• Integrity• Commitment• Advocacy• Respect• Excellence

VA Strategic Objectives

Objective 1.1: Improve Veteran

Wellness and Economic Security.

Objective 3.1: Make VA a Place People Want to

Serve.

HR&A Goal 2

Cultivate and sustain a culture of performance excellence within HR&A that embodies VA

values and supports our customers.

HR&A Goal 3

Cultivate and sustain a culture that advocates for Veteran employment within VA and across

the federal and private sectors.

HCIP Goals/Categories**

1) Developing Leaders and Improving Workforce Skills

2) Increasing Veteran Hiring and Retention

3) Increasing Employee Engagement & Satisfaction

4) Improving Hiring and Promoting Workforce Diversity

5) Improving the Work Environment

How VA Strategy and HR&A Goals are supported by HCIP

18

*HR&A goals outlined in HR&A Strategic Plan

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

VA FTEHR&A FTE

308,300549

315,971645

323,966714

336,920810

340,000+824

HCIP FTE 181 183 321 321 321

FY10 • HCIP Created by VAEB, (supported PMA )

• CSEMO startup

• VALU expansion

• Rent Reduction

FY10 • HCIP Created by VAEB, (supported PMA )

• CSEMO startup

• VALU expansion

• Rent Reduction

FY11 

• TMS Launched

• Executive Order for VESO startup

• Wellness is Now (WIN)

• 800K+ Trainings

• SES Website

FY11 

• TMS Launched

• Executive Order for VESO startup

• Wellness is Now (WIN)

• 800K+ Trainings

• SES Website

FY12• VA Personal Accountability System (PAS)

• National Diversity Internship Prgm

• Workers Comp Improvements

• HCIP Transition Plan • HCIP Operating Plan

FY12• VA Personal Accountability System (PAS)

• National Diversity Internship Prgm

• Workers Comp Improvements

• HCIP Transition Plan • HCIP Operating Plan

FY14‐FY15• HR&A Strategic Plan• Stakeholder & 

Employee Engagement 

• VA University• Pathways• Continuum of 

Leadership Dev (all levels)

• Rent Reduction

FY14‐FY15• HR&A Strategic Plan• Stakeholder & 

Employee Engagement 

• VA University• Pathways• Continuum of 

Leadership Dev (all levels)

• Rent Reduction

FY13 • Expanded eLearning

• Increased learning per trainee

• Increased % Veteran hires

• Increased diversity

• Reduced time to hire

FY13 • Expanded eLearning

• Increased learning per trainee

• Increased % Veteran hires

• Increased diversity

• Reduced time to hire

Inadequate enterprise wide HR planning

No enterprise wide learning and development capability

Poor labor‐management relations

Decentralized executive  talent acquisition & management

Lengthy time to hire   Low Veteran hiring across VA /high Veteran attrition

Inconsistent management of VA’s Workers’ Compensation program

Volume and cost of EEO complaints

Lack of centralized HR Reporting Capabilities

VA HR Challenges

Since inception, HCIP has funded over 100 projects

HCIP Evolution

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

HCIP Investment

$0

$50

$100

$150

$200

$250

$300

FY10 FY11 FY12* FY13** FY140%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

% VA EmployeesServed

SupplyFund

FranchiseFund

StaffOffices

OIG

IT

NCA

VBA

VHA

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Funding by Goals/Category

Improve Hiringand PromoteWorkforceDiversity

Improve WorkEnvironment

EnhanceEmployeeEngagement

IncreaseVeteran Hiringand Retention

DevelopLeaders andImproveWorkforceSkills

Streamlined and Improved Efficiencies

have reduced the cost of HCIP by 29% since inception

* 2012 Return on Reimbursements- Represents late 4th Quarter Return of Funds to VHA** 2013 Return on Reimbursements - Reduction was due to shorter periods of performance on contracts, funding returned in 3rd quarter to Offices

In millions

20

VA U.S. Department of Veterans AffairsOffice of Human Resources and Administration

SUPV AND MGR TRNGO'SECY TRAININGVHA TRAININGMyCareer at VAFM TRNGHRA TRAININGPATHWAYSVBA TRAININGLEGAL TRNGNCA TRNGOI and T TrainingTRANSFORMATION LEADERSHIP TRAININGLVACompliance and Risk ManagementContent ManagementLearning ManagementSYSTEMS MGMTTRNG REQ and SHAREPOINTAll Employee CompetenciesCourse Catalog Training ProgramLDPTraining Evaluation and Quality AssurancePROGRAMS OF STUDYSTRATEGIC COMMEMP DEV MGMTCEU and College CreditsMentoring ProgramTuition Assistance ProgramVIDEO PRODUCTIONSAFETY TRNGTRAINING CONTINUOUS IMPROVEMENTLeadership CompetencyALPLeadership Certification, Academic Affiliation and SuppoForesee Survey

Workflow Tracking ToolHR LOBStrategic Comm. and Outreach ServiceProfessional HR and Program Mgmt ServWorklife4YouEmployee Engagement, Human Capital AnalysisHealth and WellnessWorkforce PlanningCOHRS ImprovementPerformance Management Information SystemLean Six SigmaPerformance Management EvaluationHR Academy

Personnel Accountability System (SPAWAR)Centralized Workers' Compensation ProcessingWarehouse Operations SupportRent‐Lease Space ManagementFederal Workers' Compensation ConferenceAdministration InvestigationWorkspace Modification

National Diversity Internship ProgramRA Centralized FundWRP Centralized Fund

Labor Management Relations

Strategic POP SupportPMO Oversight and Program Management Support ServicesAcquisition Support Services

SES Collaborative WebsiteTalent Management SystemExecutive CoachingBusiness Process‐Systems ArchitectSES Performance Management

FY15 HCIP Portfolio (Planned Projects)

21

ODI

LMR

CSEMO OA

OHRMHRA

VALU

VESOCMS‐Coaching