DON HR Intern Program Developmental Process and Tools

1. DON HR Intern ProgramDevelopmental Process and Tools DON HR Intern Program Brief Office of Civilian Human Resources (OCHR) August 23, 2010

2. Briefing Outline • DON HR Community Development • HR Intern Program Objectives • HR Community Development Strategy • DON HR Competency Model • DON Community Career Framework • DON HR Portal • DON HR Intern Program - Developmental Tools and Process: • Master Training Plan (MTP) • Competency Rating Tool (CRT) • HRSC and HRO Rotational Schedule • What We Need From Program Stakeholders

3. DON HR Intern Program Objectives To serve as: • A key source of intake for high potential HR professionals with: • Excellent academic standing • Varied professional experiences • Clear interest in and a commitment to a career in HR • A tool to facilitate continuance of HR skills and competency capacity throughout the HR Community Provide a 2-year developmental cycle that ensures: • Standardized development of foundational and technical competencies supportive of DON HR workforce needs • Continuity of development during the 2 year program • HR Intern’s are equipped for successful careers within the DON HR Community

4. HR Community Development Strategy Design for maximum usability and maximum use of technology

5. DON HR Competency Model Intermediate/Journey Expert Entry/Developmental • Ability to think strategically • and creatively • Cultural Management Strategic Partner • Strategic decision-making • Possesses marketing and • representational skills • Ability to influence others to • act Change Leader • Understands and works • with teams • Designs and implements change process • Resolves conflicts • Practices and promotes ethical • behavior • Coaches and develops others • Values and promotes diversity • Able to build trusting relationships • Effective communication Employee Champion • Performance Management • HR Systems Development * • SES Life Cycle Management * • Compensation Management • Assessment/Measurement • Position Classification • Recruitment and Staffing • Labor and Employee Relations • Equal Employment Opportunity * • Workforce Development * Technical Expert • Knowledge of agency’s • mission • Knows business processes to • improve efficiency and • effectiveness • Knows business systems thinking • Knows the value chain • Knows the value proposition • Financial Management Business Knowledge • Integrity/Honesty • Self-development/Continual • Learning • Resilience/ • Organizational Commitment/ • Public Service Motivation • Flexibility • Decisiveness Enabling Attributes * Denotes competencies being validated by DON HR Subject Matter Experts.

6. DON Community Career Framework

8. Developmental Tools and ProcessesMaster Training Plan Technical Competency, Proficiency Level Description, Abilities, Enabling Attributes

9. Developmental Tools and ProcessesMaster Training Plan (cont’d) Training and Developmental Activities Plans for 1st and 2nd Year * Learning Methods Legend: 1- Open Enrollment Courses; 2-Web-based Training or Job Aids; 3-Experiential Assigned (Supervised activities or Demonstration Projects); 4-Mentoring/Shadowing Senior Staff; 5-Professional Publications, Organizations and Conferences; 6-Reading Professional/Technical Materials

10. Developmental Tools and ProcessesCompetency Rating Tool

11. DON HR Intern HRSC and HRO Rotations *Each placement should ensure that interns rotate according to this schedule and supplemental training events are provided to coincide in a timely manner within the developmental rotations.

12. What We Need From Program Stakeholders Agreement to: • Follow program policy and processes • Fully support the HR Interns in their developmental process as: • Effective supervisors and/or rotational sponsors • Mentors and Coaches • Subject Matter Experts and Role Models • Participate in program information sharing and discussion sessions • Assist OCHR in evaluating and improving the program for the next HR Intern cycle

13. DON HR Intern Program Questions?