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DeCA's Workforce of the Future: Program Management Overview

Discover how DeCA's Workforce of the Future (WOF) program is revolutionizing their field offices. Learn about the A-76 goals, multi-skilled workforce benefits, implementation strategies, and training programs. Explore the innovative prototype tests and the transition to the new National Security Personnel System (NSPS). Dive into the philosophy linked to the strategic plan and the performance management directives shaping the future of DeCA's workforce.

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DeCA's Workforce of the Future: Program Management Overview

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  1. Chief, Human Resources Field Office Ms. Diane Pedrick

  2. DeCA’s Workforce of the Future Briefing

  3. Program Management WOF • A76 • Budget Reductions • NSPS • Prototype Test • Philosophy Linked to Strategic Plan • New PDs • Implementation

  4. Program Management WOF WHAT IS A WORKFORCE OF THE FUTURE STORE? • A WOF store is a living, active model that allows DeCA to evaluate: • Multi-skilled workforce • Whole store training plans • New ideas, concepts and processes

  5. Program Management WOF 1st PROTOTYPE TEST:SMOKEY POINT, WA, JAN 05 - PRESENT • Baseline established; evaluation conducted Jun 05 • Productivity up 5% • Personnel costs down 3.6% • Operational costs down 7.1% • Employees/managers supportive of concept

  6. Program Management WOF AGENCY A-76 GOALS • FY06: 583 positions • Smokey Point, WA • Grand Forks, ND (2nd test site) • Hawaii Zone • FY07: 959 positions • FY08: 1278 positions

  7. Program Management WOF PRIVATE INDUSTRY MODEL • Multi-skilled workers and managers • Work where needed, when needed • “Whole store” concept • Team oriented • “Grow our own” Store Associates • GS-01 to GS-04 18 Month “intern” program

  8. Program Management WOF WHY MULTI-SKILL? • Capitalizes on employee talents • Skill-based pay approach • Focus on customer service • Provides bridge into management • Mirrors private industry best practice

  9. Program Management WOF EMPLOYER OF CHOICE • Transformation of stores • Rewarding work experience • Awards/recognition • Department rotation • Communication • Efficient and effective • Customer service

  10. Program Management WOF WORKFORCE OF THE FUTURE POSITION DESCRIPTIONS • Fewer PDs covering more duties • Developmental PDs support learning and growth • Smokey Point, Grand Forks and Hawaii employees successfully performing duties in new PDs

  11. Program Management WOF PERFORMANCE MANAGEMENT • Transition to new Standardized Performance Plans • Performance feedback will be gathered from supervisors and leaders for final rating • DeCAD 50-7, Performance Management Directive still applicable • All current and future store associates must have a non critical sensitive background check, SF 85-P

  12. Program Management WOF WOF TRAINING • Store Associate Training Plan for GS 1-4 • Structured training program • Appropriate knowledge and skills taught for each grade • In-store trainers • Checklist to document all training • Training scheduled during work time • “Store Associate Certification”

  13. Program Management WOF PLACEMENT OF CURRENT EMPLOYEES • VERA/VSIP • Place employees through RIF • No permanent employees separated • No loss of pay • Status Quo Conversion • No reduction in hours • No change in shifts

  14. Program Management WOF GS-STORE ASSOCIATE – PROGRESSION GS-1GS-2GS-3GS-4 Customer Service Customer Service Customer Service Customer Service Sec/Safety Sec/Safety Sec/Safety Sec/Safety Housekeeping Housekeeping Housekeeping Housekeeping Cashier (Trainee) Cashier (Trainee) Cashier Cashier Merchandising (Limited)Merchandising (Full Perf)Merchandising - Grocery - Grocery - Grocery - Meat - Meat - Meat - Produce - Produce - Produce Store Worker (Limited) Store Worker (Full Perf) Store Worker - Receiving - Receiving - Receiving Accounts Maint Accounts Maint QAE (Clerical) QAE (Clerical) CAO (Clerical) CAO (Assist) Computer Ops Supply (Clerical) Promotion tied to training plan/performance

  15. Program Management WOF • “If we take care of our employees, they will take care of our customers and our business.”

  16. DeCANational Security Personnel System(NSPS) Implementation & Deployment

  17. NSPS is Coming to DeCA • Initial deployment is limited to non-bargaining unit employees and all GS-13s & above • Could affect up to 5,300 agency employees • Directed mandate linked to DoD goals • High performing workforce & management • Agile/responsive workforce & management • Credible & trusted • Fiscally sound • Slated to start implementation—Oct 07 under NSPS Spiral 2

  18. NSPS • Overarching mission objective • Right employee in right job with right skills at right time & right cost • Performance based, market sensitive system • Individual performance expectations are linked to organizational goals • Each employee is responsible for individual success • Employees & supervisors openly discuss individual performance goals & expectations

  19. NSPS • Provides new opportunities for pay increases, rewards & career progression • Greater opportunity for supervisors to recognize & reward high performers • Many human resources (HR) processes are simplified & shortened • No loss of pay during conversion • Some employees may receive a pay increase • Employees will receive a salary increase equal to the amount they have earned toward their next Within Grade Increase through a pro-rated buy-in method

  20. NSPS • Safeguards employee rights & protections—many things aren’t changing • Merit system principles • Rules against prohibited personnel practices • Whistleblower protection • Veterans’ preference • Benefits (retirement, health, life, etc.) • Anti-discrimination laws • Fundamental due process • Allowance & travel/subsistence expenses • Training, leave and work schedules

  21. NSPS • NSPS supports the DeCA Strategic Plan, Goal 2 —transforming the workforce • Actions to date • Approved Business Needs Statement • Business Case is now in development • Training development has started • Executive Steering Council (ESC) expanded task added • Responsible for overall implementation guidance • Project status will be briefed at DCPR

  22. NSPS • Overarching Integrated Product Team (OIPT) appointed • Supports the ESC; develops agency policy • Decides how pay pools will be established and managed • Consists of 18 voting member (mostly GS-15s) • HQ FPOs with HR Director chair • Each region has one vote--deputy director level • NSPS Working Group appointed • Consists of key HQ FPO representatives and the HR Deployment Team • Provides support to the OIPT • Develops NSPS business case & gains approval • Plans and executes deployment of NSPS throughout DeCA

  23. NSPS • HR Deployment Team appointed • Consists of 10 key HR practitioners • Advanced NSPS training • Conducts NSPS updates to HR systems affected • Provides advisory guidance & support to NSPS teams • Develops agency-level HR policy & resolves issues • NSPS Project Manager assigned • Deb Brian, HR Special Projects Officer • For more information on NSPS (training, brochures and fact sheets, etc.) go to: http://www.cpms.osd.mil/nsps/

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