AT&L Workforce Competency Management Overview LOG FIPT Presentation Lead-in to Assessment

1. AT&L WorkforceCompetency ManagementOverviewLOG FIPT PresentationLead-in to Assessment AT&L HCSP Competency Initiative … Enabling a High-Performing, Agile Workforce

2. AT&L Competency Management Process Jan 22 08 - Apr 08 Nov 07 - Present Competency Validation, Assessment, and Sustainment May 06 – July 06 Sep - 06 - Jun 07 Model Testing & Refinement Framework Development Model Development Collect Existing Competency Data • Phase IV – Validate and Assess • Actions: • Launch competency assessment tool • Analyze results to evaluate model validity and generalizability to the workforce • Goal: • Identify competencies required for superior performance • Evaluate proficiency gaps for validated competencies • Plan for continual updates and use of competency model • Products: • Deliver proven (validated) competency model in HR XML format • Provide competency validation and assessment and obtain Dir, HCI and FA approval • Phase I - Convene an expert panel (EP) • Actions: • Develop a competency framework & input model • EP identifies Subject Matter Experts (SMEs) • EP communicates competency effort to the SMEs • Develop communications package • Goal: • Establish baseline of existing competency model. • Communicate effort • Products: • FA provides list of targeted high-performing SMEs • Obtains expert panel concurrence on baseline competency framework • Obtain approval from Dir, HCI and FA on competency model input • Phase II – Develop the model • Actions: • SMEs review the competency framework and provide essential job data through structured interviews and online data collection tools. • SMEs engaged to identify key “work” situations and competencies contributing to successful performance • Analyze results and develop competency model content • Goal: • Model development and identification of key behaviors • Products: • Deliver Proposed Model Report to Dir, HCI and FA for review • Phase III – Perform a beta test & refine model • Actions: • Collect and synthesize feedback from proposed model report • Pre-assessment communications to workforce • Identify stratified workforce sample • Goal: • Further refine model to include input from functional leads • Obtain FA and Dir, HCI approval for validation assessment • Products: • Obtain concurrence from FIPT on competency model • Obtain approval from Dir, HCI and FA on competency model Proposed Competency Model Report Approved Initial Competency Model V 0.5 Competency Validation & Assessment Report V 1.0 Competency Model Approved Input Competency Model

3. Goals Identified for Logistics Workforce Assessment Evaluate the workforce against the technical and professional competencies required for superior performance on the job • Creates a competency inventory • Mapping out what your workforce does, how critical it is, how often it is performed, and their proficiency level • Enables the identification where gaps exist • Compared to the proficiency standards at entry, journey, and senior levels • Creates linkage between workforce demographics and competency proficiency data that will inform the Logistics community’s human capital planning activities • Additionally, the overall assessment results provided further validation evidence of the LOG competency model • Refine the competency model from feedback • These analyses will help improve curriculum updates, workforce planning, job rotation and assignments Aligned with President’s Management Agenda, Congress, QDR and AT&L Senior Leader

4. Logistics Competency Management Workforce Validation Key Logistical Details of Launch • Assessment will be open from Jan-22 to Feb-8 • We have flexibility up to Feb-25 • Strategy to capture late respondents in place • Tech Support: tregarm@cna.org and Assess@cna.org • Communication pieces are ready • KEY: Notification e-mail with website and password to be sent from CNA on Jan-22

5. Method and Rationale • Processed OSD Labor Relations Coordination and Concurrence • Assessment includes a randomly selected stratified sample of the LOG workforce (2,184 total to be e-mailed) • DAU & CNA selected by component e-mail address • E-mail employees to be e-mailed a link to online assessment • Confidentiality of employee data protected through independent assessment • No results will be given at the individual level • Only component and OSD results are to be reported • Push a ’High Response Rate’ with communications • Communications from senior leaders to line supervisors should boost response • Weekly status reports will provide updates    • Supervisors Role in Assessment • Supervisor validates employee self assessment of proficiency • Supervisor only rates employees who take the assessment and who named them as raters • Supervisor (only) determine career level (entry, journey, senior) of each employee

6. Workforce Communications and Awareness • Brief at FIPT (11-Jan) • Letter from Senior Logistics Leader(s) to LOG workforce (14 Jan 08) sent by DAU • Awareness Announcements to Workforce (16-20 Jan 08) • Support emails from FIPT members • Deploy Assessment Employee Email (22 Jan 08) • User ID and password • Timeframe for Completing Assessment • Weekly follow-up email • Identified Supervisor Deployment Email (1 Feb 08) • Supervisors identified in first wave will be e-mailed (beginning 1-Feb 08)

7. Logistics Competency Management Workforce Validation What Do We Need From You? • Communication Support ! • We have verbiage for you in our communications package • Additional personal tweaks to this e-mail is needed • Emphasize giving participants time to complete the assessment (less than 1 hour) • Communications from senior leaders to line supervisors should boost response

8. Logistics Competency Management Workforce Validation Questions?

9. Logistics Competency Management Workforce Validation What has been done? • LCL experts met with CNA to refine competency elements • Website has been tested and feedback has been collected • A random sample from each component has been selected and will be e-mailed by CNA with login information • Launch details have been finalized • Changes are being implemented and a final round of testing will close Jan-14 • E-mail to be sent co-signed from Mr. Hall and Mr. Anderson to be sent Jan-14

10. Supervisor Participation Is Critical Email survey link to supervisors whose employees took the assessment • This second wave will occur beginning Feb 1, 2008 Supervisors Role in Assessment • Supervisor validates employee self assessment of proficiency • Supervisor only rates employees who take the assessment • Supervisor (only) determine career level (entry, journey, senior) of each employee Combined Supervisor and Employee Ratings of Proficiency Creates Standards • Supervisor Ratings will be averaged to develop an expected proficiency level for the workforce • This will be used to identify the workforce gaps Goal is to achieve 1092 employee-supervisor matched pairs needed to conduct analyses and make conclusions across component at the 95% level of confidence

11. Analysis Business Rules for Inclusion/Exclusion in Sample • Extreme proficiency rating differences between supervisor and employee will be discarded • If employee-supervisor pair incomplete, only importance and frequency ratings will be factored into final results Assumptions/Approach for Reporting Results • Gap scores are combined to make a composite score • Composite score of employee and supervisor data will be compared to a standard • Gaps will be reported based on the magnitude of difference to the proficiency standard to identify most to least critical

12. Phase I Phase II Phase III Phase IV Competency Management Schedule FY08 FY07 Today Career Field 1st Qtr 2nd Qtr 3rd Qtr 4th Qtr 3rd Qtr 4th Qtr Contracting [100% Workforce] KoM – MAR 07 SEP Property KoM – MAR 07 MAR JUL SEP Logistics KoM – JAN 07 SEP JAN Program Mgt KoM – MAR 06 JAN SEP SPRDE KoM – DEC 07 FEB JAN MAY JUL SEP BCEFM KoM – DEC 07 JUL FEB SEP MAY JAN T & E KoM – JAN 08 MAY JAN SEP MAR KoM = Kick-Off Meeting

13. Sample Size Criteria Assumptions: 1. Assume a 50 percent response rate 2. Stratified sample based on component population Using components to stratify the sample we need: Note: Samples are different with similar population numbers due to differing stratification across components. If you have a large concentration of staff in one or two major components you will need less than expected from those areas