Redstone Executive Workforce Committee

1. Redstone Executive Workforce Committee

2. Redstone Executive Workforce Committee • Created to ensure a successful implementation of BRAC from a workforce perspective • Made up of leadership from Redstone Commands and the TV BRAC Community • Staff committee meets regularly to work mitigating strategies, reports to leadership quarterly • Goal is to minimize workforce turbulence related to BRAC by: • Utilizing local leaders to synchronize Government and community actions • Centralizing focus of activities, optimizing synergy • Sharing information • Leveraging “power” of leadership when necessary The whole is greater than the sum of the parts

3. Mitigating Strategies Community • Maximize number of personnel who transfer with their positions • Actively recruit to fill potential vacancies from other locations • Build larger base of qualified, entry-level personnel Government • Improve Personnel System’s ability to rapidly react • Actively recruit to fill potential vacancies from other locations

4. Maximize Transfers – Community Objective • Encourage personnel to move with their positions to the Tennessee Valley to reduce the direct impact on the organizations currently based here Approach • Conduct Town Hall meetings to educate potential transfers • Address issues raised in Town Hall meetings • Initiate one-on-one and general marketing campaigns Actions • 5 Town Hall meetings have been held • A spousal job fair was added to last event • Created www.tennessee-valley.org website • Monthly lunchtime video teleconferences • Tennessee Valley e-newsletter • Survey shows top concerns are spousal employment and K-12 education

5. Recruit from Other Locations – Community Objective • Actively recruit to fill corporatevacancies from other locations Approach • Develop/implement coordinated workforce recruitment strategy Actions • Identified geographic and media markets to concentrate recruiting efforts • Conducting community recruiting events in those markets • Developed a recruiting website, www.asmartplace.com, geared toward job seekers

6. Increase Entry-Level Base – Community Objective • Provide increased number of entry-level employees to fill vacancies Approach • Establish consortium of state and regional colleges / universities with capacity to provide entry-level graduates in high-demand fields • Increase number of undergraduate / graduate students to fill requirements • Build pipeline from high school to two- and four-year programs Actions • Promoting career awareness and skills development in K-12 • Identifying and addressing causes of attrition in college • Seeking support for tuition and housing assistance to increase the number of co-operative education students at Redstone Arsenal

7. Improve Personnel System’s Ability to React – Government Objective • Identify process, procedure or regulatory modifications which can be implemented which will improve the Personnel System’s ability to rapidly react Approach • Review local personnel policies • Identify non-local personnel policies which hamper rapid execution Actions • Established the Redstone Steering Committee of personnel representatives across the Arsenal • Working with the Department of the Army to issue an Executive Order for special spouse appointment authority at BRAC sites • Modifying job announcements to include link to www.tennessee-valley.org for more information on the Tennessee Valley • Identifying alternate strategies to fill government positions

8. Recruit from Other Locations – Government Objective • Actively recruit to fill potential Governmentvacancies from other locations Approach • Identify and prioritize potential recruiting targets • Actively recruit to fill potential vacancies from other locations Actions • Developed a Strategic Recruitment Plan • Working with the Tennessee Valley Corridor on an initiative to recruit/train NCOs to fill BRAC-related needs