Management Deputy Update

1. Management Deputy Update Eloris Speight Acting Deputy Chief for Management August 2009 APIO

2. Recovery Act (ARRA) Initiatives • Awarded six (6) nationwide Indefinite Delivery, Indefinite Quantity (ID/IQ) contracts for Architect-Engineering Services • Contracts provide for services in four main areas: • Dam Assessment, • Design Service, • Design Reviews, • Construction Management • The ID/IQs can support any and all USDA NRCS programs that require A-E services

3. Recovery Act (ARRA) Initiatives • Awarded three (3) nationwide Indefinite Delivery, Indefinite Quantity (ID/IQ) contracts for contracting and grants administration support Services • Contracts provide for services in four main areas: • Pre Award Services • Award Services • Post Award Services • Grants and Agreements Administration • Initially task orders will be issued from the NHQ

4. Section 1619 of the Farm Bill • Prohibits release of agricultural producer information related to USDA programs • including to our partners (e.g., Conservation Districts) • Developed a template for partners to “acknowledge” compliance with 1619 • received approval from OGC

5. Section 1619 of the Farm Bill • Template to be used at State level with Partner organizations • replaces individual certifications • Bulletin and Template are in final review and will be distributed within the next two weeks • POC: Terrell Erickson, Acting Associate DCM (202) 720-9480

6. H1N1 Flu Preparedness • The Center for Disease Control anticipates • more cases • more hospitalizations • more deaths associated with this pandemic • Now is the time to have conversations about how your office will endure the coming flu season • Key strategies to maintaining a healthy work environment • social distancing • employee education • facility preparation

7. H1N1 Flu Preparedness • Local copies of Pandemic Plans should be updated so all employees are aware of supply procurement and HR flexibilities • For questions regarding Flu Preparedness • contact Rebecca Roggenbuck • Continuity of Operations Coordinator, at 202-720-9390

8. Human Capital Vision • Conservation First, People Always

9. Five Strategic Goals • Goal 1: Leadership • Goal 2: Recruitment & Retention • Goal 3: Performance Culture • Goal 4: Talent Development/ Knowledge Management • Goal 5: Human Capital Effectiveness

10. Goal 1: Leadership • Develop leaders to ensure NRCS achieves conservation success through cooperative and innovative approaches for its investment in and delivery of products, technology, and services

11. National Leadership Development Program • Leaders Growing Leaders • 30 program participants • NRCS leaders trained • Interviewers • coaches • mentors

12. National Leadership Development Program • Leaders Growing Leaders • Class One has completed their first two residential sessions: Orientation Training in Raleigh , NC and Cohort Workshop in Albuquerque, NM • Two sessions remain: Policy Seminar and Capstone Symposium in Washington, DC • Luis Hernandez, President of NOPHNRCSE, is a participant in Class One • Chief White has approved Class Two • Dates to be determined.

13. National Leadership Development ProgramLearning Methodology

14. Goal 2: Recruitment & Retention • Develop effective strategies to recruit and retain a highly skilled and diverse workforce • to meet customer needs • to propel the agency in becoming the Employer of Choice

15. Recruitment and Retention Project Status • Conducted Research • an agency-wide staff survey to gather information regarding recruitment and retention. Received 3997 responses, 34% response rate, posted on my.NRCS • Labor Market Study • Best Practice Study • Facilitated three design team meetings • 15 member team • Representing 10 states and NHQ, Diverse in RNO, Gender, Position, Age and Seniority • Utilize a 4 step recruitment lifecycle throughout project • Strategic workforce planning for recruitment • Branding and sourcing to diverse populations • Recruiting methods and processes • Assessment, selection, hiring, onboarding and retention • Developing Proposal

16. End-to-End Hiring Initiative • Directive from OMB and OPM • Focuses on overhauling the Federal hiring process • Automated hiring process

17. Goal: Institutionalize Mentoring A mentoring framework that includes everything needed to implement a comprehensive, research-based mentoring program.

18. Transfer NRCS Institutional Knowledge Enhance Employee Skills Ensure a Pipeline for Succession Planning Increase Employee Retention Attract Top Talent Strengthening the Foundation of NRCS Mentoring Framework Objectives

19. NRCS Mentoring Program • Component of Career Development Process • Objectives • Employee retention • Career development • Enhanced communication • Preservation of Agency knowledge

20. Overview of Mentoring Roles The Mentoring Coordinator is responsible for managing and overseeing NRCS Mentoring in the local area. Protégé A protégé is someone who wants to enhance his or her professional experience by learning new skills and participating in new opportunities. Mentor A mentor is an experienced employee with a specific skill or knowledge in an area that aligns with the protégé’s developmental need or interest. Supervisor – A supervisor should be actively engaged in supporting NRCS Mentoring by allowing employees to take time to participate and securing funds and other resources for mentoring activities.

21. Goal 3: Performance Culture • Advance to a results–oriented culture that: • fosters innovation and creativity • motivates staff • sustains a high performing and diverse workforce

22. Performance Culture - Update • Performance Guidance • National Bulletins • Performance Appraisals-2009 • Performance Plans-2010 • Distributed in August 2009 • 2010 Performance Planning • Templates • State Conservationist • State Administrative Officer • 457 Series (Soil Conservationists) • 458 Series (Soil Conservation Technician) • Series 470 (Soil Scientists, MLRA Soil Survey Leader)

23. Performance Culture - Update • 2010 Performance Planning Templates • Administrative Assistants • Series 810 (Civil Engineering) • 201 Series (Human Resources Management) • Assistant State Conservationists

24. Performance Culture - Update • Training • Performance Management in USDA • On-line training course available on AgLearn • Mandatory for Supervisors/Managers and Human Resource Practitioners • “Giving and Receiving Feedback” • Blending learning experience with online and classroom components

25. Goal 4: Talent Development/Knowledge Management • Develop, promote, and retain a culture of continual learning to ensure that the workforce has the competencies to achieve the NRCS strategic goals • Foundation • Venture • Management Initiatives

26. Talent Development Strategies • Establish baseline of training and development activities - minimum 1% of payroll investment • Develop competency models • Develop curricula of courses to provide progressive learning rather than only isolated courses • Deliver Conservation Boot Camp to new employees • Design and deliver Conservation College as the next logical step in technical skill development • Continue to enhance distance learning capability for greater access to training opportunities • Deliver Administrative Trainee Program

27. Talent Development Strategies Flexible Training Accounts • Flexible Training Accounts serve as a basis for partial funding of critical Agency training; • Organization leaders reserve training slots (Training Units) with current no-year and multi-year funds for designated training during the subsequent year; • A Training Unit (TU) is defined as NEDC sponsored instructor led classroom training (up to 5 days) at a cost of $1650; • Flexible Training Accounts are used to finance all costs (including travel & per diem of participants) associated with training for each designated participant;

28. Talent Development Strategies Flexible Training Account Courses 2010 • Basic Soil Survey (Field and Lab) • Civil Rights Compliance for Program Delivery • Concrete Fundamentals • Construction Inspection • Contract Administration for Construction Contracts • Managing for Excellence • Orientation for New Employees • Prescribed Burning • Soil Quality Assessment and Application (Field Staff Only) • Supervising for Excellence • Conservation Boot Camp

29. Training Needs Inventory • The National Employee Development Center (NEDC) conducting training needs inventory (TNI) • Deadline extended to August 31, 2009, for states to submit projected training needs for FY 2010. • FY2010 scheduled offerings are based on data collected from the states during TNI.      • For more information see NB 360.9.47 on NRCS eDirectives   

30. Goal 5: Human Capital Effectiveness • Ensure that Human Capital Management is recognized as a critical component of the agency’s mission and that human capital strategies, programs and systems are aligned and measured to effectively achieve agency goals

31. Human Capital Effectiveness Strategies • Alignment and Accountability Systems • Human Capital Planning Process • Workforce Planning Process • Structure and Staffing aligned with customer needs and changing business requirements • Strategic Plan, Human Capital Plan, Budget, Performance Plans Aligned

32. Next Steps • Continue to Communicate Strategies • Update Human Capital Strategic Plan • Administration’s Priorities • Secretary’s Priorities • NRCS HC Priorities • Solicit Employee Participation • Continue to Implement Strategies

33. Summary • Human Capital Strategic Plan • Contains 5 Strategic Goals with corresponding Strategies, and Initiatives • Leadership • Recruitment and Retention • Performance Culture • Talent Development/Knowledge Management • Human Capital Effectiveness

34. Human Capital Vision • Conservation First, People Always