Current Tides in Workforce and Succession Planning

1. Current Tides in Workforce and Succession Planning Linda Walk Social Security Administration 2010 IPMA-HR October 5, 2010

2. Agenda • About SSA • Predicting the Wave • Conquering the Wave

3. About SSA - Our Workforce • Over 1,400 offices serving the public • Global presence with U.S. embassies • Over 66,000 employees: • 6,600 supervisory positions • Average age 45.9 • Average years of service 16.2 • Diverse workforce: employees mirror the public who we serve • SSA touches the lives of 94% of the American public. • For many people SSA is the face of the Federal government.

4. About SSA - Basics As the world's largest social insurance program, Social Security helps 50 million people a month. We administer these major programs: • Retirement and Survivors Insurance program, which pays benefits to insured workers, their dependents, and survivors; • Disability Insurance program, which pays benefits to workers who are disabled or blind, and their dependents; and, • Supplemental Security Income (SSI) program, which provides benefits to people with limited income and resources who are 65 or older, or who are blind, or disabled. Social Security also works closely with the Centers for Medicare and Medicaid Services to provide public assistance with the cost of health care premiums. Mission: “Deliver Social Security services that meet the changing needs of the public.”

5. About SSA – Services • Pay benefits to 60 million people every month • Process 7.9 million new benefit claims • Conduct 799,000 hearings • Process over 2.4 million non-disability SSI redeterminations • Issue 19 million Social Security Number cards • Process 245 million earnings items to workers’ earnings records • Issue 154 million Social Security Statements • Process 1.2 million Medicare subsidy applications

6. Predicting the Tide

7. SSA Workforce – Retirement Forecast Actual Projections

8. Conquering the Wave

9. Succession Planning – Best Practices S - Support of top leadership A - Address human capital challenges: link to agency strategic plan, leadership diversity, hiring, retention, development, leader bench strength, mentoring. I - Identify talent from multiple organizational levels, early in careers, or with crucial skills. L - Leadership Development: formal training and developmental assignments.

10. Executives - Acuity Vision External Awareness Strategic Thinking Entrepreneurship Managers - Adaptability Technology Management Financial Management Human Capital Management Partnering Political Savvy Supervisors - Ability Accountability Decisiveness Influencing and Negotiating Developing Others Conflict Management Public Service Motivation Teambuilding Creativity/Innovation Technical Credibility All - Awareness Problem Solving Quality Service Interpersonal Skills Continual Learning Leveraging Diversity Flexibility Integrity/Honesty Resilience Oral Communication Written Communication Leadership Development SES Career Development Program AdvancedLeadership Program Leadership Development Program

11. Innovative Regional Programs • SEATTLE • Above and Beyond Program • GS–5 through GS-11 • Job Enhancement Program (JEP) • All grades through GS-14 • Successful Tools for Achieving Results (STAR) Conference • All Regional Employees • CHICAGO • Special Opportunities to eXcel (SOX) • GS–2 through GS-8 • Chicago Upward Bound (CUB Program) • GS-9 through GS-12 • Fresh Incentives for Regional Excellence (FIRE) • GS-13 and GS-14

12. Questions? Linda Walk Social Security Administration (410) 965-8171 Linda.Walk@ssa.gov www.ssa.gov