AT&L Workforce Competency Management Overview LOG FIPT Presentation Lead-in to Assessment AT&L HCSP Competency Initiative … Enabling a High-Performing, Agile Workforce

2 Framework Development Framework Development 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 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 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 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 AT&L Competency Management Process Model Testing & Refinement Model Testing & Refinement Model Development V 1.0 CompetencyModel Proposed Competency Model Report Approved Initial Competency Model V 0.5 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 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 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 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 Collect Existing Competency Data CompetencyValidation & Assessment Report Approved Input Competency Model Competency Validation, Assessment, and Sustainment Competency Validation, Assessment, and Sustainment May 06 – July 06Sep Jun 07 Nov 07 - Present Jan Apr 08

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: and Communication pieces are ready KEY: Notification 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 ed) –DAU & CNA selected by component address – employees to be ed 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 s from FIPT members Deploy Assessment Employee (22 Jan 08) –User ID and password –Timeframe for Completing Assessment –Weekly follow-up Identified Supervisor Deployment (1 Feb 08) –Supervisors identified in first wave will be ed (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 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 ed by CNA with login information Launch details have been finalized Changes are being implemented and a final round of testing will close Jan-14 to be sent co-signed from Mr. Hall and Mr. Anderson to be sent Jan-14

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

13 Sample Size Criteria Assumption 50%Population # Sample Size based on Component Breakdown PM LCL SPRDE SE BCEFM Property530 Using components to stratify the sample we need: Assumptions: 1. Assume a 50 percent response rate 2. Stratified sample based on component population 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