Recruitment: Report Out Pat Hemphill- MVD-MVK Andrew Posma- POD-POA

Recruitment Strategic Gap: Ineffective & inefficient recruitment process Strategy: Obtain direct hire auth Institutionalize HR/Mgr Recruitment plan Manager accountability/culture change Possible Obstacles: Corps corporate selection policies (leadership interviews) Culture: position description, selection panels, interview structure, announcement strategy

Recruitment Required Resources: Dedicated resources (DHA business case analysis) Top leadership commitment Training (overhead $) Metric: % fill Time to fill Quality of Recruits (w/OPM)

Recruitment Strategic Gap: Workforce planning is not consistently defined or prioritized Strategy: Develop a corporate planning model Educate & train Managers Implement and measure effectiveness of the plan Focus supervisors

Recruitment Possible Obstacles: Workload projection Lack of understanding and Command Emphasis Time constraints/workload CoPs not integrated into workload/force analysis Supervisor ratio Required Resources: Funds & People Metric: Target fill vs on-board strength % of managers trained/educated % of workforce plans developed and reviewed annually during 3rd Q

Recruitment Strategic Gap: Lack of USACE Corporate Recruitment Strategy Strategy: Hire marketing firm (industry business mgt process) Develop/employ strategic marketing and recruitment team Develop/implement recruitment toolbox (SMART) Possible Obstacles: Funding Corporate (HQUSACE) vs regional/local (Div/Dist) focus Branding compensation Corporate buy-in Fiscal law implications (marketing firm procurement) Confusion between DoD SMART and strategic marketing/recruitment programs

Recruitment Required Resources: Metric: Funding Corporate buy-in Hiring qualified employees Vacancy rate (change) Number of resumes received Diversity of workforce Brand awareness

Recruitment Strategic Gap: Strategy: Total Compensation – Perception that total compensation packages is not competitive with private industry. Strategy: Identify and Educate Managers and Supervisors Authorize compensation packages to be determined by the hiring manager (Flexibility) National level funding for incentives

Recruitment Possible Obstacles: Required Resources: Metric: Risk Budgets are project Funded Authorization at District levels Required Resources: Budget HR for training/awareness Pre-approval Metric: Incentive Use –How often and which ones # of Hires Retention after 1 year Survey of new employees

Filling OCONUS Positions Strategic Gap: Concerns/misconceptions of OCONUS assignments Strategy: Counter the “Fears” of the Unknown, Process, Existence, Failure, Injury Create a Marketing Campaign (Professional/Comprehensive) Explain Deployment Process Why the Corps is there What type of work is being completed Explain Operating mission Explain Benefits ($)

Filling OCONUS Positions Possible Obstacles: Selecting the Media Platforms to disseminate info, multiple population targets Funds to develop commercial contract Media/public perception, “Are we telling the truth” Required Resources: Public Affairs contract Funding for a Marketing Campaign Metric: Number of positions filled

Filling OCONUS Positions Strategic Gap: OCONUS Tour Planning Strategy: Develop a Deployment Cycle consisting of a Departure plan, Backfill plan, Return plan Develop a supervisors Toolbox of Options Backfill sources consist of: Contract, over-hire, retiree recall, interns, utilization of term/temp appointment, developmental promotion/assignments, Stateside schedule A authority, Build deployable positions into the permanent workforce (GWOT)

Filling OCONUS Positions Possible Obstacles: Stateside Schedule A authority doesn’t exist (Solution: OPM) Noncompetitive hiring authority of schedule A upon return. (Solution: OPM/legislative) Required Resources: Help from OPM HQ template development of plan Metric: Plan for 100% target fill

Filling OCONUS Positions Strategic Gap: Small available pool of personnel inside the Corps Strategy: Expand the aparent “Small Available Pool of Personnel” Position descriptions for Quality Assurance to qualify journeyman level applicants for engineering (WG4749) Marketing campaign Public Hire Sched A Professional Organizations Personal Services Contract Hires FCIP Interns Utilize SMART, Recruitment Incentives Other DOD/Other Gov Virtual Workforce/Virtual Site Visits Reach back Hires

Filling OCONUS Positions Possible Obstacles: Classification process USACE/Centric mentality Local market supplement funds Getting a WG deployed Required Resources: HR Task Force Metric: Number of applicants available Number of positions filled

Recruitment BHAG East/West 2 HROs (currently CPACs) –USACE only National/USACE recruitment effort w/ selections made locally “Super” employment USACE web page w/embedded links

Recruitment BHAG Continued Request some type of Corps-specific hiring authority in sync w/national recruitment Virtual locality pay LMS by occupational series National USACE contrct to provide non-governmental in nature services.

Questions ?? Jeannie.a.davis@usace.army.mil Recruitment Questions ?? Jeannie.a.davis@usace.army.mil