Impact and Implementation of the Civilian Human Resources Agency (CHRA) USA Staffing Pilot December 2009

2 The Challenge as We See It Our manual recruitment system needs help to meet the recruitment and hiring requirements of 2010 and beyond….. Our current business processes are in need of improvement - NOW Developing an Army-unique automated recruitment system is cost-prohibitive and will take too long to develop, test, and deploy Existing systems are unlikely to meet 100% of Army’s complex requirements out of the box

3 LONG-TERM Acquire and deploy an automated Enterprise Staffing Solution to replace the existing manual processes, that… Integrates all aspects of recruitment from identification of vacant position to Entrance-on- Duty of new employee Ensures recruitment process is competitive with private industry Standardizes and streamlines common HR processes, forms, templates, metrics, reports across DoD The Challenge as We See It

4 Existing manual recruitment system presents challenges in meeting today’s requirements. We need to find a way to fill jobs more efficiently by incorporating automation into the process. Feedback from applicants and managers indicate a desire for a more user friendly, transparent system Manual processes are inefficient and susceptible to errors It is difficult to maintain accountability It is impossible to interface with any type of automated program or system Wastes valuable time and money Why Replace Manual Processing

5 SHORT-TERM Find and test alternative systems to identify which system BEST fits Army’s needs The Challenge as We See It

6 Six months in six Regions (Far East is not participating) March 2010 through September 2010 Varied usage to test an applicant intake and evaluation system already in widespread use throughout the Federal government Job Postings: USAjobs.gov will continue to be utilized for vacancy announcements Army jobs open to Army employees will be posted to CPOL or USAjobs or both Easy to use web-based job application software Includes applicant friendly Helpdesk procedures Pilot: USA Staffing The USA Staffing “Test Drive”

7 Applicant Friendly Create a profile and a master resume to apply for Federal (APF and NAF) jobs Respond to specific occupation- and job-based questions Applicant responses facilitate rapid identification of those who do not qualify or who are not eligible to apply for the job Applicants receive automatic notification of their status Applicants can check the status of all federal government job applications in one place May attach documents to their Resume - DD Form 214s, transcripts, awards, licenses USA Staffing Features

8 Primary Application Change USA Staffing Attachments allowed Answer job-related questions on announcement Automatic notification of change in status Significant Changes Applicants will know the job-related knowledge, experience, skills he/she will be evaluated on instead of “guessing” at the skills to be matched through manual screening. Applicants get to answer job- related questions to address and highlight their skills. Process will benefit the truly interested and highly qualified applicants by allowing them to promote their job-related skills

9 This is your opportunity to test, provide feedback and influence a potential future Army/DoD system. Why Participate?