1. HUMAN CAPITAL CONSULTING Hanna Pillion

2. ABOUT ME: CAREER PATH  University of Maryland, B.S. Psychology  University of Baltimore, M.S. Applied Psychology I/O  Bloomberg BNA, Survey Research Analyst  Export-Import Bank of the United States, Personnel Psychologist (Human Capital Strategist)  FMP Consulting, Human Capital Consultant

3. CONSULTING PROJECTS  Workload Models  Competency Modeling  Selection Assessments  Employee Engagement  Workforce Planning  Survey Design and Analysis  Training Evaluation

4. FOSTERING EMPLOYEE ENGAGEMENT  What is Employee Engagement? OPM: The employee’s sense of purpose that is evident in their display of dedication, persistence, and effort in their work or overall attachment to their organization and its mission.

5. FOSTERING EMPLOYEE ENGAGEMENT  What is Employee Engagement?  What are the benefits of Employee Engagement?

7. FOSTERING EMPLOYEE ENGAGEMENT  What is Employee Engagement?  What are the benefits of Employee Engagement?  What makes an employee highly engaged?

9. FOSTERING EMPLOYEE ENGAGEMENT  What is Employee Engagement?  What are the benefits of Employee Engagement?  What makes an employee highly engaged?  How do you foster employee engagement?

10. FOSTERING EMPLOYEE ENGAGEMENT MeasureAnalyzeAction PlanImplement

11. FOSTERING EMPLOYEE ENGAGEMENT MeasureAnalyzeAction PlanImplement Federal Employee View Point Survey OPM developed measure of employee satisfaction with job, agency, boss 75+ question: My workload is reasonable I am given an opportunity to improve my skills My work unit is able to recruit people with the right skills.

12. FOSTERING EMPLOYEE ENGAGEMENT MeasureAnalyzeAction PlanImplement Excel Mean, high, low, and trends Other sources and stakeholders? Reporting

13. FOSTERING EMPLOYEE ENGAGEMENT MeasureAnalyze Action Plan Implement Identify focus areas for improvement Develop toolkits for client

14. FOSTERING EMPLOYEE ENGAGEMENT MeasureAnalyzeAction PlanImplement Buy-In Follow up Communicate success stories

15. FEDERAL HIRING TIPS  Understanding the Job Announcement  Series? Grade? Promotional Potential?

17. FEDERAL HIRING TIPS  Understanding the Job Announcement  Understanding the Requirements  GS-09: Must have (1) one year of specialized experience equivalent to at least the GS-07 Federal grade level performing duties such as serving as a trainee with planning and conducting job analyses and competency modeling studies, data collection; aiding in evaluating behavioral occupational competencies to assist in developing new assessments for employee selection, promotion, career development, and satisfaction.  OR  Have a Master's or equivalent degree; or 2 full years of progressively higher level graduate education leading to such a degree; or a LL.B. or J.D. Such education must demonstrate the knowledge, skills, and abilities necessary to do the work.  OR  A combination of both education and experience may be used to qualified.

18. FEDERAL HIRING TIPS  Understanding the Job Announcement  Understanding the Requirements  The Application  Resume  Transcript  Questionnaire  Essays

19. FEDERAL HIRING TIPS  Understanding the Job Announcement  Understanding the Requirements  The Application  Next Steps and Expectations  Veteran’s Preference

20. RESOURCES  Partnership for Public Service’s Best Places to Work in the Federal Government Partnership for Public Service’s Best Places to Work in the Federal Government  OPM’s White Paper: Engaging the Federal Workforce: How to Do It and Prove It OPM’s White Paper: Engaging the Federal Workforce: How to Do It and Prove It  GovExec: Breaking the Cycle Of Constant Action PlanningBreaking the Cycle Of Constant Action Planning  Pathway’s Program Pathway’s Program  FMP Consulting FMP Consulting