NHCFAE
Conference
VIP Panel Discussion: Hiring
Strategy, Succession Planning
August 6, 2014
Rickie Cannon
Deputy Assistant Administrator Human
Resource Management
Federal Aviation
Administration
Hiring Support Services
• Competitive
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•
•
Internally & Externally announced positions
Outreach recruitment & marketing services available
120,000+ applicants & 3,000-4,000 referrals in a typical year
• Noncompetitive/On-the-Spot
•
•
•
•
With or W/O an announcement
Outreach recruitment & marketing services available
Limited usage across the agency
Special Project/Program Support
•
•
•
Air Traffic Controller
AVS/Tech Ops surge hiring
Outreach recruitment & marketing services available
• On-boarding
Federal Aviation
Administration
2
Evaluating Hiring Support Services
• Quarterly OPM 80-day model
•
•
9-step (In HR to Entrance on duty (EOD) tracking)
Standard OPM government-wide model
• Service Level Agreement Partnership
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Collaborative agreement with customers
Customer & HR decide critical metrics
• Service Level Scorecard
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•
Quarterly grading of key services
Sets the stage of on-going & annual feedback
Federal Aviation
Administration
3
Strategic Hiring Support Focus
• Workforce of the Future Initiative – 2014-2018
• Attracting Talent
•
•
•
•
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Identifying and attracting new sources of talent
Creating a strong employee value proposition
Refining our hiring processes
Reducing fill-time for positions
Instituting standard agency-wide on-boarding process
Federal Aviation
Administration
4
Leadership development & Succession
Planning
Initiative description
2
1
Leadership
development
Skills
identification
Performance
culture
4
Attracting
talent
3
Prepare FAA’s human capital for the future
by identifying, recruiting and developing a
workforce with the leadership, technical, and
functional skills necessary to ensure the U.S.
has the world’s safest and most productive
aviation sector
Sub-initiatives:
1 Leadership development: Create an
agency-wide program with core
competencies and tailored content delivered
through a variety of learning channels
2
Skills
development
3
4
Skills identification: Determine future skill
needs, compare to existing workforce,
identify gaps, design optimal organizational
structure
Skills development: Be proactive rather
than reactive in developing technical /
functional skills
Attracting talent: Identify new sources of
talent, operate an efficient and effective
hiring process, and conduct consistent
onboarding
Federal Aviation
Administration
5