Chief, Human Resources
Field Office
Ms. Diane Pedrick
DeCA’s
Workforce of the Future
Briefing
Program Management WOF
A76
Budget Reductions
NSPS
Prototype Test
Philosophy Linked to Strategic Plan
New PDs
Implementation
Program Management WOF
WHAT IS A WORKFORCE OF THE FUTURE
STORE?
A WOF store is a living, active model that
allows DeCA to evaluate:
– Multi-skilled workforce
– Whole store training plans
– New ideas, concepts and processes
Program Management WOF
1st PROTOTYPE TEST:
SMOKEY POINT, WA, JAN 05 - PRESENT
Baseline established; evaluation
conducted Jun 05
– Productivity up 5%
– Personnel costs down 3.6%
– Operational costs down 7.1%
– Employees/managers supportive of concept
Program Management WOF
AGENCY A-76 GOALS
FY06: 583 positions
– Smokey Point, WA
– Grand Forks, ND (2nd test site)
– Hawaii Zone
FY07: 959 positions
FY08: 1278 positions
Program Management WOF
PRIVATE INDUSTRY MODEL
Multi-skilled workers and managers
– Work where needed, when needed
“Whole store” concept
– Team oriented
“Grow our own” Store Associates
– GS-01 to GS-04 18 Month “intern” program
Program Management WOF
WHY MULTI-SKILL?
Capitalizes on employee talents
Skill-based pay approach
Focus on customer service
Provides bridge into management
Mirrors private industry best practice
Program Management WOF
EMPLOYER OF CHOICE
Transformation of stores
– Rewarding work experience
Awards/recognition
Department rotation
Communication
Efficient and effective
Customer service
Program Management WOF
WORKFORCE OF THE FUTURE POSITION
DESCRIPTIONS
Fewer PDs covering more duties
Developmental PDs support learning and
growth
Smokey Point, Grand Forks and Hawaii
employees successfully performing
duties in new PDs
Program Management WOF
PERFORMANCE MANAGEMENT
Transition to new Standardized Performance
Plans
Performance feedback will be gathered from
supervisors and leaders for final rating
DeCAD 50-7, Performance Management
Directive still applicable
All current and future store associates must
have a non critical sensitive background
check, SF 85-P
Program Management WOF
WOF TRAINING
Store Associate Training Plan for GS 1-4
Structured training program
– Appropriate knowledge and skills taught for
each grade
– In-store trainers
– Checklist to document all training
– Training scheduled during work time
“Store Associate Certification”
Program Management WOF
PLACEMENT OF CURRENT EMPLOYEES
VERA/VSIP
Place employees through RIF
– No permanent employees separated
– No loss of pay
Status Quo Conversion
– No reduction in hours
– No change in shifts
Program Management WOF
GS-STORE ASSOCIATE – PROGRESSION
GS-1
GS-2
GS-3
GS-4
Customer Service
Sec/Safety
Housekeeping
Cashier (Trainee)
Customer Service
Sec/Safety
Housekeeping
Cashier (Trainee)
Merchandising (Limited)
- Grocery
- Meat
- Produce
Store Worker (Limited)
- Receiving
Customer Service
Sec/Safety
Housekeeping
Cashier
Merchandising (Full Perf)
- Grocery
- Meat
- Produce
Store Worker (Full Perf)
- Receiving
Accounts Maint
QAE (Clerical)
CAO (Clerical)
Customer Service
Sec/Safety
Housekeeping
Cashier
Merchandising
- Grocery
- Meat
- Produce
Store Worker
- Receiving
Accounts Maint
QAE (Clerical)
CAO (Assist)
Computer Ops
Supply (Clerical)
Promotion tied to training plan/performance
Program Management WOF
“If we take care of our
employees, they will
take care of our
customers and our
business.”
DeCA
National Security Personnel
System
(NSPS)
Implementation & Deployment
NSPS is Coming to DeCA
Initial deployment is limited to non-bargaining
unit employees and all GS-13s & above
– Could affect up to 5,300 agency employees
Directed mandate linked to DoD goals
– High performing workforce & management
– Agile/responsive workforce & management
– Credible & trusted
– Fiscally sound
Slated to start implementation—Oct 07 under
NSPS Spiral 2
NSPS
Overarching mission objective
– Right employee in right job with right skills at right
time & right cost
Performance based, market sensitive system
– Individual performance expectations are linked to
organizational goals
– Each employee is responsible for individual
success
– Employees & supervisors openly discuss individual
performance goals & expectations
NSPS
Provides new opportunities for pay
increases, rewards & career progression
– Greater opportunity for supervisors to recognize
& reward high performers
– Many human resources (HR) processes are
simplified & shortened
– No loss of pay during conversion
Some employees may receive a pay increase
– Employees will receive a salary increase equal to the
amount they have earned toward their next Within Grade
Increase through a pro-rated buy-in method
NSPS
Safeguards employee rights & protections—
many things aren’t changing
–
–
–
–
–
–
–
–
–
Merit system principles
Rules against prohibited personnel practices
Whistleblower protection
Veterans’ preference
Benefits (retirement, health, life, etc.)
Anti-discrimination laws
Fundamental due process
Allowance & travel/subsistence expenses
Training, leave and work schedules
NSPS
NSPS supports the DeCA Strategic Plan,
Goal 2 —transforming the workforce
Actions to date
–
–
–
–
Approved Business Needs Statement
Business Case is now in development
Training development has started
Executive Steering Council (ESC) expanded
task added
Responsible for overall implementation guidance
Project status will be briefed at DCPR
NSPS
– Overarching Integrated Product Team (OIPT)
appointed
Supports the ESC; develops agency policy
Decides how pay pools will be established and managed
Consists of 18 voting member (mostly GS-15s)
– HQ FPOs with HR Director chair
– Each region has one vote--deputy director level
– NSPS Working Group appointed
Consists of key HQ FPO representatives and the HR
Deployment Team
Provides support to the OIPT
– Develops NSPS business case & gains approval
– Plans and executes deployment of NSPS throughout DeCA
NSPS
– HR Deployment Team appointed
Consists of 10 key HR practitioners
– Advanced NSPS training
– Conducts NSPS updates to HR systems affected
Provides advisory guidance & support to NSPS teams
Develops agency-level HR policy & resolves issues
– NSPS Project Manager assigned
Deb Brian, HR Special Projects Officer
For more information on NSPS (training,
brochures and fact sheets, etc.) go to:
http://www.cpms.osd.mil/nsps/