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:
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Hire marketing firm (industry business mgt process)
Develop/employ strategic marketing and recruitment team
Develop/implement recruitment toolbox (SMART)
Possible Obstacles:
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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:
• Funding
• Corporate buy-in
Metric:
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Hiring qualified employees
Vacancy rate (change)
Number of resumes received
Diversity of workforce
Brand awareness
Recruitment
Strategic Gap:
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:
•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)
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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 nongovernmental in nature services.
Recruitment
Questions
??
Jeannie.a.davis@usace.army.mil