1 An Equal Opportunity Employer HPDM High Performance Development Model National Program Office Charting Your Course for Success at VA Succession Planning Workforce Development Programs Data Collection Tools
2 1 HPDM Program Office THE BEST CARE Depends on the Right Workforce The Veteran's Health Administration (VHA) is the third largest civilian employer in the Federal Government. It is also one of the most complex, with more than 216,000 employees working in 300 different career fields. Every week, thousands of VA employees across the Nation move on or retire. More than 20 percent of our workforce will be eligible for retirement by 2013, and nearly half of our executive leadership is already eligible. Add nationwide shortages of health care workers to the mix, and you've got quite a human resources challenge. To manage workforce succession in today's competitive health care marketplace, VHA must have a comprehensive view of who is leaving which positions, as well as a comprehensive plan for filling those positions with qualified candidates. That, in a nutshell, is the overarching goal of the High Performance Development Model (HPDM) National Program Office: Employ the right number of employees with the right skills in the right jobs at the righttime. Only then can we deliver The Best Care to our Nation's veterans. HPDM A Model for Success VHA s and Yours The best way to ensure VHA continues to have an career development for every employee at every level of the organization Network Director Service Chief Medical Center Director Supervisor outstanding workforce with excellent leaders is to cultivate employees from among our own ranks. The High Performance Development Model does just that. It promotes career development for every employee at every level of the organization. That's why VA offers The Best Careers. Our employees have limitless job opportunities, and thanks to HPDM Staff programs, how far you navigate your career is entirely up to you. The HPDM National Program Office Created in 2001, the HPDM National Program Office has three main objectives that work in tandem: Succession Planning Workforce Development Programs Data Collection Tools VHA has invested in many cutting-edge technologies to gather, analyze, and project our workforce data. We use that information to compile an annual 5-year Workforce Succession Strategic Plan that offers recommendations for improving retention and recruitment efforts. Those recommendations include a wide range of employee training and leadership development programs. The HPDM National Program Office has forged strategic partnerships with many VA and VHA offices across the Nation to carry out all three of these objectives. Explore the rest of this brochure to learn more about HPDM programs and how you can chart a course for success by putting HPDM to work for you.
3 2 Charting Your Course for Success SUCCESSION PLANNING The HPDM National Program Office works in concert with the National Workforce Planning and Analysis Team and the Succession and Workforce Development Management Subcommittee to analyze the available data and produce an annual 5-year Workforce Succession Strategic Plan. The Office of Personnel Management considers VHA's plan to be exemplary and has distributed it to other federal agencies to use as a model. It offers the following information for workforce planners at every level of VHA: Workforce Assessment to determine projected need for key positions and to help VHA networks formulate their own workforce plans Benchmarking to show how other organizations are approaching succession planning and workforce development Reporting on various factors influencing how employees view their jobs, VA and VHA as an employer Recommendations for workforce development programs that provide high potential employees with training that prepares them to assume greater levels of responsibility The Office of Personnel Management considers the VHA Workforce Succession Strategic Plan to be exemplary and has distributed it to other federal agencies to use as a model.
4 3 HPDM Program Office WORKFORCE DEVELOPMENT PROGRAMS One of HPDM's most important objectives is to oversee a range of workforce development programs that provide career advancement opportunities to VHA employees at every level of the organization. Some of these programs are designed to give individuals the information they need to begin their careers at VA. Other programs are part of the VHA Leadership Continuum and are designed to identify Navigate Your Career and train high potential individuals for the next level of VHA leadership. The following programs, in concert with our workforce succession technology and planning efforts, provide VHA with an effective strategy for ensuring a well-qualified and well-trained workforce committed to providing outstanding service to America's veterans. SAW School at Work LEAD Leadership, Effectiveness, Accountability, Development School at Work (SAW) is a contracted career development Are you a high potential employee? Leadership, Effectiveness, system intended for entry-level employees GS 1-5 and Accountability, Development (LEAD) programs feature many WG 1-3. SAW engages students in an eight-month opportunities and modalities for learning, including working program designed to help them climb the ladder from on assigned projects and/or special workgroups. LEAD an entry-level health care employee to more advanced candidates are matched with coaches and mentors, and as a positions. Students attend classes for two hours a week part of the program, design a personal development plan. to brush up on basic skills, as well as develop individual High potential employees apply to the program to be career and learning plans. competitively selected as candidates. TCF Technical Career Field Program Certain positions within the VHA health care system require specialized knowledge that can only be obtained through the Technical Career Field (TCF) two-year training program. Interested graduates, as well as VA employees, are eligible to participate in this program. These full-time positions are centrally funded to cover salary, benefits, training, and travel associated with the program. TCF candidates are trained by VHA professionals with extensive experience. At the end of the program, Facility LEAD Program VHA facilities create a leadership development curriculum that includes nationally approved core criteria. The facility LEAD program is typically for employees in the GS 7-11, Wage Grade Supervisor, or Title 38 equivalent level. VISN and VHACO LEAD Program Veterans Integrated Service Networks (VISN) and VHA Central Offices (CO) offer a leadership development curriculum for employees typically in the GS or Title 38 equivalent level. successful candidates can be non-competitively placed throughout the VHA health care system. The TCF Program is on-the-job training at its finest. I received one-on-one training, NSTP National Supervisory Training Program VHA strives to ensure that all new supervisors get the training they need to succeed. The National Supervisory Training Program is a comprehensive training program that teaches new supervisors the core competencies necessary to be successful. Networks and medical centers administer specific program criteria based on national standards. attended classes at corporate office, met interns from across VA, and rotated through hospital services outside of my field to gain a deeper understanding of the system. The information I received and networking contacts I made were invaluable. Johnathan Smith VA Accountant
5 4 Charting Your Course for Success GHATP Working for the Veterans Health Administration has many benefits. Not only do we have a noble mission to serve veterans, this agency works hard to ensure its workforce has all the tools it needs to carry out this mission. VHA's progressive leadership development is unparalleled. I started in the local facility LEAD program, then the VISN LEAD program, and finally Leadership VA, where I was able to integrate local field knowledge with national VA goals. Prachi Asher, MSE, MHSA, MBA Chief of Biomedical Engineering Graduate Health Administration Training Program The Graduate Health Administration Training Program (GHATP) produces top-notch VHA health care administrators and administrative support professionals. GHATP consists of three development programs to chart your course for success: The Administrative Residents/Fellows Program recruits accredited health care and business administration master's-level graduates who complete 12 months of advanced practical training alongside an experienced senior leader to become VHA's future leaders. The Health Systems Management Trainee Program appeals to highly skilled VHA employees. This 12-month program provides the knowledge needed to support health care services in analyzing, coordinating, evaluating, and managing health care delivery operations, information, and systems. The Army-Baylor University Graduate Program honors participants with enrollment in a 12-month health care administration (MHA) graduate program. This program is available to mid- and senior-level management each year. ECFCDP Executive Career Field Candidate Development Program Are you interested in enhancing your career potential? While completion of the Executive Career Field Candidate Development Program (ECFCDP) does not guarantee an ECF position, it will enhance your ability to compete. ECFCDP identifies high-potential middle management professionals and prepares candidates for a role as an executive leader. Successful applicants enter a two-year development program while keeping their current position. The first year includes attending VHA's Health Care Leadership Institute, a series of audio conferences with Chief Officers in Central Office, and matching with a certified mentor who will guide you in creating a personal development plan. During the second year, candidates attend the Assessment Center and select a specialized targeted training experience as Associate Director, Chief of Staff, Nurse Executive, or VISN/VHACO health care program executive. Mentor Certification Initiative At the heart of VHA's workforce development programs are the mentors. VHA's Mentor Certification Initiative offers a wonderful opportunity for VHA employees. The initiative is designed to move VHA forward as a learning organization and recognize the efforts and stewardship of employees by certifying them as mentors. Those who are interested can attain Resident, Fellow or Master level certification through structured training that is combined with practical experience. Certification levels build upon the experience of the prior level, and recertification occurs every five years.
6 5 HPDM Program Office DATA COLLECTION TOOLS The HPDM National Program Office has partnered with many national committees and workgroups to design and develop VHA's comprehensive Leadership and Workforce Development (VHALWD) System. This Web-based system gives VHA tools for: Succession management and workforce planning Recruitment, employee development, and career progression Assessing the VA Leadership Continuum Organizational development Employee performance and accountability VHALWD provides management with a wide range of reports, including employee participation in national development initiatives and projected workforce data (e.g., retirements, resignations, and other historical trends), and it currently provides management with a tool to document participation and progression in VHA's succession programs. In addition to the VHALWD system, the HPDM National Program Office provides technical support for the following workforce-related initiatives: Leadership is a journey of learning. I chose this journey because I believe to be successful in providing the best quality care for veterans, it takes continuous learning of new techniques, gaining new knowledge, and enhancing existing knowledge. I attribute my success to those who mentored and coached me throughout my career. Through VHA s leadership development programs, I progressed from a staff dietitian in Texas, to Chief of Nutrition and Food Service in Chicago, to Acting Associate Director in Chicago, to Deputy Medical Care Line Executive in Houston, to Associate Medical Center Director in Shreveport, to Interim Medical Center Director in Amarillo. HPDM has provided the framework I needed to stay focused on my career goals. Gracie Bradford Specks Associate Medical Center Director & Interim Medical Center Director HPDM 360 and 180 Degree Assessments The All Employee Survey Data tracking for the VHA Workforce Performance Measure Evaluation plans for ECFCDP, the national VISN LEAD Program, the VHA Supervisor Training Program, Mentor Certification, TCF, and SAW
7 HPDM STRATEGIC PARTNERSHIPS The HPDM National Program Office works with VHA offices across the Nation to carry out its workforce succession and development missions: Employee Education System (EES) Graduate Health Administration Program (GHATP) Executive Board Healthcare Retention & Recruitment Office (HRRO) Human Resource Committee (HRC) Mentor Certification and Advisory Board (MCAB) National Center for Ethics in Health Care (NCEHC) National Center for Organizational Development (NCOD) National Leadership Board (NLB) Office of Human Resource Management (OHRM) Organizational Assessment Subcommittee (OASC) Performance Management Program (PMP) Strategic Human Resource Advisory Council (SHRAC) Succession and Workforce Development Management Subcommittee (SWDMS) Under Secretary for Health for Policy and Planning (10A5) VA Senior Executive Service Career Development Program (SESCDP) VHA Support Service Center (VSSC) I first arrived at VA as a homeless Vietnam veteran and a patient. After completing treatment, I was offered an opportunity to work at the medical center as a Housekeeping Aid, WG-2. From that moment on, I have taken every VA class, seminar, and training course available to help me advance my career. Gradually, I climbed the ladder to Maintenance Worker, then Work Leader, and later became Supervisor and then Manager under the Environmental Management Services umbrella. A graduate of the VISN 8 LEAD program, I am today an EMS training instructor and hold membership on many committees and several boards, including the EMS Executive Board. As you can imagine, I have a lot of gratitude for the opportunities VA has given me over the years. Eugene Tree Hairston Training Instructor Environmental Management Services The HPDM National Program Office is happy to help you chart your course for success at VA. For information on how to participate in HPDM workforce development programs or HPDM strategic partnerships, please browse the program details included with this brochure.
8 HPDM High Performance Development Model National Program Office An Equal Opportunity Employer HPDM National Program Office 55 N. Robinson, Suite 1064 Oklahoma City, OK IB P96180 July 2008
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