Office of Human Resources & Administration (HR&A)

Transcription

1 Office of Human Resources & Administration (HR&A) BRIEFING FOR THE NATIONAL VETERANS SMALL BUSINESS ENGAGEMENT On Behalf of: Assistant Secretary, HR&A, Ms. Gina Farrisee November 17-20, 2015 Fernando Huerta- Eric Whitehurst- Director, OHRM Program Management Office (PMO) HR&A PMO Procurement Team Lead

2 Agenda HR&A Overview (slides 3-5) My Four Focus Areas (slide 7) HR&A Organization (slides 8-17) FY16 HR&A Planned Programs/Projects (slide 18) Questions 2

3 HR&A Strategic Mission & Vision Mission: Lead the development and implementation of human capital management strategies, policies, and practices to cultivate an engaged, proficient, and diverse workforce, one that will continue to transform and improve the delivery of services to Veterans and their families. Vision: HR&A will be a recognized leader in strategically managing human capital transformation and empowering a diverse workforce to better serve our Veterans. 3

4 HR&A Supports the Strategic Plan HR&A supports the execution of s Strategic Objective 3.1 (Make a Place People Want to Serve) and Strategic Objective 1.1 (Improve Veteran Wellness and Economic Security). HR&A Strategic Goals: 1) Drive transformation through strategic human capital engagement, development, and talent acquisition. 2) Cultivate and sustain a culture of performance excellence within HR&A that embodies values and supports our customers. 3) Cultivate and sustain a culture that advocates for veteran employment within and across the federal space. 4

5 HR&A Designations and Authorities The Assistant Secretary for Human Resources and Administration is assigned the following designations and authorities: Chief Human Capital Officer (CHCO) Designated Agency Safety and Health Officer (DASHO) Agency Dispute Resolution Specialist (ADR) Director of Equal Employment Opportunity (EEO) 5

6 HR&A Organization Chart Total FTE (FY15): 784 6

7 HR&A Supports My: 2.0 Improving the Employee Experience EMPLOYEE EXPERIENCE MISSION: Build a collaborative, inclusive and results-oriented culture that inspires trust in order to improve the Employee Experience 2.1 Leadership Excellence Four Focus Areas 2.2 Improved Culture and Engaged Employees 2.3 A with world class management teams starting with the SES, capable of leading change Leaders who commit to hold themselves, their employees and each other accountable to deliver world class customer service High Performing Candidates Attracted and Retained Build an agile workforce planning strategy to recruit and retain leadership, mission critical key (high need) positions Attract, recruit and hire a highperforming workforce Retain high-performing employees Leadership Excellence High Performing Candidates Attracted and Retained My Vision ENABLERS Empowered and Engaged Employee Culture Capable Employees and Planned Career Paths Data analytics to drive performance decisions Leaders model and teach to reinforce change 2.4 Every leader and employee responsible and accountable to cultivate and shape s organizational culture Leadership engages and empowers employees to improve themselves and the organization, and deliver seamless, integrated, and responsive customer service experience. Planned Career Paths and Employee Development Establish standardized training and development frameworks to ensure employees have the right skills and tools to perform their jobs and provide world class customer service Provide employees career paths and associated learning opportunities to achieve future state requirements Robust communication strategy and execution 7

8 Corporate Senior Executive Management Office (CSEMO) Mission Supports the entire life-cycle management of the s Senior Executives and provides full employment services for s senior leaders*, Title 38 SES Equivalent appointees, members of the Board of Veterans Appeals, consultants and experts. Functions and Tasks Provides advice and counsel to the senior leadership on all matters regarding the Department's senior executive workforce and its management. Develops and establishes policies and processes needed to support full life-cycle management of the senior executive workforce. Provides personnel services for senior executives. Manages a proactive recruitment program and effectively manages Senior Executive allocations to ensure resources are aligned with s priorities. Administers effective senior executive compensation and recognition and awards programs. Manages corporate-level senior executive development programs, in coordination with the Administrations and Staff Offices. Supports Government-wide initiatives to develop and deliver new senior executive programs. * Senior Leaders include: Political Appointees, members of the Senior Executive Service (SES career, non-career, limited term, and limited emergency), Senior Level (SL) employees, and Schedule C employees. 8

9 Office of Labor-Management Relations (LMR) Mission Promote labor-management cooperation throughout the Department to enable s unions and management officials to work as partners in improving the delivery of service to Veterans and their families and in creating a positive work environment for employees. Functions and Tasks Co-chairs the National Partnership Council, which advises the SEC on initiatives that impact employees and promotes cooperative labor-management relations across the Department. Evaluates and interprets Department policies, directives and program guidance, and advises leadership on labor management issues. Provides education and training on labor-management issues at all levels across. Acts as the liaison with the National Headquarters of Labor Organizations and represents in national-level negotiations and consultations, as appropriate, under consolidated unit recognitions or national constitution rights. Represents before the Federal Labor Relations Authority and the Federal Services Impasses Panel (FSIP) on labor-management matters. Monitors the effectiveness of labor management programs throughout the Department. 9

10 Labor-Management Relations (LMR) - continued Bargains with 5 major unions that represent nearly 270,451 employees: 1) AFGE-American Federation of Government Employees - represents 229,301 employees (83.7% of the total workforce) 2) NAGE-National Association of Government Employees - represents 13,267 employees (4.8% of the total workforce) 3) NNU-National Nurses United represents 10,115 employees (3.7% of the total workforce) 4) SEIU-Service Employees International Union represents 10,957 employees (4% of the total workforce) 5) NFFE-National Federation of Federal Employees - represents 6,811 employees (2.5% of the total workforce) 10

11 Office of Administration (OA) Mission Work through partnerships to provide customer-focused support services that create a safe and productive work environment. Functions and Tasks Manages the Department s Occupational Safety and Health and Worker s Compensation programs. Directs facilities management efforts for Central Office (CO), including building services, Emergency Preparedness and notifications, support for CO, and records management. Directs the Office of Protocol in direct support to the Office of the Secretary for coordination of events and special meetings. Directs Transit Benefit Program policy and coordination of fare distribution. Manages and directs the space and renovation needs for the CO campus. Provides support services to CO organizations and employees including transportation, parking, mail operations, property management, and media services. Construction efforts 11

12 Office of Diversity & Inclusion (ODI) Mission Cultivate a diverse workforce and an inclusive work environment that ensures equal opportunity through national policy development, workforce analysis, outreach, retention, and education to best serve our Nation s Veterans. Functions and Tasks Develops, disseminates, and oversees compliance with Department-wide policies on EEO, diversity and inclusion matters to ensure a fair, diverse, and inclusive workplace. Leads the development of the Diversity & Inclusion Strategic Plan and prepares annual, quarterly and ad hoc reports on diversity and inclusion. Develops and implements training, consulting, and communications programs and services pertaining to EEO, diversity, and inclusion. Develops and monitors outreach and retention initiatives and programs to promote diversity and inclusion throughout the workforce. Performs workforce analyses of employment transactions (e.g., hiring, promotions, separations) by employee demographics and identifies trends/barriers impacting workforce diversity. Leads the Diversity Council and advises the Secretary and senior leadership on emerging diversity issues. Whistleblower protection 12

13 Office of Human Resources and Management (OHRM) Mission Drive human capital transformation through human resources services and innovative programs in support of Veterans and their families. Functions and Tasks Develops, disseminates, and maintains Department-wide HR policy and guidance to enable to attract, recruit, develop and retain high-performing employees. Provides HR services for more than 4,000 Central Office (CO) staff employees. Provides Department-wide human capital analysis and workforce planning services. Provides leadership for Human Capital Accountability and Merit System compliance. Administers Employee Wellness program. Implements and manages Telework program. Manages Child Care Subsidy program. Implements hiring reform. Implements and manages USA Staffing, e-classification and HR Line of Business programs. Provides education, career development, and -specific skills training for s HR community Lead initiatives to build employee engagement FFRDC manpower position management (Federally Funded Resource Development Center) 13

14 Office of Resolution Management (ORM) Mission Promote a discrimination-free work environment focused on serving Veterans by preventing, resolving, and processing workplace disputes in a timely and high quality manner. Functions and Tasks Provides effective processing of EEO complaints filed by employees, former employees, and applicants for employment through services that include counseling, investigation, and procedural final agency decisions. Serves as the designated lead organization for workplace Alternative Dispute Resolution (ADR) within for the prevention and early resolution of workplace disputes and EEO complaints. Develops and delivers training for employees, managers and supervisors on the EEO complaint process and ADR services. Ensures compliance with final decisions on EEO complaints and settlement agreements. Coordinates the receipt and referral of allegations of discrimination raised by Veterans with respect to key Federally conducted or Federally assisted programs and activities. 14

15 Learning University (LU) Mission Provide enterprise-wide, competency-based workforce development for employees and leaders. Functions and Tasks Develops strategic leaders for a 21 st Century. Enhances the skills of employees to contribute to organizational performance. Manages non-clinical training evaluation and accreditation. Operates and sustains state-of-art learning delivery systems, tools, and applications. Tracks performance and manages the evaluation/assessment process for Human Capital Investment Plan (HCIP) training and development initiatives. Develops and manages outreach and communications to employees on training and development opportunities. Provides career mapping and development services through MyCareer@. Operates the -wide Pathways Program Office for the President s Pathways Initiative Develops competency models for occupational fields and determines skills gaps which training can address Provides educational opportunities via academic partnerships Leverages existing training organizations (i.e. VHA s Employee Education Services, OIT s IT Academy, HR Academy, etc.), to provide centralized availability, standardization, policy development and organization of training with a decentralized execution Talent Management System (TMS) 15

16 Veteran Employment Services Office (VESO) Mission Develop and implement innovative and comprehensive programs, procedures and services to support federal Veteran recruitment, and retention and reintegration Functions and Tasks Manages the for Vets program to facilitate the recruitment, retention, and reintegration of Veterans at. Develops and manages communications to build awareness and advise Veterans and hiring managers of VESO non-competitive hiring options and for Vets programs and services. Provides consultative services for and other federal agencies on Veteran employment policy, the appropriate application of Veterans preference, and the use of special hiring authorities to increase the number of Veterans in the civilian workforce. Manages a cadre of Veteran Employment Specialists, HR Staffing specialists, and Deployment and Reintegration managers across to recruit, retain, and reintegrate qualified Veteran talent at. Assists Veterans in preparing resumes and completing employment application packages. Develops strategies to retain the Veteran population. Oversees Uniformed Services Employment and Reemployment Rights Act (USERRA) compliance and case management for the Department. 16

17 Operations Support Staff Functions Mission Execute HR&A business management practices that enable HR&A to deliver human capital services to the Department and support the accomplishment of the My vision. Functions and Tasks Orchestrates and synchronizes HR&A support to the My planning. Provides strategic planning; budget and resource management; and program management and acquisition support. Monitors, evaluates and reports on organizational and program performance to enable leaders to make data-driven decisions, strengthen accountability and facilitate a culture of customer-service. Develops and maintains financial processes and capabilities to align the Operating Plan for the HR&A- Human Capital Investment Plan (HCIP) with planning, programming, budget and execution. Manages, facilitates and provides oversight for HCIP acquisition efforts and strategy. Coordinates HR&A Conference Certifying Official (CCO) review processes and data call responses to Training Support Office. Provides human resource communications to HR&A employees and HR professionals across the Department. 17

18 FY16 Current and Planned Projects 18

19 FY16 HCIP Portfolio (Planned Projects) CSEMO SES Collaborative Website Business Process/Systems Architect SES Retirement Seminars SES Performance Management Senior Executive Talent Management System Automated Performance Management Tool Senior Executive Coaching Scanning Project HRA Acquisition Support Strategic Communications Support My Support/Corporate Analysis Assessment PMO Oversight and Program Management Support Organizational Performance Corporate Analysis and Management Analysis Business Management Analysis Tool Portfolio Management LMR Labor Management Relations Training Labor Management Forums ODI National Diversity Internship (NDIP) WRP Centralized Fund RA Centralized Fund OA Personnel Accountability System Administrative Investigation Centralized Workers' Compensation Processing Workers' Compensation Conferences OHRM HR Academy - ITWD HRA Academy HR Consulting Service ICARE - Secretary's Honor Awards ICARE Employee Engagement & Communication Services Employee Engagement Workforce Planning HR Academy Blackboard Licensing LU MyCareer@ Financial Management Training in Partnership with OM CEDB Courses Profiles in Leadership Programs of Study (POS) Leadership (L) Leadership Competency Assessment (LCA) Program Virtual Aspiring Leaders Program (LP) TMS Training Executive and Senior Leader Development Program LCMS Support Pathways LU Strategic Communication Training Requirements Operations Support Training Assessments and Modeling Legal Training Program in Partnership with OGC FACA and Other Training Mandated by Congressional Safety Training Program LU (continued) Information & Technology Training Program Strategic Policy and Planning in Partnership with Non-Clinical Technical Skills and Competency Veterans Benefits Skills and Competency National Cemetery Professional Skills and Customized Learning Solutions/Design and Supervisory and Management Training Training Evaluation and Quality Assurance Corporate and Executive Development Training icontent Processing elearning All Employee Competency Development Project Human Resources Training Program Corporate and Executive Development Training TMS Transition Planning Learning Management Support Employee Development Management 508 Compliance Foresee Acquisition Academy Leadership Development Portal (LDP) Personnel Security and Suitability (PSS) Leadership Infusion Leadership Development Process Strategic Support Pathways Program - Mentoring Program Competency Training Implementation Program - Design and Development Program - Video Competency Training Implementation Program - 19

20 Acquisition POC Office of Acquisition Operations (OAO) Customer Advocacy 20