Federal Aviation Administration NHCFAE Conference VIP Panel Discussion: Hiring Strategy, Succession...
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Transcript of Federal Aviation Administration NHCFAE Conference VIP Panel Discussion: Hiring Strategy, Succession...
Federal AviationAdministration
NHCFAE ConferenceVIP Panel Discussion: Hiring Strategy, Succession Planning
August 6, 2014
Rickie CannonDeputy Assistant Administrator Human Resource Management
2Federal AviationAdministration
Hiring Support Services
• Competitive • 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
3Federal AviationAdministration
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• Collaborative agreement with customers• Customer & HR decide critical metrics
• Service Level Scorecard• Quarterly grading of key services• Sets the stage of on-going & annual feedback
4Federal AviationAdministration
Strategic Hiring Support Focus
• Workforce of the Future Initiative – 2014-2018
• Attracting Talent• 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
5Federal AviationAdministration
Leadership development & Succession Planning
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:
Initiative description
Skills identification: Determine future skill needs, compare to existing workforce, identify gaps, design optimal organizational structure
Attracting talent: Identify new sources of talent, operate an efficient and effective hiring process, and conduct consistent onboarding
Skills development
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Skills identification
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Performance culture
Leadership development
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Attracting talent
Leadership development: Create an agency-wide program with core competencies and tailored content delivered through a variety of learning channels
Skills development: Be proactive rather than reactive in developing technical / functional skills
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