We will create an agency-specific recommendations report incorporating strategies for recruitment, retention and training and development to help ensure the most efficient and effective means of mission accomplishment. Through this process, we assist agencies in the development of short-and long-term strategies and targeted investments in people to create a quality workplace designed to attract, acquire, and retain quality talent.
Specific to recruitment, we will determine target positions through our analysis and identify candidate pools with associated skills and competencies. Through focus groups with SMEs we will help determine the best ways to attract particular audiences. We will develop a branding message and create branding materials and media. We will also review current processes and procedures for recruiting targeted positions to determine current and desired staffing levels. We will identify methods and tools for recruitment and create a recruitment plan and hold communication/training meetings with stakeholders to implement the plan.
Using information gathered from:
For additional information on this topic, or to learn more about implementing the best strategies today for the best workforce tomorrow, contact us via email at HRStrategy@opm.gov.
Use the Organizational Chart to find additional contacts within each organization and program office.
We will create an agency-specific recommendations report incorporating strategies for recruitment, retention, and training and development to help ensure the most efficient and effective means of mission accomplishment. Through this process, we assist agencies in the development of short-and long-term strategies and targeted investments in people to create a quality workplace designed to attract, acquire, and retain quality talent.
Specific to training and development, we offer services to develop employees at every level to ensure the workforce is prepared to perform mission-related duties. These services include:
We will link competencies with current and available training curriculum for potential use in career path planning, promotion decisions, position management, succession planning, and employee development. We will review training content and establish/confirm training objectives with supervisors and training staff. We will also hold meetings with subject matter experts (SMEs) to link training objectives with critical competencies.
We will conduct training needs analysis for targeted occupations based on an established Competency Models. We will review current training curriculum to determine if/where there are gaps. If necessary, we will develop training courses (i.e., content, materials, instructor guides/training) to fill any gaps in current program, assist in developing an implementation plan, and evaluate training outcomes.
We will assist agencies in identifying targeted career paths, including the steps (e.g., grade levels, positions) in each career path. We will also identify competencies needed to progress at each step, including the identification of training or experience to acquire those competencies. We will develop Career Path Plan materials, including maps, guide for use, or other documentation.
We will review current new hire recruitment, hiring, and on-boarding procedures across locations and hold focus groups to determine viable ways to standardize new hire procedures and develop Standard Operating Procedures (SOPs). We will develop on-boarding materials and resources and hold communication/training meetings with stakeholders (i.e., supervisors, managers, trainers, HR, etc.) to ensure employees understand their roles and responsibilities related to the mission of the work unit and agency as a whole.
We will review current training and development options for potential leaders. We will hold focus groups to identify and establish appropriate program activities, participant selection criteria and procedures, and develop a communication plan for participants and other stakeholders. We will also establish a plan for evaluating success of the program.
We will determine appropriate leadership segments and conduct a needs analysis to determine where additional training and development is needed. We will develop an outline of recommended training courses and developmental experiences for targeted segments of the leadership population.
We will review current available continuous learning opportunities (e.g., details, rotations, communities of interest, etc.) and conduct a feasibility analysis to determine the opportunities most likely to be successful. We will hold meetings with management to select continuous learning opportunities to be implemented and which group will be accountable for managing these offerings. We will also facilitate kick-off events/meetings or other communication strategies to explain the selected programs to potential participants and their supervisors.
We will assist agencies in determining the criteria for participation as a mentor and a protégé. We will develop participant guides that outline expectations and required or recommended mentorship activities and assist agencies in coordinating a pilot test of the program and evaluating the success of the pilot program. We will also develop a plan for program continuation and maintenance.
Succession planning products and services help agencies plan for and address issues relating to the loss of key leaders and personnel within any level of the organization. They include:
We will evaluate key leadership positions considering the required competencies, bench strength, recruitment challenges, turnover risks, etc. Our consultants will work with managers and supervisors to create a current state succession profile indicating readiness of potential leaders and leadership candidates (internal and external to the organization), and the availability and source for training and development opportunities. We will use tools such as the 9-Block Matrix and the Succession Profile to identify the readiness of the current workforce for leadership positions. We will conduct one-on-one interviews with incumbents in targeted leadership positions to develop custom succession plans to address their specific needs. Topics covered during one-on-one interviews include:
Through the analysis of the 9-Block Matrix and the Succession Profile, we will develop depth charts to provide quick reference materials about the bench strength potential within your organization. This product is valuable since it gives managers a snap shot of the available internal staff and their readiness to take on increased leadership roles.
Based on the foregoing, we will develop a report with recommendations on assessing and positioning staff for leadership positions, based on the succession risk assessment.
Based on strategic alignment, workforce analysis, competency modeling and gap analysis, and leadership potential assessment, we will compile and present specific strategies to address any leadership pipeline or workforce gaps identified in the analyses. Along with best practices from other organizations and agency succession planning goals, the plan will recommend strategies to lessen the impact of institutional knowledge loss as employees retire or leave and to maximize current talent utilization by closing leadership staffing and competency gaps/deficiencies. We will work with the agency to identify the most impactful and feasible strategies for inclusion. Guidance on the implementation of these strategies will also be provided.
Succession planning products and services help agencies plan for and address issues relating to the loss of key leaders and personnel within any level of the organization. Along with our individual succession planning, risk assessment, and agency succession planning services, we will conduct leadership potential assessments to further identify staff ready and available to take on more leadership responsibility.
To address succession planning concerns within the MCO leadership pipeline, we will assess the future leadership pipeline’s ability and motivation to lead. Using developed depth charts, employees at the grade level below the targeted leadership level will be assessed (typically the GS-13 and GS-14 employees). The online leadership potential assessment will consist of two components. First, the assessment of ability will use the competencies identified by the agency and our consultants to compare participants with benchmark levels of proficiency. Second, participants will complete items, designed by our psychologists, related to motivation to lead. Prior to the assessment development, we will conduct focus groups with subject matter expert (SME) leaders from up targeted occupations to 1) select the subset of leadership competencies to be used in the assessment and 2) to set the required proficiency levels for each competency by grade level. We will analyze responses to the assessments and incorporate the results into a technical report. The results of this assessment can further inform your depth charts and workforce and succession planning activities.