Ms. Diane Pedrick

Ms. Diane PedrickMs. Diane Pedrick

Chief, Human Resources Chief, Human Resources Field OfficeField Office

DeCA’sDeCA’sWorkforce of the FutureWorkforce of the Future

BriefingBriefing

A76A76Budget ReductionsNSPSPrototype TestPhilosophy Linked to Strategic PlanNew PDsImplementation

Program Management WOF

A WOF store is a living, active model that A WOF store is a living, active model that allows DeCA to evaluate:allows DeCA to evaluate:

– Multi-skilled workforceMulti-skilled workforce

– Whole store training plansWhole store training plans

– New ideas, concepts and processesNew ideas, concepts and processes

WHAT IS A WORKFORCE OF THE FUTURE WHAT IS A WORKFORCE OF THE FUTURE STORE?STORE?


Baseline established; evaluation conducted Baseline established; evaluation conducted Jun 05Jun 05

– Productivity up 5%Productivity up 5%

– Personnel costs down 3.6%Personnel costs down 3.6%

– Operational costs down 7.1%Operational costs down 7.1%

– Employees/managers supportive of conceptEmployees/managers supportive of concept

1st PROTOTYPE TEST:1st PROTOTYPE TEST:SMOKEY POINT, WA, JAN 05 - PRESENTSMOKEY POINT, WA, JAN 05 - PRESENT


FY06: 583 positionsFY06: 583 positions– Smokey Point, WASmokey Point, WA

– Grand Forks, ND (2nd test site)Grand Forks, ND (2nd test site)

– Hawaii ZoneHawaii Zone

FY07: 959 positionsFY07: 959 positions

FY08: 1278 positionsFY08: 1278 positions

AGENCY A-76 GOALSAGENCY A-76 GOALS


Multi-skilled workers and managersMulti-skilled workers and managers– Work where needed, when neededWork where needed, when needed

““Whole store” conceptWhole store” concept– Team orientedTeam oriented

““Grow our own” Store AssociatesGrow our own” Store Associates– GS-01 to GS-04 18 Month “intern” programGS-01 to GS-04 18 Month “intern” program

PRIVATE INDUSTRY MODELPRIVATE INDUSTRY MODEL


Capitalizes on employee talentsCapitalizes on employee talents

Skill-based pay approachSkill-based pay approach

Focus on customer serviceFocus on customer service

Provides bridge into managementProvides bridge into management

Mirrors private industry best practiceMirrors private industry best practice

WHY MULTI-SKILL?WHY MULTI-SKILL?


Transformation of storesTransformation of stores– Rewarding work experienceRewarding work experience

Awards/recognitionAwards/recognition

Department rotationDepartment rotation

CommunicationCommunication

Efficient and effectiveEfficient and effective

Customer serviceCustomer service

EMPLOYER OF CHOICEEMPLOYER OF CHOICE


Fewer PDs covering more dutiesFewer PDs covering more duties

Developmental PDs support learning and Developmental PDs support learning and growthgrowth

Smokey Point, Grand Forks and Hawaii Smokey Point, Grand Forks and Hawaii employees successfully performing employees successfully performing duties in new PDsduties in new PDs

WORKFORCE OF THE FUTURE POSITION WORKFORCE OF THE FUTURE POSITION DESCRIPTIONSDESCRIPTIONS


PERFORMANCE MANAGEMENTPERFORMANCE MANAGEMENT

Transition to new Standardized Performance Transition to new Standardized Performance PlansPlans

Performance feedback will be gathered from Performance feedback will be gathered from supervisors and leaders for final ratingsupervisors and leaders for final rating

DeCAD 50-7, Performance Management DeCAD 50-7, Performance Management Directive still applicableDirective still applicable

All current and future store associates must All current and future store associates must have a non critical sensitive background have a non critical sensitive background check, SF 85-Pcheck, SF 85-P


WOF TRAININGWOF TRAINING Store Associate Training Plan for GS 1-4Store Associate Training Plan for GS 1-4

Structured training programStructured training program

– Appropriate knowledge and skills taught for Appropriate knowledge and skills taught for each gradeeach grade

– In-store trainersIn-store trainers– Checklist to document all trainingChecklist to document all training– Training scheduled during work timeTraining scheduled during work time

““Store Associate Certification”Store Associate Certification”


PLACEMENT OF CURRENT EMPLOYEESPLACEMENT OF CURRENT EMPLOYEES

VERA/VSIPVERA/VSIP

Place employees through RIF Place employees through RIF – No permanent employees separatedNo permanent employees separated– No loss of payNo loss of pay

Status Quo ConversionStatus Quo Conversion– No reduction in hoursNo reduction in hours– No change in shifts No change in shifts


GS-STORE ASSOCIATE – PROGRESSIONGS-STORE ASSOCIATE – PROGRESSION

GS-1 GS-2 GS-3 GS-4Customer Service Customer Service Customer Service Customer ServiceSec/Safety Sec/Safety Sec/Safety Sec/SafetyHousekeeping Housekeeping Housekeeping HousekeepingCashier (Trainee) Cashier (Trainee) Cashier Cashier

Merchandising (Limited) Merchandising (Full Perf) Merchandising- Grocery - Grocery - Grocery- Meat - Meat - Meat- Produce - Produce - ProduceStore Worker (Limited) Store Worker (Full Perf) Store Worker - Receiving - Receiving - Receiving

Accounts Maint Accounts MaintQAE (Clerical) QAE (Clerical) CAO (Clerical) CAO (Assist)

Computer OpsSupply (Clerical)

Promotion tied to training plan/performance



““If we take care of our If we take care of our employees, they will employees, they will

take care of our take care of our customers and our customers and our

business.”business.”

DeCADeCANational Security Personnel National Security Personnel

SystemSystem(NSPS)(NSPS)

Implementation & Deployment Implementation & Deployment

Initial deployment is limited to non-bargaining Initial deployment is limited to non-bargaining unit employees and all GS-13s & aboveunit employees and all GS-13s & above– Could affect up to 5,300 agency employeesCould affect up to 5,300 agency employees

Directed mandate linked to DoD goalsDirected mandate linked to DoD goals– High performing workforce & managementHigh performing workforce & management– Agile/responsive workforce & managementAgile/responsive workforce & management– Credible & trustedCredible & trusted– Fiscally soundFiscally sound

Slated to start implementation—Oct 07 under Slated to start implementation—Oct 07 under NSPS Spiral 2NSPS Spiral 2

NSPS is Coming to DeCA

Overarching mission objectiveOverarching mission objective– Right employee in right job with right skills at right Right employee in right job with right skills at right

time & right costtime & right costPerformance based, market sensitive systemPerformance based, market sensitive system– Individual performance expectations are linked to Individual performance expectations are linked to

organizational goalsorganizational goals– Each employee is responsible for individual Each employee is responsible for individual

successsuccess– Employees & supervisors openly discuss individual Employees & supervisors openly discuss individual

performance goals & expectationsperformance goals & expectations

NSPS

Provides new opportunities for payProvides new opportunities for pay increases, rewards & career progressionincreases, rewards & career progression

– Greater opportunity for supervisors to recognize Greater opportunity for supervisors to recognize & reward high performers& reward high performers

– Many human resources (HR) processes are Many human resources (HR) processes are simplified & shortenedsimplified & shortened

– No loss of pay during conversionNo loss of pay during conversionSome employees may receive a pay increaseSome employees may receive a pay increase

– Employees will receive a salary increase equal to the Employees will receive a salary increase equal to the amount they have earned toward their next Within Grade amount they have earned toward their next Within Grade Increase through a pro-rated buy-in methodIncrease through a pro-rated buy-in method

NSPS

Safeguards employee rights & protections—Safeguards employee rights & protections—many things aren’t changingmany things aren’t changing– Merit system principlesMerit system principles– Rules against prohibited personnel practicesRules against prohibited personnel practices– Whistleblower protectionWhistleblower protection– Veterans’ preferenceVeterans’ preference– Benefits (retirement, health, life, etc.)Benefits (retirement, health, life, etc.)– Anti-discrimination lawsAnti-discrimination laws– Fundamental due processFundamental due process– Allowance & travel/subsistence expenses Allowance & travel/subsistence expenses – Training, leave and work schedulesTraining, leave and work schedules

NSPS

NSPS supports the DeCA Strategic Plan, NSPS supports the DeCA Strategic Plan, Goal 2 —transforming the workforceGoal 2 —transforming the workforceActions to dateActions to date– Approved Business Needs StatementApproved Business Needs Statement– Business Case is now in developmentBusiness Case is now in development– Training development has startedTraining development has started– Executive Steering Council (ESC) expanded Executive Steering Council (ESC) expanded

task addedtask addedResponsible for overall implementation guidanceResponsible for overall implementation guidanceProject status will be briefed at DCPRProject status will be briefed at DCPR

NSPS

– Overarching Integrated Product Team (OIPT) Overarching Integrated Product Team (OIPT) appointedappointed

Supports the ESC; develops agency policySupports the ESC; develops agency policyDecides how pay pools will be established and managedDecides how pay pools will be established and managedConsists of 18 voting member (mostly GS-15s)Consists of 18 voting member (mostly GS-15s)

– HQ FPOs with HR Director chairHQ FPOs with HR Director chair– Each region has one vote--deputy director levelEach region has one vote--deputy director level

– NSPS Working Group appointed NSPS Working Group appointed Consists of key HQ FPO representatives and the HR Consists of key HQ FPO representatives and the HR Deployment TeamDeployment TeamProvides support to the OIPTProvides support to the OIPT

– Develops NSPS business case & gains approvalDevelops NSPS business case & gains approval– Plans and executes deployment of NSPS throughout DeCAPlans and executes deployment of NSPS throughout DeCA

NSPS

– HR Deployment Team appointedHR Deployment Team appointedConsists of 10 key HR practitioners Consists of 10 key HR practitioners

– Advanced NSPS trainingAdvanced NSPS training– Conducts NSPS updates to HR systems affectedConducts NSPS updates to HR systems affected

Provides advisory guidance & support to NSPS teamsProvides advisory guidance & support to NSPS teamsDevelops agency-level HR policy & resolves issues Develops agency-level HR policy & resolves issues

– NSPS Project Manager assignedNSPS Project Manager assignedDeb Brian, HR Special Projects OfficerDeb Brian, HR Special Projects Officer

For more information on NSPS (training, For more information on NSPS (training, brochures and fact sheets, etc.) go to:brochures and fact sheets, etc.) go to:

http://www.cpms.osd.mil/nsps/http://www.cpms.osd.mil/nsps/

NSPS

http://www.cpms.osd.mil/nsps/

Documents

Ms. Diane Pedrick