JBM-HH Feb. 25-26 Workforce Town Hall slides

1. Workforce Town Hall
25 – 26 February 2016
Joint Base Myer-Henderson Hall

2. Agenda
• Opening Remarks by the Director, Human Resources
• Professional Installation Workforce LOE #1- DHR
• Mentorship Experience – Mr. Wilson, DPTMS
• Update – November Town Hall
• Army Career Tracker Update
• Upcoming Developmental Opportunities
• Social Security Administration Information Briefing – Ms. Valera
• Closing remarks and Questions

3. Opening Remarks
Mr. Ken Washington, Director, Human Resources

4. Develop a JBM-HH Secession Plan that aligns with the mission and vision embodying a premier performing workforce. Ensure an
organization result-oriented culture through leadership training and talent management. Provide the workforce with a career
development design to empower sustainment for the current and future leaders of the Garrison.
Outcome: An engaged, effective, exceptionally competent, and customer-focused workforce committed to
installation management support to national security, Army commanders, and a world-wide joint force.
Sub-objectives:
1.Increase Developmental Opportunities
2.Enhance training program and socialize awareness
3.Foster innovation to enhance Installation management career programs
4.Increase Availability and Attendance for Required Training at JBM-HH
5.Develop a premier Training and Education Program
6.Effectively empower the workforce to create and sustain strong performers in a complex and challenging
environment
7.Enhance workforce knowledge of Career Program Requirements and Completion of Required CES Courses
8.Strengthen management talent within the workforce to meet current and evolving mission
9.Reduce Recruitment Processing Time
LOE 1: Professional Installation Management
Workforce
MO 1.1: Talent Management

5. Mentorship Program Feedback
Mr. Ian Wilson, Directorate, Plans, Training,
Mobilization and Security

6. • Online Supervisor Development Course (SDC) is the only approved training to
meet the statutory requirement, and was implemented be cost-effective and
provide consistent information to all supervisors.
• Commands may supplement SDC with additional training (resident if desired).
• Learning objectives are directed by DoD; TRADOC/AMSC developed the content
to achieve learning objectives.
• Policy (ICW NDAA 2010): All NEW supervisors (to include SESs/GOs) required
to take training w/n 1st year of appointment; all experienced supervisors required
to take refresher training at least every 3 years.
• Refresher training is the same as new training (SDC) at this time. Future plans
are to create a “test out” of modules for the SDC.
Supervisor Development Course

7. • Microsoft Excel Training
• SkillPath Training
• Pre-Retirement Seminars - 20 April 2016
• HR For Supervisors
• IMCOM Developmental Assignment Program
• Four Development Opportunities Submitted to IMCOM
• TAPES Training for the Workforce April-May
• Anticipate Call for Applications for DAP Assignments in Next Couple of
Weeks
Update From Last Town Hall

8. Army Career Tracker
https://actnow.army.mil
Track & plan your career in one place. Enhanced,
personalized career development. Army Career Tracker
(ACT) is a leadership development tool that integrates
training and education into one personalized, easy-to-
use website. Users can search multiple Army education
and training resources, monitor their career development
and receive personalized advice from their supervisor
and Army leadership.
Tools

9. JBM-HH Army Career Tracker Log-In Statistics
Tools

10. Overview of the Civilian Training Management
Objective: To integrate disparate training management systems and provide near
real time information for Army training managers and one centrally managed Civilian
training registration system that supports all Civilian employees – APF, NAF, Wage
Grade, LNs.
Two Major Components:
• Army Career Tracker – Civilians: (not all inclusive)
• Provide users (employees and supervisors) with an integrated view of training and
education in one personalized and easy to use dashboard.
• Provides employees with a more efficient and effective way to monitor their career
development.
• Allow supervisors to track and advise employees on their personalized leadership
development.
• Go Army Ed – Civilians
• Provides the Army a standardized, automated training registration process using
the SF 182 for Career Programs, command and enterprise visibility of individual
training applications and a robust CP financial management module (to be interfaced
with GFEBS).
Civilian Training Management & Integration

11. Civilian Wellness Program
• Joint Base Myer-Henderson Hall very supportive of employee wellness goals
and has command civilian wellness program
• Contract between supervisor and employee whereby employee agrees to
participate in a wellness activity for one hour, three time a week (during regular
paid work schedule) for six consecutive months
• Employee signs a waiver for Liability to the JBM-HH and the Army, completes a
Readiness survey, provide authorization from personal physician to participate
in program (when appropriate) and turns packet into DHR
• JBM-HH and DFMWR along with Henderson Hall sponsors fun runs and walks
at least quarterly that workforce can participate in
• JBM-HH is partnering with Rader Clinic to develop wellness events the
workforce can participate in seasonally and throughout the year; soliciting your
ideals, and needs for thorough wellness program
• Adding structure and oversight for implementation this summer