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Workforce Town Hall
25 – 26 February 2016
Joint Base Myer-Henderson Hall
Agenda
• Opening Remarks by the Director, Human Resources
• Professional Installation Workforce LOE #1- DHR
• Mentorship E...
Opening Remarks
Mr. Ken Washington, Director, Human Resources
Develop a JBM-HH Secession Plan that aligns with the mission and vision embodying a premier performing workforce. Ensure a...
Mentorship Program Feedback
Mr. Ian Wilson, Directorate, Plans, Training,
Mobilization and Security
• Online Supervisor Development Course (SDC) is the only approved training to
meet the statutory requirement, and was impl...
• Microsoft Excel Training
• SkillPath Training
• Pre-Retirement Seminars - 20 April 2016
• HR For Supervisors
• IMCOM Dev...
Army Career Tracker
https://actnow.army.mil
Track & plan your career in one place. Enhanced,
personalized career developme...
JBM-HH Army Career Tracker Log-In Statistics
Tools
Overview of the Civilian Training Management
Objective: To integrate disparate training management systems and provide nea...
Civilian Wellness Program
• Joint Base Myer-Henderson Hall very supportive of employee wellness goals
and has command civi...
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JBM-HH Feb. 25-26 Workforce Town Hall slides

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

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

  1. 1. Workforce Town Hall 25 – 26 February 2016 Joint Base Myer-Henderson Hall
  2. 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. 3. Opening Remarks Mr. Ken Washington, Director, Human Resources
  4. 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. 5. Mentorship Program Feedback Mr. Ian Wilson, Directorate, Plans, Training, Mobilization and Security
  6. 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. 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. 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. 9. JBM-HH Army Career Tracker Log-In Statistics Tools
  10. 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. 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

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