02 - 03 December, 2014
Hilton Alexandria Mark Center, Arlington, VA

DoD Employment

DoD Human Resources

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It’s a tough effort given that many seem terrified of “doing more with less,” as DoD budgets inevitably tighten, but Michael Chase, Executive Director, Human Capital, Defense Contract Management Agency, is trying to debunk the stigma that comes with the notorious phrase.

According to Chase, rapidly advancing technology and communications platforms available today allow us to do things more effectively and efficiently than in the past, and this is a good thing.

He and his team created an “as-is” vs. “to-be” business strategy comparing the current organization to what it would look like if created from the ground up today. Through this process, the team figured out how to perform more effectively with 114 employees currently, vs. 140 employees last year. In the same time period, the agency’s customer service ratings went up by more than 35 percent. “We didn’t do it because we were worried about more fiscally constrained times,” said Chase. “We did it because it was the right thing to do.”

In this exclusive podcast, you’ll hear Chase outline how he worked through this strategy and how, through a screening strategy to determine when to use contractors vs. government positions, he was able to achieve $18 million in savings.

In June 2009, President Obama ordered the streamlining of the Federal government hiring process. The memorandum from the Office of Management and Budget M09-20 states that: “The current Federal hiring process is lengthy and encumbered by burdensome requirements and outdated technology systems.“

The Department of Defense, the DoD, is meeting this directive through its Hiring Reform initiative. Put simply, DoD Hiring Reform is the DoD’s project to remove any unnecessary barrier to hiring. This will make the DoD human resources division, the Defense Civilian Personnel Advisory Service, or DCPAS, more efficient. DoD can’t function without a large pool of civilian talent. Since over 700,000 civilians work for the DoD, Hiring Reform is a good strategy for the DoD to meet its personnel needs.

DoD employment is an attractive career path for people with a variety of training. Multilingual people and dentists, accountants and executives will find job openings through DoD human resources, DCPAS. Moreover, DoD employment offers Federal benefits including retirement savings plan and health insurance. No matter how attractive the salary and benefits are, however, the DoD will find it difficult to fill open positions if the hiring process is inefficient.

Hiring Reform is particularly challenging to the DoD human resources department, due to the DoD’s large size, number of divisions, complexity of hiring authorities, geographical dispersion and outdated staffing tools. Nevertheless, DoD’s management made meeting these challenges one of its top five strategic goals for the year, its performance goal: simplifying the hiring process.

In May 2010, President Obama issued additional information on how to change the gatekeeping website for Federal positions, to be in place by November 2010. DoD Hiring Reform responded by creating its own initiative addressing the four essential phases of hiring: planning the new position, attracting candidates, making hiring decisions and shaping new hires’ early experiences. DCPAS created webpages with tool kits for hiring managers to download. In addition, DCPAS added webpages with instant resources full of useful information for hiring managers, such as tips on recruiting and selling the job to attractive applicants. Making applications and decisions easier makes DoD employment even more appealing to candidates.

The DoD Hiring Reform initiative is divided into several key focus areas, one being the active involvement of managers in hiring. DCPAS’ Hiring Manager tool kit to help managers in this enhanced role is just one result of Hiring Reform at the DoD.