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USGS Workforce Plan 2015-2020 Results

By Human Capital

The USGS Workforce Plan 2015-2020 identified a set of actions to address specific gaps and strategies. These include increasing diversity; expanding flexibility though a multi-sector workforce and resource sharing; addressing skill needs; and succession planning.

Many of the action plans resulted in the development of resources for local level supervisors and managers, as well as the bureau at-large.

  • Diversity: recruitment resources for attracting diverse talent are available on the USGS intranet.
  • Flexibility/Multisector Workforce: options for filling positions are featured in the Supervisor’s Toolkit.
  • Flexibility/Resource Sharing: the Shared Workforce Ad Portal (SWAP) provides USGS managers with a tool to share workforce resources to complete short-term work assignments as well as to fill permanent positions through the use of lateral assignments. Go to @the Core, click on A-Z Index at the top, and search for Shared Workforce Ad Portal (SWAP).
  • Skill Set Needs:
    • The behavioral interview guide (PDF internal only) provides hiring managers sample questions to use when screening candidates on the skill needs identified in the USGS workforce plan
    • an individual development plan (IDP) is an employee development tool that identifies activities that will help you enhance your knowledge, skills, and abilities.
  • Local-level Workforce Planning: guidance for conducting workforce planning at the Center and Office level can be found at the Workforce Planning Toolkit.
  • Succession Planning: a pilot effort was conducted to test out a succession planning process for the senior executive segment of the leadership ranks. Further information about succession planning and the pilot are available on the Leaders Blog on @theCore.

We invite you to contact our office to share results you’ve achieved through workforce planning in your organization.

 

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