ASSUMPTIONS
HUMAN RESOURCES STRATEGY
MANAGEMENT TOOLS
TRANSPORTATION SUPPORT
EMPLOYEE ASSISTANCE PROGRAM
SEPARATION INCENTIVES
BENEFITS AND ENTITLEMENTS
TRAINING, EDUCATION, & DEVELOPMENT
MILITARY PERSONNEL HR STRATEGY
PROTECTING PERSONNEL & EQUIPMENT
TAKING CARE OF OUR PEOPLE
HUMAN RESOURCES STRATEGY
The strategy for addressing the human resources aspects of transformation is tailored to fit mission requirements and the BRAC Transformation. The following sections summarize the key features of the overall strategy for recruitment, managing training, education, and placement and outplacement of the workforce. Each item is discussed in greater detail in the remaining sections of this plan
Labor-Management Relations
Effective labor-management relations are a basic part of the responsibility of all DISA managers and an integral part of this plan. Unions certified as the exclusive representative of DISA employees have a legitimate interest in matters affecting the terms and conditions of employment of personnel in the bargaining unit. Information concerning such matters should be provided to union representatives as a matter of good labor-management practice. DISA has a formally recognized relationship with several employee unions, which represent most employees. Management and these labor organizations holding exclusive recognition have a mutual obligation to meet at reasonable times and bargain in good faith on negotiable matters affecting conditions of employment.
As any proposed organizational restructuring or associated personnel action is initiated, management at all levels will ensure that any obligations to unions representing employees affected by those changes will be satisfied. Such obligations include providing the unions with reasonable advance notice of the proposed changes, sharing appropriate documentation with the unions, and addressing any of the union's negotiable proposals. Matters or questions of negotiability should be discussed with the DISA MPS Labor Relations Officer.
Communication
The sensitive nature of the personnel actions required for transformation and the variety of groups involved, reinforces the commitment to ensure clear communication of the facts to all affected parties to alleviate misunderstandings and maintain confidence in the leadership. Therefore, communication is paramount in the human resources strategy. Information disseminated will be thorough and timely and will reach the appropriate audiences. It is our objective to ensure that there is frequent communication with the workforce throughout the BRAC transformation process.
There will be open discussions with representatives of DISA recognized unions. It is critical that these meetings be completely informative and productive. Union notification at the earliest planning stages of transformation at the local level is encouraged. Any required bargaining will be conducted as early as possible.
Meetings will be held on an as needed basis, when information to be shared is best communicated in an interactive format. DISA management and a representative(s) from MPS will brief the transformation plan to employees and provide them an opportunity to ask questions.
MPS continues to strategize and coordinate with the Public Affairs Office to develop formal communications methods to ensure information is shared throughout the agency and the surrounding communities of Ft Meade. The new and improved BRAC Information Portal (BIP) website provides the government workforce, supporting contractors, and community partners with information about our upcoming move to Fort Meade, the relocation process, and relocation benefits. It also provides employees with information regarding the new facility at Ft Meade and the surrounding communities, and a forum for employees to raise concerns and submit BRAC oriented suggestions.. The site is in the public domain so employees can access the BIP from home as well as the office. The Portal includes commuter information, a BRAC Library, Frequently Asked Questions, briefing slides, and provides links to the local communities surrounding Fort Meade where you may browse for real estate, education or general information on the area.
Providing Assistance and Support to Employees
The impact of BRAC on the DISA workforce must be monitored so that efforts can be focused on providing assistance to employees who may be adversely impacted. Information will be gathered from the current workforce via surveys and organizational feedback to determine needs for training/retraining, counseling, placement policies, etc. The DISA Talent Management System (DTMS) will serve as a major source of information for employees and managers concerning current and desired competency requirements from which training and developmental needs and available resources to meet those needs can be established and allocated.
As the BRAC transition process proceeds, representatives of MPS and the DFAS STO will work together to provide DISA employees with effective support and assistance. DISA will initiate, support and encourage strategies to facilitate the transition of DISA employees and their immediate families to the designated DISA BRAC location. These support activities will include training and/or re-training for employees, job fairs at the BRAC location to support the transition of affected spouses, home/real estate fairs to support the transition, and even travel fairs to support those who will choose to commute to DISA's designated BRAC location.
Vacancies
All DISA Headquarters vacancy announcements indicate that the position will be relocated to Fort Meade, Maryland in late 2010 or early 2011. Beginning approximately 120 days prior to an organization’s move to Fort Meade their vacancy announcements will reflect the duty station of the position is Fort Meade. The specific date in which organizations move is at Appendix A: DISA Organization Move Schedule. Vacancies are posted to the DISA web site and to the OPM web site. DISA continues to aggressively recruit within the Maryland area. Our jobs are posted on several Maryland county websites. DISA continues to hold Career and Information Expos geared toward the "branding" of DISA as an employer of choice in the Maryland area. These events are being planned as we begin to strategically recruit. In addition, we continue to list our vacancies on sites that are geared to those individuals retiring or about to retire from the military such as:
MOAA (Military Officers Association of America)
NCOA (Non-Commissioned Officers Association)
Establishing Recruitment Sources and Marketing Campaigns
DISA continues to lean forward with a pro-active recruitment and marketing strategy to hire requisite skill sets to meet our Agency's mission needs to support the war fighter. As an example of our efforts, the Agency has hosted several events such as Town Hall meetings, employee field trips to our new headquarters site at Fort Meade, and career and information expos to brand DISA within the state of Maryland. We have also participated in numerous state and local strategy forums by educating business, government, and education leaders on who we are as an Agency and what we have to offer.
We will continue to maximize all available recruitment flexibilities to obtain highly-qualified applicants for vacant but critical positions. Options include the use of term, temporary, and hiring of reemployed annuitants. Targeted recruitment will continue to be conducted in the Ft. Meade area in coordination with the local jurisdictions. DISA's Corporate Communications Division continues to work in coordination with the BRAC Transition Office and the communities surrounding Fort Meade to keep current a viable marketing campaign. This campaign includes information on housing, education, transportation services and many other aspects of moving. Long-term collaboration with counties and cities surrounding Ft. Meade as well as Maryland State government will continue as we move forward to ensure our employees are postured to take advantage of the many opportunities and programs that the State and counties provide.