Human Resource Support to Our Civilian Workforce

Development of the Human Resource Plan and Oversight of its Accomplishment

Transfer of Function

Equal Employment Opportunity (EEO) Services

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

Communication

Providing Assistance and Support to Employees

Vacancies

Establishing Recruitment Sources and Marketing Campaigns

The agency will optimize as many of the following management tools as possible to retain and attract a highly qualified workforce. The Senior Champions Council will develop criteria and be the final approval authority for relocation and retention incentives as outlined in the following areas:

Relocation Incentives

Retention Incentives

Student Loan Repayment Program Incentive

Permanent Change of Station (PCS)

Re-employed Annuitants

Spouse Placement Program Efforts

Quality of Work life Programs

Telework

Wellness Program

Alternate Work Schedules

Compressed Work Schedule

Flexible Work Schedule

Physical Fitness Facility

Child Care Center / Child Care Subsidy Program

Work Environment

Maryland In-State Tuition

There are a variety of options with regard to public transportation. Buses, trains, and van pools are all available methods of traveling to a duty location. All employees are authorized use of the Mass Transit Subsidy when their transportation method qualifies. Employees will be surveyed at different intervals to determine which method of public transportation they plan to use. Based on the survey results, the Agency will coordinate with local chartering services to determine the feasibility of providing assistance with this support.

The DISA travel office will continue to research all possible options to make the commute to Ft. Meade more convenient and cost-effective. The following are some of the transportation initiatives: (1) partner with the National Security Agency to provide shuttle bus service between the Odenton MARC station and DISA headquarters; (2) work with local bus companies to arrange for positioning buses at locations that are placed in the most frequently used commuter lots; (3) establish a local WEB Page for Car Pools to match drivers with riders to allow for movement of personnel in an efficient manner; (4) establish priority parking spaces at Fort Meade for those vehicles that have multiple passengers encouraging the use of car pools; and (5) maximize the use of Mass Transit Subsidy. A DISA workgroup has been established to explore additional transportation options.

 

EAP brings together a variety of personal services. The program includes activities and counseling in the areas of personal finance, emotional and psychological problems, and substance abuse awareness and treatment.

The primary focus of the EAP is to assist employees who want help dealing with a substance abuse problem. Employees who suffer from drug and/or alcohol abuse are entitled to the same medical care and administrative consideration they would receive for any other illness.

Employees may schedule to meet with an EAP counselor to receive counseling concerning problems in dealing with the relocation of the organization at 1-800-222-0364 or TTY 1-800-262-7848. Additional resources are available via the program Web site. 

In addition, the WorkLife4You program provides DISA employees with complete and personalized consultation, education, information and referral services 24x7 via telephone and the Federal Occupational Health (FOH) comprehensive work and life Website. The program is designed to assist with:

• Family issues such as adoption, funeral planning, child care, aging loved ones
• Health and wellness issues such as health of children, men/women, seniors, diet
• Education issues such as financial aid;
• Financial/legal issues such credit/debt; retirement; estate planning
• Daily life issues such as home improvement, pet care, automotive, relocation

The program provides a wealth of information, tools and resources for employees.

Voluntary Separation Incentive Pay (VSIP) is an incentive of up to $25,000 for eligible civilian employees who choose to voluntarily separate through resignation or regular (optional) retirement and may be approved by the DISA Director. Voluntary Early Retirement Authority (VERA) expands the opportunity for voluntary separation with a pay incentive by authorizing early retirement, commonly referred to as "early-out" and must be requested by DISA and approved by OSD. These incentives will be used to help reshape the workforce. It is not anticipated that DISA will utilize these incentives for other than reshaping purposes (i.e. restructuring buyouts); however they are available if deemed essential to address any critical needs of the agency.

Restoration of Forfeited Annual Leave

Job Swap

Transition Assistance

 

DISA is committed to the on-going development of its employees and is in the process of identifying the current and future training and development needs of the workforce. Enhancing the professionalism of the DISA workforce through training and development promotes productivity.

In preparation for the move to Fort Meade, the Professional Development and Visual Information Services Division is developing several training and development programs in partnership with Maryland middle and high schools, colleges, and universities. The programs include:

• The Summer Technology and Engineering Program:  Uncovering Potential (STEP UP).  This 5-day summer camp will teach critical technology and engineering concepts that will be vital to the success of program participants.

• The DISA Interactive Student Career Opportunity and Volunteer Experience Resource (DISCOVER) Program (target audience is 15/16 year-olds) is a hands-on, volunteer work program related to the science, technology, engineering, and math (STEM) disciplines (target audience is 15/16 year olds).  The program will be for 1 day per week for 2 to 3 hours per volunteer day.  The students will learn about specific careers and what it takes to be successful.

• Certificate programs in various disciplines with Maryland colleges and universities are being coordinated in the areas of financial management, engineering management, human resources, and human resources development. 

• A DISA/Maryland education partnership that includes DISA senior leaders and subject matter experts as guest speakers/lecturers, curriculum content experts, and sources of real world exercises or projects to supplement lectures is also being developed.  This program will allow DISA’s subject matter experts and leaders the opportunity to share their knowledge of DISA and the defense industry and to increase interest in federal service.

These programs target DISA’s current and future employees.  The STEP UP and DISCOVER high school programs encourage interest in science, technology, engineering, and math.  All of the programs and initiatives will assist in the development of talent in all career fields and will continue to strengthen the critical thinking, decision-making, analytical, and communication competencies of the workforce.  The programs will add technical and professional competencies in the fields of information technology, engineering, telecommunication, finance, human resources, and computer science.  DISA will continue to encourage workforce participation in existing college and university programs and develop new opportunities.

The Career Management Program (CMP) is the roadmap and structure to build capabilities for our future workforce.  Enhancing our professionalism through career development promotes current and future productivity and makes DISA a more cohesive organization.  Members of the DISA workforce will reap the largest benefits of the CMP because it will help them control the course of their careers in a far more predictable and proactive fashion.  It will help them gain the satisfaction of maximizing their abilities and interests to become part of a successful change effort.

Employment transitions can be traumatic for affected employees.  Training is available to help employees through such transitions and will be offered to the maximum extent possible.  Change management training helps employees approach the transformation as an opportunity and channel their efforts in productive directions based on their own personal situation.  Stress management training provides techniques for successfully dealing with mental, emotional and physical stress and personal situations that may impact an employee’s productivity and sense of wellness during the transition.

DISA Human Resources Development (HRD) Specialists (MPS5) will partner with supervisors and managers for successful outcomes.  This partnership will include providing the appropriate subject matter experts to serve as HRD consultants to train, coach, and to orient managers and employees to use the Career Management Program to the best effect and provide strategic assistance in making professional development decisions.

MPS5 staff will work with supervisors and managers on future development and delivery of training on new initiatives and to meet the needs of the agency.  The DISA Talent Management Systems (DTMS) will provide the basis for identifying skill gaps within the workforce and available training resources.  Based on identified training and development needs, the MPS5 staff will provide solutions in meeting DISA’s training needs.

DISA-Specific Information

Helpful Internet Resources

The key to the protection of personnel and equipment will be prevention.  This HR plan will contribute to prevention by helping employees focus their energies in productive directions during a highly emotional time.

The DISA Director has a policy of "Zero Tolerance" for violence in the workplace. Accordingly, supervisors will create and maintain a healthy and productive workplace. Supervisors will:

• Carefully observe proper personnel practices;
• Stay in touch with employees;
• Use performance counseling and disciplining conscientiously;
• Maintain positive lines of communication; upward, downward, and laterally;
• Foster effective communications within the workplace;
• Be sensitive to stressors in the workplace and unusual employee/co-worker reactions;
• Be attentive and responsive to employee/co-worker concerns.
• Provide productive channels for employee efforts, e.g., change management training, support groups, etc.
• Obtain refresher supervisory training as needed, e.g., Violence in the Workplace.

By intervening promptly and providing positive leadership, supervisors can keep difficult problems from turning into major problems.

If a tragedy should strike in the workplace: notify the proper authorities; take whatever steps are necessary to preserve life and safety; stop the disruption IMMEDIATELY; and order the disruptive employee to leave the immediate workplace. In a serious situation, employees can be directed to leave the premises and go home for the remainder of the day on administrative leave. In all incidences of violence in the workplace, the supervisor should contact the DISA Security Division, (MPS6) and the servicing HR representative for further guidance.

DISA has a proven track record of taking care of its people.  Since the early 1990's the agency has been required to consolidate and in some cases eliminate many positions, and the involuntary separations required from these actions have been held to less than 5%.  Taking care of YOU through this BRAC transformation by expanding the quality of worklife programs, transportation and relocation options and the recruitment and retention strategies to encourage employees to stay with DISA is one of our strategic goals and a top priority.

Knowledge and time are key tools for minimizing the impact of a major transformation. Now is the time to plan your future.

This Human Resources Plan will give the DISA workforce the knowledge and time necessary to make decisions and plan their future. This plan also provides the tools to assist in implementing your decision during this transition.