WEBVTT

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Good morning . I am Ellen Henderson ,

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the chairwoman of a U . S . A civilian

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advisory committee on behalf of General

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robert Brown , president of the USA and

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council of Trustees . I welcome each of

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you to the 2021 army civilian forum

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today we plan to share and highlight

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our theme on how the army is enabling

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civilian talent management via the

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civilian implementation plan . This is

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referred to us as C . I . P . In

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support of army people strategy and how

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the army is customizing and applying

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talent management to every second Of

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the civilian workforce through

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functional communities , formally

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career programs that are aligned with

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11 different army career fields . One

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of the A . U . S . Book a goals is to

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provide professional development to

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army civilians as well as build and

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foster relationships . Besides today's

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forum , a USA expanded its current

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professional development offerings by

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making it possible for army civilian

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career fields . Seven of them to

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provide professional education

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opportunities at a USA symposiums like

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the one today in Washington , D . C .

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In addition to focusing on professional

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development and education , A USA

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relies on the advice of civilian

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leaders at all levels of its

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organization . The association

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appointed an army civilian as the vice

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chairman for civilian affairs on its

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council trustees hired to senior

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fellows with an army civilian

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background and increased the role of

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its civilian advisory committee if you

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like what a U . S . A . Is doing or

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want to know more about the USA and

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supportive army civilians and you

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aren't really a member . Please join

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the team and consider being a member

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today . And I'm one of those old

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civilian members of a U . S . A . As

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the a U . S . A . Army civilian

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committee chairman , I would like to

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recognize our committee chairman

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members and I think we only have a

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couple in here but they are in sight .

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Their support and guidance and army

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civilian matters is critical and um we

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appreciate all of them that have been

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participating with us . But today , to

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begin our civilian forum we have the

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honour to welcome Mr Christopher Loman ,

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the senior official performing the

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duties of the Under Secretary of the

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Army as the under secretary of the Army .

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He is the Secretary of the army ,

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Senior civilian assistance and

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principal advisor on matters related to

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management and operations of our army .

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He is also the chief management officer

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of the army and serves as as

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secretary's principal advisor on the

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effective and efficient organization of

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business operations and transformation

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initiatives . Mr Loman is also the

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senior official for all executive and

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senior professional personnel actions

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and is responsible for developing

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policies and programs and supervising

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and directing all army civilian senior

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leaders . It is my distinct privilege

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to welcome Mr .

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Mhm Alan thanks so much for

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that kind introduction . Uh and thanks

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to a U . S . A . For one creating this

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opportunity to talk about civilian

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career development and carving out some

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time during a U . S . A . And giving us

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the space to do so . So the senior

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official performing the duties of the

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under secretary of the argue literally

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the longest title in the army . And if

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you subscribe to the belief that the

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level of importance is inversely

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proportional today , the length of your

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title there , you have it 10 months

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now . I've been serving as the

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undersecretary of the army . I am a

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career army civilian . I've got about

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33 years as a career army civilian . I

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started as a GS five at Red River

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Army Depot working for the Army

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Material Command is a material

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maintenance intern and I have

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progressed and hit every single step

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coming up leading up to Mhm .

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Serving as the undersecretary army . uh

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I've been in the SCS now since 2008

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and I'm proud to be here and welcoming

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everybody here today . I think we've

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got an excellent panel , There's a lot

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of deep thoughts that has gone into

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developing the army people strategy and

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the civilian implementation plan . Uh

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And what I'll tell you is I've been an

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advocate not only of the army people

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strategy , but I've been a huge

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advocate of civilian personal

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development throughout my entire career .

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Of course , the weight of that advocacy

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is a little different today than it was

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when I was GS five , but it was very

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Mhm . So the army is at an inflection

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point . We're at an inflection point

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today as we look forward on what

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an embryo , capable army is required to

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do or will be required to do the future

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army battle for the future battlefield .

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It really has a couple of

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characteristics , right ? It's going to

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be very fast . It's going to be lethal .

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It's going to be very mobile . Right ?

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All of those are characteristics that

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are defining requirements on the army's

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modernization uh Programme The 31 Plus

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four . The army is not only developing

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those new capabilities , we also are

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redesigning our force structure ,

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creating new units of action , multi

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domain task force . 1st 1 stood up

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on the west coast at Fort Lewis mcchord

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second one in europe . So the army

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uniform services were spending a whole

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lot of time thinking through what an M .

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D . O . Capable army needs to look like ,

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how it needs to be equipped and how it

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needs to be trained . That is no less

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true of our survey . In core We have

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300,000 surveillance supporting the

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United States Army on a daily basis .

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So the question is , do we have the

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right skills at the right place to

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support an NGO capable army ? Remember

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fast lethal and mobile , that's what

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the future battlefields gonna look like .

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Guess what the civilian court is going

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to need to be fast , lethal and mobile .

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Right ? We're going to have to be able

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to respond with the skill sets that we

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own and only the surveillance can bring

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to the table to support the war fighter

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and any of the changes that are on the

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table that need to be implemented .

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That's really what the army people

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strategy is all about . That's what the

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civilian implementation plan is all

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about . Right . How do I identify the

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skill sets I need ? How do I acquire

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those skill sets ? How do I employ it ?

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And how do I retain it ? Right . So

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I'll give you a great example . Mhm . I

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sat down as the undersecretary army in

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january of this year . Mhm One of the

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things that I brought to the table with

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me was a frustration on our ability to

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recruit and retain stem employee

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science technology engineering . Math .

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We were trying to compete after

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graduation . We were competing with

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facebook and google and all the other

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big kind of big technology companies

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and we weren't competing . Well we

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weren't competing well because we

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couldn't offer salary assurances , we

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couldn't offer the type of

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opportunities that these companies were

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offering . But what we could offer was

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service , right ? And what we could

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offer was exciting opportunities at the

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leading edge of technology

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implementation . From a national

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defense perspective , we were just

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competing at the wrong point . So what

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we did is we created a university

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scholarship program . Miss Burton here

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stayed sitting in the first row was a

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huge advocate supporter and frankly

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made it happen . And so we created a

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university student program in stem

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where we are now recruiting to the left

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of graduation , Offocated 50% of their

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tuition offset as opposed to a

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reimbursement after they graduate on a

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student loan , we're offering

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reimbursement on books and at the end

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of the day they're going to be required

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to work for us for four years . So

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that's talent acquisition and skill

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sets that we need . The # one push back

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I got in every single meeting was all

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they're all going to leave . We're

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going to hire , we're gonna pay the

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school and then they're gonna leave

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after four years . I said some of them

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might , But even if 50% of them leave

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after four years , You still have , so

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we'll hire 1000 over the next five

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years , 200 years , thousands . Right ?

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Even at 50% , we have 500 more than we

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start . Right ? And you'll have another

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500 that have now a history of service ,

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understand what it needs to serve their

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nation . Right . This is a win win .

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This is an example of the army people

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strategy and the civilian

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implementation plan on how we get after .

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What skills do we need , where do they

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need to be had to acquire them ? Train

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them and retain . So

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at the end of the day , we're building

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an embryo capable United States Army

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that will be trained and equipped right

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to fight and win our nation's balance

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the army people strategy and sit is

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going to do the exact same thing for

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our army surveyed court in support of

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that army to make sure that we win ,

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right ? So if you're an army civilian ,

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what I'll tell you is readiness is not

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all about army units that are trained

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equipped and man to fight battles .

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Army readiness applies to you and I

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just as much because you play a

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critical role in developing an army and

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making sure that they will be

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successful . So we've got a very

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exciting panel . I won't introduce them .

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What I will introduce though is Mr Mark

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Lewis , Mhm who is serving today as our

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manpower reserve affairs , assistant

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Secretary of the Army and I think he

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marked the early the moderator for you

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alan you're the moderator and you're

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sitting on the panel and so with that I

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want to welcome marc Lewis .

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The only reason I volunteered to do

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this . Well actually we didn't

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volunteer was test but reason to do

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this , get to take the mask off . You

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know , I'll tell you the day we can go

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back with no masks will be be good for

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all of us . So here , happy to be here

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today and see a lot of friends here .

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I'd like to a lot of old friends , I

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can't see too well because we get the

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lights shine in this way . So what kind

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of strange at you when you say

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something , it's not , it's not you ,

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it's me . Okay . And if you say

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something and I don't respond , it's

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because my hearing aids are grew up and

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down . There's a few of us like that ,

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which brings me to my first point

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introducing is the senior person

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occupying the positions of Yeah , that

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modifier doesn't sell with me . That

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senior thing . Okay . I mean you know

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some of us are sensitive to that more

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sensitive enough now . It's all it's

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all part of , all part of what we do

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for living in and yeah , like I said

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for those that are screaming this event ,

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I want to thank Mr Loman for his

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remarks both here and at another senior

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forum earlier this morning . It just

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shows that the corporate interest here

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of what civilians do for our army is

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is much appreciated . I like to single

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out Lieutenant General Ted martin ,

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good friends . one of the few generals

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take this you destroyed

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and attend this for one of the few

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senior people that over time repeatedly

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takes a big interest in what you and I

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do . But the reason for that is if you

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know Ted martin that's why he's here .

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If he just he's all in for what we do

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and our army , I'm going to say just a

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few things on the heels here of what Mr

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Loman said about the army . People

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strategy , whole purpose is to just

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refresh your memory . If you haven't

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Read the people strategy or been on the

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inside of it with Dr . four who

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couldn't be here today because he's on

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jury duty . He's got his people here

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Maria Semple is going to be on the on

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the panel there with mike mike Miss

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Burton . There she is , there's carol

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and Mr watch there he is

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over there and so but Todd wanted to be

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here . He wanted me to tell you . Hello .

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He and his folks really been a driver

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behind this civilian implementation

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plan . So with that Good morning ,

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it's a pleasure to spend this time with

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you today . You are amazing civilians .

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Just really amazing . You're the

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component , as was said many times ,

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you produce readiness with both the

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generating course and the operational

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force and there's just nowhere that I'd

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rather be this morning than right here

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with you talking about our army

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civilian value proposition . There's no

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doubt that people , both military and

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civilian are the greatest strengths of

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our army . We all know that soldiers do

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amazing things but they can't do them

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alone and they're not doing them alone .

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We must have talented and dedicated

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army civilians to maximize the

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readiness capability , capacity and

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lethality of our army . Again to me ,

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that's our value proposition . And

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you've heard others say that during

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this form since the Revolutionary War ,

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Army civilians have worked alongside

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our soldiers to fill all these critical

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skills that come up over time Today .

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Over 300,000 civilians serving around

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the world to include most

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recently in the theater of war in

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Afghanistan , throughout the army .

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People strategy . We are making

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transformational changes to the way we

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manage talent . It's on par and equal

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emphasis is our military colleagues .

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There is a military implementation plan

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which people more closely associated

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with the are getting people strategy

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but it was a conscious effort to put

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the civilian implementation plan in

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there is the second major part of it

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civilians . Again , they maximize

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readiness , capability and lethality

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and they must be in that document To

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ensure the readiness of the army , we

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must continue to acquire develop ,

15:47.280 --> 15:50.560
employ and retain talented , well

15:50.570 --> 15:53.070
trained and committed army civilians .

15:53.390 --> 15:56.360
Last year we launched the civilian

15:56.370 --> 15:59.450
implementation plan or the sip as it is

16:00.140 --> 16:02.790
referred to . It's an important part of

16:02.790 --> 16:04.568
the people strategy . This plan

16:04.568 --> 16:06.900
optimizes the vital contributions of

16:06.900 --> 16:09.330
the army civilians by modernizing

16:09.340 --> 16:11.118
talent management processes and

16:11.118 --> 16:14.170
policies and practices the plan will

16:14.170 --> 16:16.550
ensure that the army builds and

16:16.550 --> 16:19.610
sustains a civilian corps comprised of

16:19.610 --> 16:21.890
the nation's best talent to serve

16:21.890 --> 16:24.001
alongside our soldiers in the defense

16:24.001 --> 16:26.220
of our nation . The civilian

16:26.220 --> 16:28.442
implementation plan is the first of its

16:28.442 --> 16:31.380
kind . It is a critic crucial and

16:31.380 --> 16:34.730
visionary living document that will

16:34.730 --> 16:36.990
ensure the army is able to continue

16:37.000 --> 16:40.650
meeting its mission today and in the

16:40.650 --> 16:43.400
future . The sip is unique because it

16:43.410 --> 16:46.240
solely focuses on army civilians and

16:46.240 --> 16:48.462
provides the army with a civilian count

16:48.462 --> 16:51.720
management vision strategy and enabling

16:51.720 --> 16:54.530
infrastructure and governments to

16:54.530 --> 16:57.360
accomplish our transformation mission .

16:58.140 --> 17:00.640
We will periodically revise it as we

17:00.640 --> 17:02.862
move forward in time as the environment

17:02.862 --> 17:05.670
changes to take advantage of

17:06.540 --> 17:10.230
of the environment . Is it changes

17:10.230 --> 17:12.290
before us If you're not feeling I

17:12.300 --> 17:14.467
brought a copy of this is the civilian

17:14.540 --> 17:16.540
implementation plan looks very much

17:16.540 --> 17:18.880
like the military implementation plan .

17:18.880 --> 17:21.370
So it does exist . It's not one of

17:21.370 --> 17:23.460
these fictitious things that we talk

17:23.460 --> 17:27.300
about every now . The Army civilian

17:27.300 --> 17:29.670
implementation plan is five overarching

17:30.040 --> 17:33.220
priorities and they're clearly laid out

17:33.220 --> 17:35.800
in there will transform the workforce

17:35.810 --> 17:38.800
planning and many workforce planning

17:38.800 --> 17:41.022
and management process . We're going to

17:41.022 --> 17:43.360
modernize Helen acquisition . You heard

17:43.740 --> 17:47.160
undersecretary talk about some of the

17:47.540 --> 17:50.320
the stem acquisition that has been

17:50.320 --> 17:52.610
started this last year . We're gonna

17:52.610 --> 17:56.240
evolve programs to be an integral part

17:56.250 --> 17:58.740
to the whole people enterprise . We're

17:58.740 --> 18:00.930
going to build world class supervisors

18:00.930 --> 18:02.986
and that has been said many times by

18:02.986 --> 18:06.680
the under secretary . And my favorite

18:06.690 --> 18:08.912
part of the objective is to make this a

18:08.912 --> 18:12.340
sought after profession . It obviously

18:12.340 --> 18:14.507
is sought after by all you good people

18:14.507 --> 18:16.562
that are out here and those that are

18:16.562 --> 18:18.673
screaming but we want all those other

18:18.673 --> 18:20.896
good people that are a lot younger than

18:20.896 --> 18:23.280
us . Uh come along behind us ,

18:23.280 --> 18:25.940
certainly more educated talking for

18:25.940 --> 18:29.780
myself now . Ah that can serve the

18:29.780 --> 18:32.460
army in all its emerging missions

18:33.740 --> 18:36.770
to accomplish his priorities . We're

18:36.770 --> 18:39.110
working on things like optimizing

18:39.120 --> 18:42.130
career program infrastructure . You'll

18:42.130 --> 18:44.352
hear a little bit about today . I think

18:44.352 --> 18:46.352
you had evidence out here someplace

18:46.352 --> 18:48.310
developing robust recruitment

18:48.320 --> 18:51.270
strategies targeted towards uh key

18:51.270 --> 18:53.550
growth areas . Were using enhanced

18:53.550 --> 18:55.910
analytical tools that was said earlier

18:55.920 --> 18:59.310
today by the under to match talent to

18:59.310 --> 19:02.100
demand . We're reducing time to hire ,

19:02.100 --> 19:04.267
which is a big part of the President's

19:04.267 --> 19:06.520
management agenda has been for some

19:06.520 --> 19:09.170
time has been on our management agenda

19:09.180 --> 19:12.020
for something , hiring time is going

19:12.020 --> 19:15.170
down in job satisfaction . I mean

19:15.170 --> 19:17.260
that's kind of the bottom line . No

19:17.260 --> 19:19.610
group of government people has been

19:19.610 --> 19:22.530
taken care of in my opinion better

19:22.530 --> 19:25.390
during the pandemic , the army surveys

19:25.400 --> 19:29.180
we've maximized teleworking , we've

19:29.180 --> 19:32.120
maximized taking care of your spouses ,

19:32.940 --> 19:36.420
significant others maximize people ,

19:36.430 --> 19:39.460
medical hospital benefits for them .

19:40.140 --> 19:42.196
So we need to carry that on . That's

19:42.196 --> 19:44.450
not going to go away anytime soon . And

19:44.450 --> 19:47.890
I applaud you All out . There is the

19:47.890 --> 19:50.560
supervisors of most of our 300,000

19:50.940 --> 19:53.620
civilians for taking that on and making

19:53.620 --> 19:56.430
it happen . I want to talk for just one

19:56.430 --> 19:58.541
more minute about some initiatives to

19:58.541 --> 20:02.360
decrease time and higher in 2019 You

20:02.360 --> 20:05.290
took on average 91 days to hire an army

20:05.290 --> 20:07.840
civilian And now we're close to 80 ,

20:08.540 --> 20:10.760
Only 11 days . But that's significant

20:11.440 --> 20:15.180
reduction towards the 80 day

20:15.180 --> 20:17.960
goal . Close to 80 day goal that OPM

20:17.960 --> 20:20.770
has set for all of government . We're

20:20.770 --> 20:22.770
making improvements in time to hire

20:22.770 --> 20:24.659
with things like judicious use of

20:24.659 --> 20:26.660
hiring panels virtual on boarding ,

20:27.440 --> 20:29.400
starting new hires at the earliest

20:29.400 --> 20:31.670
possible date rather waiting for the

20:32.040 --> 20:34.360
pay period to start . We're maximizing

20:34.360 --> 20:36.416
the use of direct higher authorities

20:36.416 --> 20:39.450
and non competitive hiring every month .

20:40.940 --> 20:43.051
This group right here in the front is

20:43.051 --> 20:45.162
that my office , want me to sign some

20:45.162 --> 20:48.300
piece of paper authorizes another uh

20:48.310 --> 20:51.570
specialty to be wrecked , tired . Sure .

20:51.570 --> 20:53.626
One of these days the police will be

20:53.626 --> 20:55.626
coming to get me and just hauled me

20:55.626 --> 20:57.348
away . But if we can bring our

20:57.348 --> 20:59.360
superheroes onboard faster all the

20:59.360 --> 21:02.020
better . Additionally , the army's

21:02.020 --> 21:04.600
exploring mandating the use of direct

21:04.600 --> 21:07.530
higher authorities just hit this one

21:07.530 --> 21:10.930
again for certain positions all the

21:10.940 --> 21:14.300
time . By the way . OsD is in our court

21:14.300 --> 21:16.467
on pushing direct higher authorities .

21:16.640 --> 21:19.990
So this authorities also sit . The

21:19.990 --> 21:22.046
bottom line here is that through the

21:22.046 --> 21:24.150
army people strategy of the civilian

21:24.150 --> 21:26.720
implementation plan of it . We are

21:26.720 --> 21:28.940
working hard to emphasize skills that

21:28.940 --> 21:31.700
will be required to remain competitive

21:31.710 --> 21:33.960
in the future and to refine our

21:33.960 --> 21:37.070
programs to ensure we have the right

21:37.080 --> 21:40.790
people with the right mix of skills for

21:40.790 --> 21:43.580
example , I talked to this yesterday ,

21:43.590 --> 21:46.050
Army futures command kelly was in ,

21:46.640 --> 21:50.150
we're presenting their program two

21:50.150 --> 21:54.060
OsD ah and so was robust ,

21:54.440 --> 21:57.440
robust discussion about cyber skills ,

21:57.450 --> 21:59.580
programming skills , computer

21:59.580 --> 22:01.860
programming skills , Daddy's

22:03.140 --> 22:06.460
artificial intelligence . Those are all

22:07.340 --> 22:10.910
to be managed in their tidal waves for

22:10.910 --> 22:14.110
young people , educated people to ride

22:14.110 --> 22:16.630
in the future . Just for which chris

22:16.630 --> 22:19.300
said a few minutes ago , another thing

22:19.300 --> 22:21.490
we've implemented or completed is to

22:21.490 --> 22:23.920
establish the army civilian career

22:23.920 --> 22:27.630
management activity or ATMA get

22:27.670 --> 22:31.380
accurate in the army . AcMA provides

22:31.380 --> 22:34.310
a career management structure across

22:34.310 --> 22:38.100
the human capital lifestyle life

22:38.100 --> 22:41.280
cycle to support a highly skilled and

22:41.280 --> 22:43.450
already professional workforce and I'm

22:43.450 --> 22:46.210
sure from the panel standpoint and from

22:46.210 --> 22:48.560
you and from those of you that are

22:49.240 --> 22:51.351
watching this from afar , you'll have

22:51.351 --> 22:53.407
questions about how that works , how

22:53.407 --> 22:55.760
well it's working and the people that

22:55.760 --> 22:57.982
are in the Beaton's owner here there to

22:57.982 --> 23:00.260
answer that question . Under Atma , we

23:00.270 --> 23:02.600
appreciate the army civilian career

23:02.610 --> 23:05.700
management organization From 32 career

23:05.700 --> 23:09.600
programs into 11 career fields to

23:09.600 --> 23:11.400
enable the army to build

23:11.410 --> 23:15.130
multifunctional leaders capable of

23:15.130 --> 23:17.670
leading organizations and the

23:17.670 --> 23:21.390
enterprise . one of the questions we

23:21.390 --> 23:25.280
hear a lot is how do we know if our

23:25.290 --> 23:27.457
efforts to build teams as civilians to

23:27.457 --> 23:29.360
accomplish the Army's mission are

23:29.360 --> 23:32.170
successful ? Until recently , there has

23:32.170 --> 23:34.660
not been a clear definition to describe

23:35.140 --> 23:37.550
the Army civilian corps readiness to

23:37.550 --> 23:41.070
accomplish the mission or consistent

23:41.080 --> 23:43.850
metrics to assess civilian readiness

23:44.440 --> 23:46.440
through the civilian implementation

23:46.440 --> 23:48.570
plan . We're working to incorporate

23:48.580 --> 23:50.780
measures of readiness into the

23:50.790 --> 23:54.120
workforce and uh and all the management

23:54.130 --> 23:56.352
processes that support that workforce .

23:56.940 --> 23:59.180
This starts with establishing a common

23:59.180 --> 24:01.347
operating picture by defining the army

24:01.347 --> 24:03.390
civilian corps readiness at the

24:03.390 --> 24:05.130
individual organizational and

24:05.140 --> 24:08.580
functional level levels . The

24:08.580 --> 24:11.600
changes happening with army civilians

24:11.600 --> 24:14.520
present exciting opportunities for the

24:14.520 --> 24:18.090
army . We're driving a culture change

24:18.090 --> 24:21.170
here across the army , one where people

24:21.640 --> 24:23.980
are the number one priority . You've

24:23.980 --> 24:26.202
heard that set over and over again here

24:26.202 --> 24:28.202
at the association and hopefully in

24:28.202 --> 24:31.040
your workplaces , It's the number one

24:31.040 --> 24:34.640
priority and where we value talent and

24:34.640 --> 24:37.140
highly trained people because they

24:37.150 --> 24:40.260
needed for the success . We want you to

24:40.260 --> 24:42.760
recognize your unique skills and

24:42.760 --> 24:45.360
talents to ensure you have a robust and

24:45.370 --> 24:48.130
rewarding career while working for our

24:48.130 --> 24:50.710
nation's defense . I don't think there

24:50.720 --> 24:53.330
has ever been a better time to be an

24:53.330 --> 24:56.340
army civilian as we look towards the

24:56.340 --> 24:59.160
future . We know that a huge component

24:59.840 --> 25:02.480
to our success in defending our nation

25:02.480 --> 25:05.480
will continue to rest with you because

25:05.480 --> 25:07.591
you provide the critical skills , the

25:07.591 --> 25:10.680
team and you're on the team . We are

25:10.680 --> 25:13.660
only one army or we are one army

25:13.670 --> 25:15.860
soldiers and civilians , contractors .

25:15.870 --> 25:18.560
Family members . We all serve the same

25:18.560 --> 25:22.560
great nation . We all work every day to

25:22.560 --> 25:24.616
provide the readiness that we need .

25:24.740 --> 25:26.796
There's absolutely no doubt that our

25:26.796 --> 25:29.073
army's greatest strength is our people ,

25:30.840 --> 25:33.550
our civilians , including thank you for

25:33.550 --> 25:36.760
using your talents and your skills and

25:36.810 --> 25:39.440
most generally thank you for your

25:39.450 --> 25:42.550
passion about our army and about how

25:42.550 --> 25:46.140
you go about your daily jobs and taking

25:46.150 --> 25:50.070
care of your people . Last time we met

25:50.070 --> 25:52.320
here was two years ago , we had to take

25:52.320 --> 25:54.710
a hiatus last year because of the

25:54.720 --> 25:58.260
pandemic . We said the army

25:58.270 --> 26:02.250
creed , The army civilian creek the

26:02.250 --> 26:03.460
army slain creed

26:05.730 --> 26:08.330
tells us more about how we interact

26:08.340 --> 26:10.050
within our army is

26:12.140 --> 26:15.960
today . I've going to

26:15.960 --> 26:19.320
ask you to stand , raise your right

26:19.320 --> 26:21.487
hand and where we're going to reaffirm

26:21.840 --> 26:24.850
our oath of office . The oath you took

26:24.860 --> 26:27.660
when you signed on as the survey . It's

26:27.660 --> 26:29.716
an oath very similar to the one that

26:29.716 --> 26:33.580
commissioned officers now recite

26:33.590 --> 26:36.060
every time they're promoted ,

26:37.340 --> 26:39.340
their commanding officers make them

26:39.340 --> 26:41.720
reason we do a lot of things in the

26:41.720 --> 26:45.670
army with the army creed that takes

26:45.670 --> 26:49.120
care of you and me our

26:49.130 --> 26:52.880
military and how we interact . But the

26:52.880 --> 26:54.880
bottom line is we're supporting the

26:54.880 --> 26:56.991
Constitution of the United States and

26:56.991 --> 26:59.340
we should not let that ever slip away

26:59.340 --> 27:02.260
from her . So if you would please stand

27:03.320 --> 27:06.370
and raise your right hand and I'll do

27:06.370 --> 27:08.940
the best . I can't do that . Make this

27:08.940 --> 27:12.070
work out well . And I think the words

27:12.070 --> 27:15.560
run on the screens here for you . Okay ,

27:15.570 --> 27:17.850
repeat after me . I will support and

27:17.860 --> 27:19.971
defend the Constitution of the United

27:19.971 --> 27:22.138
States against all enemies foreign and

27:22.138 --> 27:23.138
domestic

27:29.940 --> 27:31.829
that I will bear . True faith and

27:31.829 --> 27:33.107
allegiance to the same

27:36.510 --> 27:38.660
that I take this obligation freely

27:41.340 --> 27:43.530
without any mental reservation or

27:43.530 --> 27:44.586
purpose of evasion

27:48.540 --> 27:51.580
that I will well and faithfully

27:51.590 --> 27:53.680
discharge the duties of the office .

27:55.640 --> 27:58.770
Mhm . Upon

27:59.140 --> 28:01.060
which I am about to enter .

28:03.540 --> 28:07.060
So help me God thank you . Sit down ,

28:07.070 --> 28:09.292
please be seated . You're on the team .

28:09.540 --> 28:11.970
Mhm . Mhm . You didn't think you were

28:11.970 --> 28:15.720
on the team on team . Now one of the

28:15.720 --> 28:18.100
reasons for doing those , both on the

28:18.100 --> 28:20.322
military side when you get promoted and

28:20.322 --> 28:22.656
for everybody that joins the government .

28:22.656 --> 28:24.767
This is just not for arms . Everybody

28:24.767 --> 28:26.767
joins the government has to take an

28:26.767 --> 28:28.544
oath of office . We didn't sign

28:28.544 --> 28:30.711
anything after you took that oath . If

28:30.711 --> 28:33.690
you'll remember you work your oath and

28:33.690 --> 28:35.690
your commitment to the constitution

28:35.690 --> 28:39.170
without contract and things that work

28:40.240 --> 28:42.850
without contract as they have been for

28:43.940 --> 28:47.750
Since 1776 they're worth keeping and

28:47.750 --> 28:50.990
repeating . So as you go back to your

28:50.990 --> 28:52.879
workplace is that many of you are

28:52.879 --> 28:56.150
supervisors ? I think it's good to

28:56.160 --> 28:59.820
reform that only . So again you're part

28:59.820 --> 29:02.410
of the army team . We have always

29:02.410 --> 29:04.577
considered you part of the army team ,

29:04.577 --> 29:06.688
develop yourself , protect yourself ,

29:07.340 --> 29:10.220
be considerate of your colleagues and

29:10.220 --> 29:12.387
take care of your family's . Take some

29:12.387 --> 29:14.387
time for them because they can slip

29:14.387 --> 29:16.387
away from you at the end of the day

29:16.387 --> 29:18.340
without your family . You'll be a

29:18.340 --> 29:20.930
lonely person . The only other thing

29:20.930 --> 29:23.070
that I can do is thank you for your

29:23.070 --> 29:25.860
service and remind you to get back .

29:26.340 --> 29:29.430
Okay . Very important thank you very

29:29.430 --> 29:32.340
much . Okay .

29:33.940 --> 29:37.930
Mhm . Yeah . Hey I could tell you

29:37.930 --> 29:41.670
a joke here though . Where's Mr Beach

29:43.040 --> 29:46.680
Fear ? Mr Beech here . Mr beach one SCS

29:46.680 --> 29:48.624
is an Eleanor . I'll pick on you .

29:48.624 --> 29:50.624
Maybe I should pick on jean Collins

29:50.624 --> 29:52.650
easier to . Yeah . Yeah I gave jean

29:52.650 --> 29:56.030
some time off here recently . Right and

29:56.040 --> 29:58.200
you know they are working hard during

29:58.200 --> 30:01.300
the pandemic leave in

30:01.300 --> 30:03.740
Afghanistan supporting the war before

30:03.740 --> 30:05.990
that . So jean had a little bit of time

30:05.990 --> 30:08.760
off . His wife said let's go for a

30:08.760 --> 30:11.038
drive in the country . What do you say ?

30:11.140 --> 30:14.820
Nice day was sunday etcetera . You

30:14.820 --> 30:16.876
don't get too much sunlight when you

30:16.876 --> 30:18.931
work at the pentagon . So nice to do

30:18.931 --> 30:20.598
that jeans . A rich guy got a

30:20.598 --> 30:24.070
convertible put up , he was cruising

30:24.070 --> 30:27.420
through through the horse country out

30:27.420 --> 30:30.450
here in Virginia just to join himself .

30:31.440 --> 30:33.662
Hey all of a sudden real room , there's

30:33.662 --> 30:36.120
this red light , you know what that

30:36.120 --> 30:39.360
meant . So he gets pulled over and uh

30:40.240 --> 30:42.590
the police came up there so a little

30:42.590 --> 30:45.960
fast , aren't you serve it cheap ? No

30:46.640 --> 30:50.080
going 35 . The police guy said no you

30:50.080 --> 30:53.320
go a little faster than that . 35 . So

30:53.320 --> 30:55.650
this goes on for a minute , 35 . The

30:55.760 --> 30:59.640
traffic for jean goes up . I

30:59.650 --> 31:01.872
was talking with my wife the whole time

31:02.040 --> 31:04.750
when we were driving through here so

31:04.750 --> 31:07.410
just ask her how fast that was going .

31:07.420 --> 31:09.587
She was looking over here and he looks

31:09.587 --> 31:11.642
at the dash all the time , make sure

31:11.642 --> 31:13.809
that the gas in the car and stuff like

31:13.809 --> 31:16.142
that . And so the officer goes the book ,

31:16.142 --> 31:18.253
I'll bite as well . Mrs Collins , how

31:18.253 --> 31:20.420
fast was in his conversation with your

31:20.420 --> 31:23.070
husband ? How fast was he going ? And

31:23.080 --> 31:26.150
mrs Collins goes , I don't talk to jean

31:26.150 --> 31:28.372
when he's been drinking . Okay ? Yeah ,

31:29.240 --> 31:30.240
thank you .

31:51.640 --> 31:54.150
Well thank you , Mr Lewis , I now let

31:54.150 --> 31:56.206
you invite our forum executive panel

31:56.206 --> 31:58.039
members up on the stage please .

32:03.140 --> 32:05.140
After they shared insights from our

32:05.140 --> 32:07.690
formal our forum leaders , you will

32:07.690 --> 32:09.412
have the opportunity to submit

32:09.412 --> 32:11.680
questions to handle the questions , you

32:11.680 --> 32:13.960
have index cards and pens on your

32:13.960 --> 32:16.071
chairs so please write your questions

32:16.071 --> 32:18.182
on the cars and just hold them up and

32:18.182 --> 32:20.680
will come and collect them today . This

32:20.680 --> 32:22.400
panel will share the civilian

32:22.400 --> 32:24.790
implementation plan and C . I . P .

32:24.790 --> 32:27.830
Lines of effort wins and successes in

32:27.830 --> 32:30.180
support of the Army people strategy . I

32:30.180 --> 32:31.847
am honored to facilitate this

32:31.847 --> 32:35.220
discussion . Today's panellists are MS

32:35.220 --> 32:39.130
Maria CPL who is currently serves as

32:39.130 --> 32:41.140
a lead integrator for the civilian

32:41.140 --> 32:43.470
implementation plan and governance for

32:43.470 --> 32:45.692
C . I . P . In the office of the Deputy

32:45.692 --> 32:47.581
Assistant Secretary of the Army ,

32:47.581 --> 32:49.803
civilian personnel within the office of

32:49.803 --> 32:51.914
the Assistant Secretary of the Army .

32:51.914 --> 32:53.914
From the empowering reserve repairs

32:53.914 --> 32:56.026
from Ceara . Miss Carol Burton . Miss

32:56.026 --> 32:58.248
Burton currently serves as the Director

32:58.248 --> 33:00.192
of Civilian Human Resources Agency

33:00.192 --> 33:02.303
within the Office of the Deputy Chief

33:02.303 --> 33:04.700
of Staff G . one from Cat . We have Mr

33:04.700 --> 33:07.000
Michael Formica Mr Formica currently

33:07.000 --> 33:09.167
serves as the deputy to the commanding

33:09.167 --> 33:11.222
General , U . S . Army Combined Arms

33:11.222 --> 33:13.444
Center within the U . S . Army training

33:13.444 --> 33:15.870
and doctrine command . And from A . M .

33:15.870 --> 33:18.630
C . We have Mr max wife mr Weiss ,

33:18.630 --> 33:20.852
currently serves as the Deputy Chief of

33:20.852 --> 33:23.140
Staff G . One Headquarters , U . S .

33:23.140 --> 33:26.600
Army , US Army Material Command . So

33:26.600 --> 33:28.933
we're first going to hear from MS moore ,

33:29.240 --> 33:32.590
please thank you Mr Emerson . You hear

33:32.590 --> 33:34.770
me . Okay , so I want

33:36.440 --> 33:38.551
it is such a pleasure to be here with

33:38.551 --> 33:40.773
everyone today at the civilian forum at

33:40.773 --> 33:42.996
a U . S . A . And thank you to everyone

33:42.996 --> 33:45.218
who is joining us via live stream as Mr

33:45.218 --> 33:47.218
Emerson introduced . I'm Maria . So

33:47.218 --> 33:49.218
viele with the office of the Deputy

33:49.218 --> 33:51.218
Assistant Secretary of the army for

33:51.218 --> 33:52.996
civilian personnel and the lead

33:52.996 --> 33:52.570
integrator of the civilian

33:52.570 --> 33:54.820
implementation plan . We've heard some

33:54.830 --> 33:57.220
fantastic remarks this morning from Mr

33:57.220 --> 33:59.490
Lemon as well as Mr Lewis and I have to

33:59.490 --> 34:01.712
reiterate that it really is an exciting

34:01.712 --> 34:03.820
time to be an army . Civilian people

34:03.820 --> 34:06.700
truly are the army's greatest asset and

34:06.700 --> 34:08.533
it's incredibly important . Army

34:08.533 --> 34:10.422
civilians . We army civilians are

34:10.422 --> 34:12.256
incredibly important to the army

34:12.256 --> 34:14.400
mission and two army readiness Last

34:14.400 --> 34:16.122
year at a U . S . A . We first

34:16.122 --> 34:18.289
introduced the civilian implementation

34:18.289 --> 34:20.344
plan to the Army people strategy and

34:20.344 --> 34:22.620
it's been a very fast 17 months of

34:22.620 --> 34:25.050
execution and we'll hear a lot of great

34:25.050 --> 34:27.272
things that we've been working on later

34:27.272 --> 34:29.040
today . I'd like to be able to

34:29.050 --> 34:31.161
introduce a little bit more about the

34:31.161 --> 34:33.328
civilian implementation plan through a

34:33.328 --> 34:35.439
video that will show . So jenny , can

34:35.439 --> 34:39.120
you please start the video ? The army's

34:39.120 --> 34:41.850
greatest asset isn't a weapon system or

34:41.850 --> 34:44.910
digital tool , it's the people who work

34:44.910 --> 34:48.480
here to achieve total Army readiness .

34:48.490 --> 34:50.550
We need to hire the right people ,

34:50.560 --> 34:52.727
provide them with the right training ,

34:52.740 --> 34:54.518
keep them employed in the right

34:54.518 --> 34:57.250
position and ensure they remain engaged

34:57.260 --> 35:00.290
over long and fulfilling careers are

35:00.290 --> 35:02.490
modern workforce requires a modern

35:02.490 --> 35:05.060
approach to talent management . That's

35:05.060 --> 35:07.570
why we are so proud of the army

35:07.580 --> 35:11.060
people's strategy , a new 21st century

35:11.060 --> 35:13.116
approach to how the army will manage

35:13.116 --> 35:15.740
talent guided by the army people

35:15.740 --> 35:18.820
strategy . The Total Army will acquire ,

35:18.830 --> 35:21.680
develop , employ and routine , a

35:21.690 --> 35:24.170
diverse talent base of both soldiers

35:24.180 --> 35:26.620
and civilians . The civilian

35:26.620 --> 35:29.430
implementation plan or C . I . P .

35:29.440 --> 35:31.810
Outlines the way the army people

35:31.810 --> 35:33.910
strategy will be fulfilled for army

35:33.910 --> 35:36.850
civilians . What does that mean for you ?

35:37.240 --> 35:39.530
In the short term it will be introduced

35:39.530 --> 35:41.586
to an organization called the army's

35:41.586 --> 35:44.510
civilian career management activity or

35:44.520 --> 35:47.250
Ackman , which will reorganize career

35:47.250 --> 35:49.970
management functions under new enhanced

35:49.970 --> 35:53.030
career fields . In the long term , you

35:53.030 --> 35:55.270
will notice new strategic priorities

35:55.280 --> 35:57.140
across the civilian enterprise ,

35:57.150 --> 35:59.620
transforming workforce planning and

35:59.620 --> 36:01.820
management , modernizing talent

36:01.830 --> 36:04.900
acquisition , evolving career programs

36:04.910 --> 36:07.550
and building world class supervisors .

36:07.730 --> 36:10.050
Each of these helps army renew our

36:10.060 --> 36:12.320
focus on engagement across the full

36:12.320 --> 36:14.820
work experience from recruitment to

36:14.820 --> 36:17.350
retirement for every army civilian .

36:17.830 --> 36:20.320
The ongoing and future efforts for

36:20.330 --> 36:22.640
arming civilians help make army the

36:22.640 --> 36:25.530
world's most ready professional reverse

36:25.540 --> 36:27.790
and integrated federal workforce .

36:27.800 --> 36:30.650
Thank you for watching and please visit

36:30.660 --> 36:32.660
our real sweet site to learn more .

36:36.630 --> 36:38.852
So just a little bit of an introduction

36:38.852 --> 36:40.963
to the civilian implementation plan .

36:40.963 --> 36:42.908
But one of the items that's really

36:42.908 --> 36:42.820
important about this plan that we

36:42.820 --> 36:44.987
referred to so often is that it really

36:44.987 --> 36:47.330
provides a roadmap for how the army is

36:47.330 --> 36:49.870
enabling a 21st century talent

36:49.870 --> 36:52.090
management approach for our civilian

36:52.090 --> 36:54.640
corps . The ultimate end goal as army

36:54.650 --> 36:56.761
professionals is for us to be ready ,

36:56.761 --> 36:59.210
professional divers and integrated and

36:59.210 --> 37:01.321
we certainly are and it's a fantastic

37:01.321 --> 37:03.488
opportunity to have so many programs ,

37:03.488 --> 37:05.410
policies , so much senior leader

37:05.410 --> 37:07.580
attention and so much army civilian

37:07.580 --> 37:10.720
attention to what we're doing . Mr .

37:10.720 --> 37:12.960
Lemon and Mr Lewis both reiterated this

37:12.960 --> 37:15.182
and it cannot put a stop to this enough

37:15.182 --> 37:17.349
that we as army civilians , we as army

37:17.349 --> 37:19.516
professionals absolutely contribute to

37:19.516 --> 37:21.293
army readiness . And so that is

37:21.293 --> 37:23.460
ultimately the goal of everything that

37:23.460 --> 37:25.516
we're working on here . The civilian

37:25.516 --> 37:27.571
implementation plan covers four main

37:27.571 --> 37:29.516
priorities , especially as it is ,

37:29.516 --> 37:31.738
really army's first time that we've had

37:31.738 --> 37:33.849
a human capital strategy in place and

37:33.849 --> 37:36.127
that's to modernize talent acquisition ,

37:36.127 --> 37:37.904
Build World Class supervisors ,

37:37.904 --> 37:39.738
transform workforce planning and

37:39.738 --> 37:41.880
management and evolve career programs

37:41.890 --> 37:44.112
which are now referred to as functional

37:44.112 --> 37:46.446
communities within our 11 career fields .

37:46.446 --> 37:48.446
And these four strategic priorities

37:48.446 --> 37:50.710
encompass a number of tasks and actions

37:50.710 --> 37:52.821
that are embedded within the civilian

37:52.821 --> 37:54.988
implementation plan that we're working

37:54.988 --> 37:57.450
on now . So from our panels here today ,

37:57.460 --> 38:00.090
we have Miss Burton , Mr Formica and Mr

38:00.090 --> 38:02.450
wife who represent our executive line

38:02.450 --> 38:04.506
of effort leads , who are helping to

38:04.506 --> 38:06.506
provide great steering guidance and

38:06.506 --> 38:08.561
direction to a number of work groups

38:08.561 --> 38:10.728
who are tackling the tasks and actions

38:10.728 --> 38:12.839
ultimately to get us towards that end

38:12.839 --> 38:14.950
state of having that 21st century

38:15.120 --> 38:17.430
Modernized workforce and we'll hear

38:17.430 --> 38:19.597
more from our line of effort leads our

38:19.597 --> 38:21.819
executive line of effort leads today on

38:21.819 --> 38:23.874
a number of the accomplishments that

38:23.874 --> 38:25.930
we've had just in the past 17 months

38:25.930 --> 38:27.986
and it's truly incredible to see how

38:27.986 --> 38:30.097
much we've actually done for the Army

38:30.097 --> 38:32.319
Civilian Corps . I also want to take an

38:32.319 --> 38:34.500
opportunity to touch on two big items

38:34.500 --> 38:36.667
that have really also helped get us to

38:36.667 --> 38:38.611
where we are today and where we're

38:38.611 --> 38:40.667
heading in the future and that's the

38:40.667 --> 38:42.722
incredible work of a number of cross

38:42.722 --> 38:44.833
army working groups that we have from

38:44.833 --> 38:46.889
many folks that are here in the room

38:46.889 --> 38:49.111
today , as well as many of you that are

38:49.111 --> 38:51.222
on Livestream as well as governance .

38:51.222 --> 38:53.389
So touching on our work groups again ,

38:53.389 --> 38:55.611
this is a total army effort for what we

38:55.611 --> 38:57.722
are doing for our Army civilian corps

38:57.722 --> 38:59.722
and it's thanks to many of our work

38:59.722 --> 39:01.611
group leads as well as work group

39:01.611 --> 39:03.611
members who are actively engaged in

39:03.611 --> 39:05.778
working on the items that we have here

39:05.778 --> 39:07.778
today and I'd like to take a moment

39:07.778 --> 39:09.944
just to be able to thank everybody . I

39:09.944 --> 39:12.056
know we have a couple of folks in the

39:12.056 --> 39:14.222
room here today and I would ask if you

39:14.222 --> 39:16.444
please stand and then for those who are

39:16.444 --> 39:18.667
livestream , certainly I want to give a

39:18.667 --> 39:20.889
round of applause on behalf of myself ,

39:20.889 --> 39:22.944
the C I P . Integrator as well as as

39:22.944 --> 39:24.722
Doctor for the Deputy Assistant

39:24.722 --> 39:24.650
Secretary , there are civilian

39:24.650 --> 39:26.830
personnel , so if you're on any work

39:26.840 --> 39:28.951
groups , please stand for a moment so

39:28.951 --> 39:31.062
we can recognize you and for those of

39:31.062 --> 39:33.118
you on the livestream , thank you so

39:33.118 --> 39:32.040
much .

39:39.720 --> 39:41.609
So again , the second item that I

39:41.609 --> 39:43.553
mentioned was the establishment of

39:43.553 --> 39:45.776
governance and this is something that's

39:45.776 --> 39:47.942
incredibly important that was included

39:47.942 --> 39:50.164
within the civilian implementation plan

39:50.164 --> 39:52.109
and actually has so much uh senior

39:52.109 --> 39:54.220
leader of visibility and so much work

39:54.220 --> 39:55.998
group visibility , so much army

39:55.998 --> 39:57.942
visibility because it's really the

39:57.942 --> 39:59.831
first time that the army civilian

39:59.831 --> 40:01.664
people enterprise actually has a

40:01.664 --> 40:03.776
governance in place To really look at

40:03.776 --> 40:05.998
some tailored focus in tackling some of

40:05.998 --> 40:07.720
the challenges and some of the

40:07.720 --> 40:09.831
solutions that we're putting together

40:09.831 --> 40:11.998
to get to this 21st century modernized

40:11.998 --> 40:13.831
work first approach through this

40:13.831 --> 40:15.942
governance structure , we've actually

40:15.942 --> 40:17.776
established three million bodies

40:17.776 --> 40:19.776
through the civilian implementation

40:19.776 --> 40:21.720
plan . We have a Career management

40:21.720 --> 40:23.331
Executive Council to provide

40:23.331 --> 40:25.498
operational direction and steering for

40:25.498 --> 40:27.442
career management Enterprise , the

40:27.442 --> 40:29.498
human resources Executive Council to

40:29.498 --> 40:31.553
provide guidance and steering on all

40:31.553 --> 40:33.276
matters pertaining to civilian

40:33.276 --> 40:35.442
personnel , civilian talent management

40:35.442 --> 40:37.498
policy and program managers . Me and

40:37.498 --> 40:39.387
matter , excuse me , as well as a

40:39.387 --> 40:41.553
civilian enterprise steering committee

40:41.553 --> 40:43.609
to provide that overarching guidance

40:43.609 --> 40:45.776
and steering , especially for a number

40:45.776 --> 40:47.942
of the items that were working through

40:47.942 --> 40:47.930
the civilian implementation plan .

40:48.910 --> 40:51.077
We've also recently established what's

40:51.077 --> 40:53.243
referred to as an Army People strategy

40:53.243 --> 40:55.466
board of directors which reports to the

40:55.466 --> 40:57.632
Secretary of the Army and the Chief of

40:57.632 --> 40:59.743
Staff on a quarterly basis and it's a

40:59.743 --> 41:01.577
fantastic opportunity for people

41:01.577 --> 41:03.521
matters to really have that senior

41:03.521 --> 41:05.243
leader visibility . So it's an

41:05.243 --> 41:07.021
incredible time here as an Army

41:07.021 --> 41:09.132
civilian to know that we have so much

41:09.132 --> 41:11.188
emphasis and focus on us and for our

41:11.188 --> 41:13.354
future . And I can tell you as the C .

41:13.354 --> 41:15.577
I . P . Leading integrator , governance

41:15.577 --> 41:17.410
certainly matters and our senior

41:17.410 --> 41:19.466
leaders take this very seriously and

41:19.466 --> 41:21.466
they're very it's very important to

41:21.466 --> 41:23.521
them and they're very engaged and so

41:23.521 --> 41:25.466
it's incredible to know as an army

41:25.466 --> 41:27.577
civilian that we matter to our senior

41:27.577 --> 41:31.470
leaders . Thank you . Mr Emerson , I'm

41:31.470 --> 41:33.526
going to turn it over to Miss Burton

41:33.526 --> 41:35.748
now , who's going to talk about a choir

41:35.748 --> 41:37.970
and employee sip lines of efforts leave

41:38.130 --> 41:40.330
do you think ? Good morning everyone .

41:40.330 --> 41:42.497
I'm carol Burton , the director of the

41:42.497 --> 41:44.750
civilian human resources Agency and the

41:44.760 --> 41:47.640
Lead Integrator for acquire an employee .

41:48.110 --> 41:50.221
I'm going to talk to you this morning

41:50.221 --> 41:52.610
about what we're doing to build the

41:52.610 --> 41:55.030
bench , going to give you some specific

41:55.030 --> 41:57.230
initiatives that we've developed for

41:57.240 --> 41:59.296
our current workforce . And then I'm

41:59.296 --> 42:01.518
going to give you a sneak peek into one

42:01.518 --> 42:03.740
of our stretch goals . So we'll start

42:03.740 --> 42:05.900
with building the bench and Secretary

42:05.900 --> 42:08.122
Loman already talked about it . You can

42:08.122 --> 42:10.067
tell that we're all really excited

42:10.067 --> 42:11.900
about our new student employment

42:11.900 --> 42:14.640
program . Um and that I have to give

42:14.640 --> 42:17.160
thanks to Secretary Loman for not only

42:17.160 --> 42:19.327
advocating for that program , but also

42:19.330 --> 42:22.170
funding . And while he talked about

42:22.170 --> 42:25.720
some certain stem occupations , we also

42:25.730 --> 42:28.110
extend , excuse me , extended that

42:28.110 --> 42:30.630
program to interns that we're referring

42:30.630 --> 42:33.610
to interns as high school students and

42:33.610 --> 42:35.721
I'm very fond of this program because

42:35.721 --> 42:37.943
it's how I entered federal service . So

42:37.943 --> 42:40.730
we're not only hiring college graduates ,

42:41.100 --> 42:43.820
but we're also doing some outreach at

42:43.830 --> 42:46.540
the high school level so that our

42:46.540 --> 42:48.651
future talent gets to know us early ,

42:48.651 --> 42:51.210
they know who we are and what we do ,

42:51.220 --> 42:53.331
they get accustomed to learning about

42:53.331 --> 42:55.610
our culture . So they and they can

42:55.610 --> 42:57.888
actually get some paid work experience .

42:57.888 --> 43:00.110
So then when they enter college they'll

43:00.110 --> 43:03.040
perhaps continue to seek a career with

43:03.040 --> 43:05.207
the army . So we're starting very very

43:05.207 --> 43:07.910
early with building the bench . So how

43:07.910 --> 43:10.390
are we finding these applicants , these

43:10.400 --> 43:13.080
interns and these fellows and we're

43:13.080 --> 43:15.220
finding them by outreach . We're not

43:15.230 --> 43:17.563
just what they call posting and praying ,

43:17.563 --> 43:21.150
which is our to do . We're all laughing

43:21.160 --> 43:23.420
because we know what that means , our

43:23.420 --> 43:25.820
traditional approach of just

43:25.830 --> 43:28.570
advertising a position and seeing what

43:28.570 --> 43:31.440
happens . I always say that um while

43:31.440 --> 43:33.880
we're talking about student recruitment ,

43:33.880 --> 43:35.436
I always say that pediatric

43:35.436 --> 43:37.658
cardiologist doesn't spend her weekends

43:37.658 --> 43:39.547
searching through us a staffing ,

43:39.547 --> 43:41.658
looking for positions that we have to

43:41.658 --> 43:43.769
go out and find that talent . So this

43:43.769 --> 43:45.991
year we've made a more concerted effort

43:45.991 --> 43:49.220
to attend job fairs and hiring events .

43:49.600 --> 43:51.380
That has been a little bit of a

43:51.390 --> 43:53.557
challenge during the pandemic , but it

43:53.557 --> 43:55.668
certainly didn't slow us down . We've

43:55.668 --> 43:58.700
had huge success with virtual outreach

43:58.700 --> 44:01.530
with job fairs . We partnered with AMC

44:01.530 --> 44:03.510
and Si . Com Libya . That was very

44:03.510 --> 44:06.550
successful and the next fiscal year we

44:06.550 --> 44:09.390
have already identified that this is

44:09.400 --> 44:11.690
october already , isn't it ? This

44:11.690 --> 44:15.110
fiscal year we've already identified

44:15.120 --> 44:18.790
50 virtual job fairs and that we will

44:18.790 --> 44:21.060
attend . So we'll continue to do that

44:21.070 --> 44:24.130
outreach moving on now to some

44:24.130 --> 44:26.530
initiatives that we've developed for

44:26.540 --> 44:29.030
our current workforce . And all of

44:29.030 --> 44:32.030
these initiatives are in the Army

44:32.040 --> 44:34.151
people strategy Mr Lewis I brought my

44:34.151 --> 44:36.600
copy as well . Every single thing that

44:36.600 --> 44:39.040
I'm going to talk about is in this

44:39.040 --> 44:41.510
document . So the first thing is

44:41.520 --> 44:44.400
certifications program and the exact

44:44.400 --> 44:46.410
language from this document is to

44:46.410 --> 44:48.560
increase credentialing certification

44:48.560 --> 44:51.500
opportunities and we know that our

44:51.510 --> 44:53.910
career is want to be certified . They

44:53.910 --> 44:56.870
want an opportunity to demonstrate and

44:56.870 --> 45:00.310
validate their competencies . Prior to

45:00.310 --> 45:02.670
the establishment of AcMA , we had some

45:02.670 --> 45:04.950
career programs that did a great

45:04.950 --> 45:07.280
program funding and establishing

45:07.290 --> 45:10.090
credentialing programs . Some were just

45:10.090 --> 45:12.257
getting started like in civilian human

45:12.257 --> 45:15.220
resources In some head zero program .

45:15.990 --> 45:18.460
So with the establishment of AcMA , our

45:18.470 --> 45:20.890
goal is to establish certification

45:20.890 --> 45:24.740
programs where it makes sense in all or

45:24.750 --> 45:28.330
any or all occupations . So that's well

45:28.330 --> 45:30.740
underway . We're using a couple of the

45:30.740 --> 45:33.170
career fields to get started and you'll

45:33.180 --> 45:35.460
you'll hear us talk more about that as

45:35.470 --> 45:39.160
Acma develops . The second initiative

45:39.160 --> 45:41.271
that I want to talk about is academic

45:41.271 --> 45:44.670
degree training . If you've ever tried

45:44.680 --> 45:47.580
to apply for civilian academic degree

45:47.580 --> 45:50.230
training , it was a rather cumbersome

45:50.230 --> 45:53.030
bureaucratic process . But again , with

45:53.030 --> 45:55.030
the establishment of AcMA , we were

45:55.030 --> 45:57.630
able to standardize our process and

45:57.630 --> 45:59.852
what made the big difference is that we

45:59.852 --> 46:02.860
delegated authority to one person to

46:02.860 --> 46:05.280
approve that . So it moves very very

46:05.280 --> 46:07.510
quickly . And that is the Acma director

46:07.510 --> 46:10.240
and so we're seeing applications

46:10.250 --> 46:13.640
processed faster and our careers are

46:13.640 --> 46:15.940
seeing the status of their applications

46:15.950 --> 46:19.820
in real time . The next initiative that

46:19.820 --> 46:21.820
I want to talk about is analytics .

46:21.820 --> 46:23.820
We've been talking a lot about data

46:23.820 --> 46:25.880
analytics this week and I'm happy to

46:25.880 --> 46:28.400
report that for the very first time .

46:28.780 --> 46:31.400
We have three horses that are employed

46:31.400 --> 46:34.060
in enactment and horses are operations

46:34.060 --> 46:36.140
research analysts and they're

46:36.140 --> 46:39.570
developing modeling for us to determine

46:39.580 --> 46:42.090
requirements and funding . And a

46:42.090 --> 46:45.910
specific example is that because of the

46:45.910 --> 46:48.510
work that these horses did , we were

46:48.510 --> 46:50.677
able to secure funding for the fellows

46:50.677 --> 46:53.200
program . They actually developed a

46:53.210 --> 46:55.360
funding model And if you've ever been

46:55.360 --> 46:57.620
in the battle for the battle for

46:57.620 --> 47:00.050
funding , you know that you can make a

47:00.050 --> 47:02.050
more logical argument when you have

47:02.050 --> 47:04.050
some math and science behind what

47:04.050 --> 47:06.840
you're asking for . So a huge , huge

47:06.840 --> 47:09.870
game changer for us . The development

47:09.870 --> 47:12.092
of supervisors , Michael , you can talk

47:12.092 --> 47:14.000
about that too . Okay , very good

47:14.580 --> 47:17.990
building world class supervisors , very

47:17.990 --> 47:20.770
important to us and to the army people

47:20.770 --> 47:24.030
strategy . One of the problems that we

47:24.030 --> 47:27.120
had is that we didn't have a method

47:27.130 --> 47:30.250
to enroll our new supervisors . So we

47:30.250 --> 47:32.940
would have supervisors in place for a

47:32.940 --> 47:35.570
long period of time and not have any of

47:35.580 --> 47:38.380
the required training . So now we have

47:38.380 --> 47:41.020
a systems fix and are super . Our new

47:41.020 --> 47:43.830
supervisors are automatically enrolled

47:43.840 --> 47:45.840
in the required training and then I

47:45.840 --> 47:47.896
think my colleague here we'll talk a

47:47.896 --> 47:50.118
little bit more about some revamping of

47:50.118 --> 47:52.990
the curriculum . We're also focused on

47:52.990 --> 47:55.157
direct higher authorities . Mr . Lewis

47:55.157 --> 47:58.440
talked about that For our interns and

47:58.440 --> 48:00.380
fellows program that we've hired

48:00.390 --> 48:02.790
through acma . We've used direct higher

48:02.790 --> 48:06.180
authority , 97% of the time . It's

48:06.180 --> 48:09.050
usually the post secondary students and

48:09.050 --> 48:11.217
recent grads direct higher authority .

48:11.217 --> 48:13.760
So that allows us to attend that job

48:13.770 --> 48:16.090
fair talked to an applicant and make

48:16.090 --> 48:18.312
that job offer very quickly . It's been

48:18.312 --> 48:21.590
very successful , insecure ng talent .

48:22.570 --> 48:25.110
So now on to our sneak peek about our

48:25.110 --> 48:27.540
stretch goal and we've talked about

48:27.540 --> 48:29.960
this a little bit too about matching

48:29.970 --> 48:33.160
talent to demand and today we don't

48:33.160 --> 48:35.250
have a way to do that . We post and

48:35.250 --> 48:38.820
pray or we attend job fairs . But what

48:38.820 --> 48:42.530
we're going for is a talent marketplace

48:42.540 --> 48:46.030
ability where we can forecast

48:46.040 --> 48:48.880
requirements , we can determine what

48:48.880 --> 48:52.220
skill sets we have and then if we need

48:52.230 --> 48:54.780
a future skill set and we don't have it

48:54.790 --> 48:57.230
we can either start to train towards

48:57.230 --> 49:00.130
that requirement or we can acquire new

49:00.130 --> 49:03.780
talent huge initiative . Super hard .

49:03.780 --> 49:05.947
If it was easy we would have done it .

49:05.947 --> 49:08.230
It's a multi year project and we're

49:08.230 --> 49:10.130
just now starting to develop the

49:10.130 --> 49:12.241
requirements . So stay tuned for more

49:12.241 --> 49:14.900
on the talent marketplace . Thank you

49:15.370 --> 49:18.370
Michael routine now we're going to hear

49:18.370 --> 49:20.314
from Mr Formica as the C . I . P .

49:20.320 --> 49:23.400
Develop line of effort lead . Well

49:23.410 --> 49:25.590
thanks Ellen and thanks to a . U . S .

49:25.590 --> 49:27.868
A . For hosting this important for him .

49:27.868 --> 49:30.034
And so yesterday I had a chance to sit

49:30.034 --> 49:32.257
through a session in which Maria and Ed

49:32.257 --> 49:33.890
provided an overview of our

49:33.890 --> 49:35.890
accomplishments and C . I . P . And

49:36.370 --> 49:38.680
Operating in the forest for the last 18

49:38.680 --> 49:41.000
or so months . It was unbelievable to

49:41.000 --> 49:43.310
see outside the forest all that has

49:43.310 --> 49:45.532
occurred and it's really a pleasure for

49:45.532 --> 49:47.532
me to be able to share with you the

49:47.532 --> 49:50.400
line of effort develop accomplishments

49:50.400 --> 49:53.160
as well . And I want to reinforce uh

49:53.170 --> 49:55.470
the point where you made uh you know I

49:55.470 --> 49:57.637
just happened to have the privilege of

49:57.637 --> 49:59.581
being the integrator But there are

49:59.581 --> 50:01.740
countless numbers of individuals over

50:01.750 --> 50:05.290
30 plus uh that perform on a weekly

50:05.290 --> 50:07.590
basis . Daily basis in some cases out

50:07.590 --> 50:10.070
of passion for our cohort , the

50:10.070 --> 50:12.630
civilian cohort to improve the

50:12.630 --> 50:15.480
developed capability of capabilities of

50:15.480 --> 50:17.750
our civilians . And uh it's remarkable

50:17.750 --> 50:19.694
when you see that passion and that

50:19.694 --> 50:23.110
count come to bear frankly . Uh It just

50:23.110 --> 50:25.166
makes you go home at night very very

50:25.166 --> 50:27.388
thankful for the professionalism of our

50:27.388 --> 50:30.070
force . So I want to touch three areas

50:30.070 --> 50:32.014
today . First I want to give you a

50:32.014 --> 50:34.181
little bit about where we were because

50:34.181 --> 50:36.403
I think context is important when it is

50:36.403 --> 50:38.403
associated with how we develop army

50:38.403 --> 50:40.348
civilians where we are and then go

50:40.348 --> 50:42.700
figure where we're going okay . Uh And

50:42.700 --> 50:44.644
in the r I'll give you some of the

50:44.644 --> 50:46.867
accomplishments that we've accomplished

50:46.867 --> 50:49.020
over the last year or so . Uh But I

50:49.020 --> 50:51.020
think it is important that we start

50:51.020 --> 50:53.560
with where we were context is really ,

50:53.560 --> 50:56.440
really important here . Uh and so I've

50:56.450 --> 50:58.672
been doing this as an army civilian now

50:58.672 --> 51:00.450
for 11 years . Uh and I've been

51:00.450 --> 51:03.580
associated with Army Senior leadership

51:03.960 --> 51:06.182
appreciation of the army civilian corps

51:06.182 --> 51:08.740
for some time . And my first real

51:08.740 --> 51:10.796
appreciation of that was in 2010 and

51:10.796 --> 51:12.907
Ellen and I were there together . She

51:12.907 --> 51:15.073
was the G one Foreign trade talk and I

51:15.073 --> 51:17.018
was a freshly minted SCS to be the

51:17.018 --> 51:18.962
deputy G three and trade art . And

51:18.962 --> 51:21.184
there was an ongoing conversation about

51:21.184 --> 51:23.296
the need for the army to have an army

51:23.296 --> 51:25.518
professional ethic and that the army to

51:25.518 --> 51:27.880
formally establish itself as an army

51:27.880 --> 51:30.490
profession . And the conversation was

51:30.600 --> 51:32.390
should the army civilian corps

51:32.960 --> 51:35.127
sometimes referred to as tax and those

51:35.127 --> 51:36.793
of us that don't serve in the

51:36.793 --> 51:38.627
department don't appreciate that

51:38.627 --> 51:40.904
identification . We are army civilians ,

51:40.960 --> 51:43.071
but through the leadership of general

51:43.071 --> 51:45.320
Dempsey and the council of senior

51:45.320 --> 51:47.653
leaders like Ellen Hammerson and others .

51:47.653 --> 51:50.420
We the army civilian corps became part

51:50.420 --> 51:52.810
of the army profession and so we are

51:52.820 --> 51:55.190
army civilian professionals . Okay .

51:55.560 --> 51:57.840
Not employees were employed but we're

51:57.840 --> 51:59.784
on the civilian professionals that

51:59.784 --> 52:01.896
carry service with us . So that was a

52:01.896 --> 52:04.118
really positive thing . 2010 . Remember

52:04.118 --> 52:06.173
other secretary of the Army Westfall

52:06.173 --> 52:08.284
initiative to help push us forward on

52:08.284 --> 52:11.530
those lanes as well . Uh huh took an

52:11.530 --> 52:14.700
India . I think it was 2012 , correct

52:14.700 --> 52:16.850
me if I'm wrong Carol uh to push a

52:16.850 --> 52:19.050
supervisor development course being

52:19.060 --> 52:21.950
instituted in the army And we developed

52:21.950 --> 52:24.300
a man against machine man woman against

52:24.300 --> 52:28.150
machine 40 hour hard course . Okay

52:28.160 --> 52:30.910
to try to touch that insufficient as we

52:30.910 --> 52:34.530
learned over time . Uh , amsc located

52:34.530 --> 52:36.510
at Fort Belvoir moves to Fort

52:36.510 --> 52:38.830
Leavenworth Kansas integrates with army

52:38.830 --> 52:42.010
university so we can begin

52:42.020 --> 52:45.440
the integration of leader development

52:45.450 --> 52:47.672
and the professionalization development

52:47.672 --> 52:50.110
of our army civilian court . We all

52:50.110 --> 52:52.110
experienced over the last number of

52:52.110 --> 52:53.832
years , a downward pressure on

52:53.832 --> 52:56.670
resources . The TT PEG , which is our

52:56.670 --> 52:58.800
funding stream for training and

52:58.800 --> 53:01.520
education has in it . M deaths

53:01.520 --> 53:04.620
associated with our cohort constantly

53:04.620 --> 53:06.510
under pressure . A lack of full

53:06.510 --> 53:08.950
appreciation about what that means to

53:08.960 --> 53:12.160
army readiness across the army that was

53:12.160 --> 53:14.310
part and parcel to . And you heard

53:14.320 --> 53:16.550
Maria talk about governance forms , the

53:16.550 --> 53:19.520
lack of a , you know , an integrated

53:19.530 --> 53:21.697
governance forum to be able to provide

53:21.697 --> 53:24.730
guidance and direction for us . We were

53:24.730 --> 53:26.841
marginally effective in that way . We

53:26.841 --> 53:30.330
had multiple siloed 32 career programs

53:30.480 --> 53:33.740
each run by an SCS okay biting off

53:33.750 --> 53:35.694
little pieces of the pie from that

53:35.694 --> 53:38.870
towered pressure program and evaluation

53:38.930 --> 53:42.310
group to help themselves , but it

53:42.310 --> 53:44.532
wasn't integrated and it wasn't focused

53:44.532 --> 53:46.421
on what's most important for army

53:46.421 --> 53:48.850
readiness . And then we , as we heard ,

53:48.860 --> 53:50.980
we've established acma consolidated

53:50.980 --> 53:52.980
those 32 into 11 career functions .

53:52.980 --> 53:55.370
Central leadership , be able to define

53:55.370 --> 53:57.481
what are the technological uh and the

53:57.481 --> 53:59.880
functional skills needed to support

53:59.890 --> 54:02.210
army readiness and and then the last

54:02.210 --> 54:04.377
thing I just have to highlight because

54:04.380 --> 54:07.040
you know where I come General martin

54:07.040 --> 54:09.770
and I come from um Army Management

54:09.770 --> 54:11.437
Staff College responsible for

54:11.437 --> 54:13.270
delivering professional military

54:13.270 --> 54:16.250
education to our supervisors Over that

54:16.260 --> 54:19.110
period of time , less than 50% . There

54:19.110 --> 54:21.960
are 38,000 supervisors in the army .

54:22.020 --> 54:24.660
Less than 50% of them have been

54:24.670 --> 54:27.020
educated at the appropriate level to

54:27.020 --> 54:29.131
perform those responsibilities , even

54:29.131 --> 54:31.670
though they are 350-1 says that needs

54:31.670 --> 54:33.970
to happen . There isn't a uniformed

54:33.980 --> 54:36.660
member that would allow that to happen

54:36.660 --> 54:38.771
in the uniform cohort . But we've got

54:39.040 --> 54:42.230
Almost 19,000 Army civilian supervisors

54:42.240 --> 54:44.400
who haven't been properly trained and

54:44.400 --> 54:46.760
educated in leader development and I

54:46.760 --> 54:48.927
will tell you from firsthand knowledge

54:48.927 --> 54:51.093
that the Army Management Staff College

54:51.093 --> 54:53.316
did a great job redesigning that course

54:53.316 --> 54:55.538
to ensure that leader competencies that

54:55.538 --> 54:57.760
our army recognizes and are critical to

54:57.760 --> 54:59.482
leadership are built into that

54:59.482 --> 55:01.649
fantastic curriculum . So that's where

55:01.649 --> 55:03.649
we were . All right . Fortunately ,

55:03.649 --> 55:05.427
army people strategy , civilian

55:05.427 --> 55:07.371
implementation plan line of effort

55:07.371 --> 55:09.371
develops that we can do better than

55:09.371 --> 55:11.482
that . So let me let me give you some

55:11.482 --> 55:13.538
of the things that we have done over

55:13.538 --> 55:15.760
the last several while months to year .

55:15.760 --> 55:19.080
First of all , Mr LewiS is the

55:19.080 --> 55:21.790
proponent for supervisors , nobody had

55:21.790 --> 55:24.012
ever been identified as the proponent .

55:24.012 --> 55:27.440
The seminar A is the person that is

55:27.440 --> 55:30.410
going to drive us be accountable for

55:30.420 --> 55:32.460
and advocate on our behalf . He is

55:32.460 --> 55:35.070
supported by the g one of the army and

55:35.070 --> 55:37.140
Ciara as the executive agent and

55:37.140 --> 55:38.918
training and dr command and the

55:38.918 --> 55:40.862
combined Arms Center as supporting

55:40.862 --> 55:42.584
organizations to a supervisory

55:42.584 --> 55:44.807
proponent . That's a big deal to have a

55:44.807 --> 55:47.290
proponent . We developed a model that

55:47.300 --> 55:50.220
uh carol referenced this lattice model

55:50.230 --> 55:52.760
that recognizes from technical

55:52.760 --> 55:54.940
specialists , supervisors , managers

55:54.950 --> 55:57.580
and enterprise leaders , opportunities

55:57.580 --> 55:59.636
for self development , institutional

55:59.636 --> 56:01.802
development , broadening assignments ,

56:01.802 --> 56:03.969
etcetera . And no longer does a career

56:03.969 --> 56:06.136
have to go like this or like this on a

56:06.136 --> 56:08.247
ladder , but you can go left to get a

56:08.247 --> 56:10.302
broadening experience that will help

56:10.302 --> 56:12.302
you become a better leader down the

56:12.302 --> 56:14.080
road and then up and then right

56:14.080 --> 56:16.080
etcetera etcetera . So uh that that

56:16.080 --> 56:18.530
model is captured inside of our draft

56:18.540 --> 56:20.540
training and development strategy ,

56:20.540 --> 56:23.200
Okay . Which was fielded and staffed

56:23.210 --> 56:25.377
and input was due on eight October but

56:25.730 --> 56:28.750
lisa Rycroft valued army civilian

56:28.750 --> 56:30.972
professional uh says if you've got more

56:30.972 --> 56:32.972
to give us please give us so we can

56:32.972 --> 56:34.690
have a well codified training

56:34.690 --> 56:36.690
development strategy as part of our

56:36.930 --> 56:39.420
civilian implementation plan . Um

56:39.430 --> 56:41.597
you've heard us talk about readiness ,

56:41.597 --> 56:44.240
I uttered it a few moments ago . Okay ,

56:45.330 --> 56:47.330
carol Burton and her line of effort

56:47.330 --> 56:49.274
employee said it's you know , it's

56:49.274 --> 56:51.441
individual readiness , it's functional

56:51.441 --> 56:53.163
organizational readiness since

56:53.163 --> 56:55.386
functional readiness . Right . The army

56:55.386 --> 56:57.330
has not yet well defined what that

56:57.330 --> 56:59.274
means so that we can look a senior

56:59.274 --> 57:01.386
leader in the eye and say we've got a

57:01.386 --> 57:03.441
problem because we don't have enough

57:03.441 --> 57:05.608
dollars to do this and that's directly

57:05.608 --> 57:07.719
impacting the readiness of the army .

57:07.719 --> 57:09.880
So we have commission through the

57:09.890 --> 57:11.946
seminar a a ranch study that's gonna

57:11.946 --> 57:13.668
dig into that and give us some

57:13.668 --> 57:15.779
thoughtful uh approaches to what that

57:15.779 --> 57:18.001
can look like on a pretty fast timeline

57:18.001 --> 57:21.770
for a study as well . Um In line with

57:21.770 --> 57:24.830
that We have shown some success with

57:24.830 --> 57:27.630
our army staff from the G357 , there

57:27.630 --> 57:31.540
are 2 uh a strategic readiness tenants

57:31.550 --> 57:33.730
uh they are training and leading for

57:33.730 --> 57:35.897
which the civilian cohort is now going

57:35.897 --> 57:38.119
to be captured . Now the metrics aren't

57:38.119 --> 57:40.286
where they need to be but we're at the

57:40.286 --> 57:42.508
table so we have an opportunity through

57:42.508 --> 57:44.563
thoughtful examination to be able to

57:44.563 --> 57:46.560
influence senior ready strategic

57:46.560 --> 57:48.671
readiness tenants associated with the

57:48.671 --> 57:51.420
total Army readiness review to

57:51.420 --> 57:53.420
highlight the senior leadership how

57:53.420 --> 57:56.350
well the civilian cohort is doing . Ah

57:56.930 --> 57:59.240
from army management staff colours

57:59.630 --> 58:01.297
Covid happened . We have been

58:01.297 --> 58:03.680
delivering education virtually for the

58:03.680 --> 58:06.030
last year . It will continue until next

58:06.030 --> 58:08.990
april that way . It is not as good as

58:08.990 --> 58:11.212
face to face , but I will tell you , we

58:11.212 --> 58:13.950
went from about 82% attendance rate

58:14.000 --> 58:17.030
over 93% attendance rate . And that's

58:17.030 --> 58:19.180
important when you've got a backlog

58:19.190 --> 58:21.620
that we have in terms of supervisors

58:21.620 --> 58:23.660
attending the course , we are on a

58:23.660 --> 58:25.438
trajectory . General martin has

58:25.438 --> 58:27.271
approved a trajectory . You have

58:27.271 --> 58:29.382
resourced us with instructors That if

58:29.382 --> 58:31.500
we can have 60% of the attendees

58:31.500 --> 58:33.960
participate and we maintain the load in

58:33.970 --> 58:36.248
five years that shortfall will be gone .

58:36.248 --> 58:38.750
Every supervisor in the army will be

58:38.750 --> 58:40.972
able to be , you know , we can say they

58:40.972 --> 58:43.139
have been educated appropriately to be

58:43.139 --> 58:46.120
a leader in our army through amsc . And

58:46.120 --> 58:48.287
then the last thing I would just share

58:48.287 --> 58:50.509
with you is we like the the other three

58:50.509 --> 58:52.610
cohorts officer and see your warrant

58:52.610 --> 58:54.850
officers were we are being addressed by

58:54.850 --> 58:58.080
Project Athena which are the self

58:58.090 --> 59:01.590
assessment tools that are just for the

59:01.590 --> 59:03.257
army civilian professional to

59:03.257 --> 59:05.312
understand where their strengths and

59:05.312 --> 59:07.534
weaknesses are so they can move forward

59:07.534 --> 59:09.423
to improve those between the next

59:09.423 --> 59:11.534
educational opportunity . Uh and that

59:11.534 --> 59:13.757
kicked off this fall , We we thought we

59:13.757 --> 59:15.757
weren't gonna be able to do it in a

59:15.757 --> 59:17.979
virtual environment . We can and we are

59:17.979 --> 59:20.201
uh so we'll benefit from the great work

59:20.201 --> 59:22.034
that the training and doctrine ,

59:22.034 --> 59:24.201
command and uh Combined Arms Center is

59:24.201 --> 59:26.423
done in establishing the Athena tools .

59:26.423 --> 59:26.240
All right , so where are we going ?

59:26.620 --> 59:29.100
Hopefully we're gonna see some

59:29.100 --> 59:31.156
qualification through the governance

59:31.156 --> 59:33.410
forms that we talked about , an army

59:33.410 --> 59:35.299
readiness model that accounts for

59:35.299 --> 59:37.354
civilian ratings . So maybe it looks

59:37.354 --> 59:39.860
like us are maybe , you know , your

59:39.860 --> 59:42.027
ability to have civilians on hand will

59:42.027 --> 59:44.360
be reflected in your strength a county ,

59:44.370 --> 59:46.037
maybe your training will be a

59:46.037 --> 59:48.148
reflection of supervisors trained stc

59:48.148 --> 59:50.092
completed . Those are the kinds of

59:50.092 --> 59:51.814
things . We're working through

59:51.814 --> 59:53.592
functional training , technical

59:53.592 --> 59:55.648
training accomplished inside of your

59:55.648 --> 59:59.420
formations . Uh huh We have STC

59:59.430 --> 01:00:02.150
as evolutions ongoing right now , the

01:00:02.150 --> 01:00:05.030
courses that we executed 40 hours are

01:00:05.030 --> 01:00:08.380
now redesigned through the help of Tara .

01:00:08.390 --> 01:00:10.730
Each post campus station . CPAC

01:00:10.730 --> 01:00:13.400
provides a face to face component that

01:00:13.410 --> 01:00:15.632
identifies the peculiarities associated

01:00:15.632 --> 01:00:17.354
with the bargaining agreements

01:00:17.354 --> 01:00:19.577
associated with that installation , the

01:00:19.577 --> 01:00:21.799
management , employee relations teams ,

01:00:21.799 --> 01:00:23.799
etcetera . So 40 hours on a machine

01:00:23.799 --> 01:00:26.740
face to face component , redone uh

01:00:26.810 --> 01:00:29.280
update every three years . And we think

01:00:29.280 --> 01:00:31.447
that scratches the is pretty well . We

01:00:31.447 --> 01:00:33.280
we have also made sure and we'll

01:00:33.280 --> 01:00:35.447
continue to make sure that the C . E .

01:00:35.447 --> 01:00:37.669
S program itself addresses all of opium

01:00:37.669 --> 01:00:40.750
requirements for supervisors . And then

01:00:40.750 --> 01:00:43.230
the last thing I just offer is in

01:00:43.230 --> 01:00:45.452
coordination with the governance form ,

01:00:45.452 --> 01:00:47.850
identifying policy requirements that

01:00:47.850 --> 01:00:50.260
will enable the continued development

01:00:50.270 --> 01:00:53.020
and as well as the codification of the

01:00:53.020 --> 01:00:55.450
readiness requirements for Sylvia . So

01:00:55.460 --> 01:00:57.627
thanks for giving me an opportunity to

01:00:57.627 --> 01:00:59.849
share , you know , the context where we

01:00:59.849 --> 01:01:01.904
are and where we hope to go over the

01:01:01.904 --> 01:01:04.127
next year or so . Thank you . Thank you

01:01:04.127 --> 01:01:06.127
Mr Formica . Now we'll hear from Mr

01:01:06.127 --> 01:01:08.238
Maxwell has the C . I . P retain line

01:01:08.238 --> 01:01:11.440
of effort lead . All right , good

01:01:11.440 --> 01:01:13.440
morning everybody . Can you can you

01:01:13.440 --> 01:01:15.607
hear me in the back ? All right , good

01:01:15.607 --> 01:01:17.551
deal . So first I want to just say

01:01:17.551 --> 01:01:19.718
thank you for the opportunity to speak

01:01:19.718 --> 01:01:19.580
here today . It's it's really been a

01:01:19.590 --> 01:01:22.050
great journey participating with my

01:01:22.050 --> 01:01:24.217
teammates here on first developing the

01:01:24.217 --> 01:01:26.106
army people strategy and then the

01:01:26.106 --> 01:01:28.400
civilian implementation plan . Um and

01:01:28.400 --> 01:01:30.511
it's really been my pleasure to serve

01:01:30.511 --> 01:01:32.650
as the lead Integrator for for the

01:01:32.650 --> 01:01:34.872
retain line of effort or line of effort

01:01:34.872 --> 01:01:37.520
for as we refer to it . Uh You know ,

01:01:37.520 --> 01:01:39.610
you can do in a people strategy and

01:01:39.610 --> 01:01:41.499
implement that strategy . You can

01:01:41.499 --> 01:01:43.443
acquire talent very well , you can

01:01:43.443 --> 01:01:45.499
develop the talent very well and you

01:01:45.499 --> 01:01:47.620
can employ it . Um but if you don't

01:01:47.620 --> 01:01:49.787
retain it and you don't have the right

01:01:49.787 --> 01:01:52.120
environment , the right culture , right ,

01:01:52.120 --> 01:01:54.287
the right programs in order for people

01:01:54.287 --> 01:01:56.910
to reach their full potential , um Then

01:01:56.920 --> 01:01:59.142
you're wasting a lot of time and effort

01:01:59.142 --> 01:02:01.364
on the front end . And so the retention

01:02:01.364 --> 01:02:03.087
piece , we thought it was very

01:02:03.087 --> 01:02:02.800
important . We put a lot of time and

01:02:02.800 --> 01:02:04.860
effort into it before I talked to a

01:02:04.860 --> 01:02:07.027
little bit about what we've been doing

01:02:07.027 --> 01:02:09.082
in the retention lane . I do want to

01:02:09.082 --> 01:02:11.193
take a moment number one to thank our

01:02:11.193 --> 01:02:13.193
team . Um and and are professionals

01:02:13.193 --> 01:02:15.471
that have been working on this project .

01:02:15.471 --> 01:02:17.693
Miss Karen Wolf at a G one C P is , I'm

01:02:17.693 --> 01:02:19.860
a lead that I've been working with and

01:02:19.860 --> 01:02:22.082
we've got a great team of professionals

01:02:22.082 --> 01:02:24.138
that you know , just have tremendous

01:02:24.138 --> 01:02:26.304
expertise and you can tell they have a

01:02:26.304 --> 01:02:28.527
passion for what they do um in terms of

01:02:28.527 --> 01:02:30.304
the planning in terms of laying

01:02:30.304 --> 01:02:32.471
everything out and and the execution .

01:02:32.471 --> 01:02:34.416
And so I just want to make sure we

01:02:34.416 --> 01:02:36.638
recognize them appropriately within the

01:02:36.638 --> 01:02:38.804
line of effort for , we seek to retain

01:02:38.804 --> 01:02:40.527
the army civilian talent , but

01:02:40.527 --> 01:02:43.650
thoughtfully engaging compensating and

01:02:43.650 --> 01:02:46.060
also transitioning the employees . But

01:02:46.060 --> 01:02:49.230
first we must define what we mean by

01:02:49.230 --> 01:02:51.397
retaining the parameters of that . Are

01:02:51.397 --> 01:02:53.452
we talking retention just within the

01:02:53.452 --> 01:02:55.452
army , within overall Department of

01:02:55.452 --> 01:02:57.786
Defense , um overall federal government ,

01:02:57.786 --> 01:02:59.897
the defense industry , You know , you

01:02:59.897 --> 01:03:02.119
talk to some managers and they tell you

01:03:02.119 --> 01:03:01.440
about retention within their

01:03:01.440 --> 01:03:03.551
organization , right ? They feel like

01:03:03.551 --> 01:03:05.551
they should hire an intern and they

01:03:05.551 --> 01:03:05.150
should work for them for 30 years and

01:03:05.150 --> 01:03:07.039
not go anywhere else and and then

01:03:07.039 --> 01:03:09.261
replace them . But we're really in this

01:03:09.261 --> 01:03:11.483
sense talking attention within the army

01:03:11.483 --> 01:03:13.539
and and so we've got to make sure we

01:03:13.539 --> 01:03:15.539
help our leaders understand what it

01:03:15.539 --> 01:03:17.594
means to retain the right talent and

01:03:17.594 --> 01:03:19.650
the right levels , retaining our top

01:03:19.650 --> 01:03:21.817
civilian talent is a critical business

01:03:21.817 --> 01:03:23.928
imperative that is directly impacting

01:03:23.928 --> 01:03:26.150
on army readiness . And so everybody on

01:03:26.150 --> 01:03:27.928
this panel so far is talk about

01:03:27.928 --> 01:03:30.094
readiness . The retention lane impacts

01:03:30.094 --> 01:03:32.039
our readiness as well . We must be

01:03:32.039 --> 01:03:33.706
ready to embrace the new work

01:03:33.706 --> 01:03:36.020
environment that the workforce expects

01:03:36.800 --> 01:03:38.950
and the one talent competitors are

01:03:38.950 --> 01:03:41.228
making standard practice to date right ?

01:03:41.228 --> 01:03:43.339
We've got to move in that direction ,

01:03:43.339 --> 01:03:45.506
retaining talent requires fostering an

01:03:45.506 --> 01:03:47.561
organizational culture that supports

01:03:47.561 --> 01:03:50.070
army civilians and evolving to meet the

01:03:50.070 --> 01:03:52.980
needs of the modern workplace here ,

01:03:52.980 --> 01:03:55.060
flexible and reliable , reliable

01:03:55.060 --> 01:03:58.210
technology platforms will be key , open

01:03:58.210 --> 01:04:00.210
and transparent , multidirectional

01:04:00.210 --> 01:04:03.720
communication is also important and

01:04:03.720 --> 01:04:05.887
very important . Will be access to the

01:04:05.887 --> 01:04:07.720
right training , development and

01:04:07.720 --> 01:04:10.680
mentoring which will be essential . We

01:04:10.680 --> 01:04:12.791
seek to embrace the needs and desires

01:04:12.791 --> 01:04:14.902
of the 21st century workforce through

01:04:14.902 --> 01:04:17.069
the development of our me policies and

01:04:17.069 --> 01:04:19.291
practices which promote engagement work

01:04:19.291 --> 01:04:21.450
life integration via workplace

01:04:21.450 --> 01:04:23.530
flexibilities , quality of life and

01:04:23.530 --> 01:04:26.240
wellness programs , talent aligned

01:04:26.240 --> 01:04:29.240
assignments and meaningful recognition

01:04:29.250 --> 01:04:32.770
and awards what we've done and our

01:04:32.770 --> 01:04:34.950
winds . That success is significant

01:04:34.950 --> 01:04:37.117
work has been accomplished to date but

01:04:37.117 --> 01:04:39.260
is not limited to our analysis and

01:04:39.270 --> 01:04:41.880
documentation of the full range of care ,

01:04:41.880 --> 01:04:44.460
support and quality of life for Army

01:04:44.460 --> 01:04:47.740
civilians to include gaps in a and

01:04:47.740 --> 01:04:50.850
opportunities for improvement in our in

01:04:50.850 --> 01:04:53.072
our world . Quality of life in the army

01:04:53.072 --> 01:04:55.390
is a priority for our soldiers , for

01:04:55.390 --> 01:04:58.260
civilians and for our families . And so

01:04:58.260 --> 01:05:00.371
we're focusing on quality of life for

01:05:00.371 --> 01:05:02.593
civilians as well and line of different

01:05:02.593 --> 01:05:04.649
for . We've had the publication of a

01:05:04.649 --> 01:05:07.220
memo signed on five March 2021 by the S .

01:05:07.220 --> 01:05:15.420
AM

01:05:15.990 --> 01:05:17.879
here we're expanding telework and

01:05:17.879 --> 01:05:20.280
flexible work schedules , but we also

01:05:20.280 --> 01:05:22.447
must work to equip our supervisors and

01:05:22.447 --> 01:05:25.510
leaders to operate in this new hybrid

01:05:25.510 --> 01:05:27.677
work environment . And so there's some

01:05:27.677 --> 01:05:30.220
of the things we're working on on 21

01:05:30.220 --> 01:05:32.164
april . There were three documents

01:05:32.164 --> 01:05:34.109
published in the engagement lane .

01:05:34.109 --> 01:05:36.276
First the army employee engagement God

01:05:36.276 --> 01:05:38.387
for leaders which I encourage all our

01:05:38.387 --> 01:05:40.553
leaders and supervisors to go download

01:05:40.553 --> 01:05:44.110
and and review . Additionally our 2021

01:05:44.110 --> 01:05:46.420
civilian employment engagement strategy

01:05:46.890 --> 01:05:49.001
and we published an engagement action

01:05:49.001 --> 01:05:51.310
plan to go along with that as well in

01:05:51.310 --> 01:05:53.477
this lane . We're focusing on employee

01:05:53.477 --> 01:05:56.020
recognition , diversity equity and

01:05:56.020 --> 01:05:57.920
inclusion , How we build that out

01:05:58.690 --> 01:06:01.390
employee development and also which is

01:06:01.390 --> 01:06:03.830
a recurring theme in our employee

01:06:03.830 --> 01:06:05.941
viewpoint , surveys accountability of

01:06:05.941 --> 01:06:08.020
poor performers and how we best

01:06:08.020 --> 01:06:10.200
equipped our leaders to deal . Um in

01:06:10.200 --> 01:06:13.140
that situation On 29 April the

01:06:13.150 --> 01:06:15.340
assistant G1 for civilian personnel

01:06:15.340 --> 01:06:17.590
encourage remote work and ensuring

01:06:17.600 --> 01:06:20.490
correct identification of remote work

01:06:20.500 --> 01:06:22.950
employees records doing this . We're

01:06:22.950 --> 01:06:25.061
expanding and solidifying remote work

01:06:25.061 --> 01:06:27.750
programs , Which is very important the

01:06:27.750 --> 01:06:30.440
talent acquisition and retention in

01:06:30.440 --> 01:06:34.140
2021 and beyond . We also developed in

01:06:34.140 --> 01:06:36.960
staff definitions of potential and

01:06:36.960 --> 01:06:39.570
advancement for use in conducting

01:06:39.570 --> 01:06:41.070
assessments to improve the

01:06:41.070 --> 01:06:43.280
identification of individuals for

01:06:43.280 --> 01:06:45.260
advancement based on capability ,

01:06:45.270 --> 01:06:47.492
performance and potential . And in this

01:06:47.492 --> 01:06:49.890
lane we're partnering with our

01:06:49.900 --> 01:06:51.956
counterparts in the in the developed

01:06:51.956 --> 01:06:54.178
line of effort to make sure we're fully

01:06:54.178 --> 01:06:56.344
leveraging those common tools that are

01:06:56.344 --> 01:06:58.289
already in place or are they being

01:06:58.289 --> 01:07:00.344
established ? What we've seen is the

01:07:00.344 --> 01:07:02.067
number one driver of workforce

01:07:02.067 --> 01:07:04.233
retention is effective supervision and

01:07:04.233 --> 01:07:06.344
leadership . And so we've got to make

01:07:06.344 --> 01:07:08.567
sure we work collectively to get better

01:07:08.567 --> 01:07:10.344
in that lane . Also identifying

01:07:10.344 --> 01:07:12.570
leadership potential early will

01:07:12.570 --> 01:07:14.737
increase the engagement for those that

01:07:14.737 --> 01:07:17.100
strive to achieve and to advance

01:07:18.480 --> 01:07:20.702
although not attributed directly in the

01:07:20.702 --> 01:07:22.869
line of effort for workgroup efforts .

01:07:22.869 --> 01:07:25.091
The following are some additional quick

01:07:25.091 --> 01:07:27.091
winds that enhance our in state for

01:07:27.091 --> 01:07:29.750
retention in the army . Uh first on 18

01:07:29.750 --> 01:07:31.972
january and many of you may be familiar

01:07:31.972 --> 01:07:33.694
with us already , but the army

01:07:33.694 --> 01:07:35.917
published the Director of 2021 oh three

01:07:35.917 --> 01:07:38.480
um focused on army civilian fitness and

01:07:38.480 --> 01:07:40.313
health promotion program , which

01:07:40.313 --> 01:07:42.536
authorizes commands at their discretion

01:07:42.780 --> 01:07:44.724
to administer a fitness and health

01:07:44.724 --> 01:07:46.836
promotion program to include granting

01:07:46.836 --> 01:07:48.391
civilians up to three hours

01:07:48.391 --> 01:07:50.502
administrative leave per week with no

01:07:50.502 --> 01:07:52.580
more than one hour per day um to

01:07:52.580 --> 01:07:54.960
participate both in fitness activities ,

01:07:54.960 --> 01:07:57.220
but also health promotion , mental

01:07:57.220 --> 01:07:59.550
wellness activities as well . And so

01:07:59.550 --> 01:08:01.439
we're hoping all the commands are

01:08:01.439 --> 01:08:03.272
pushing that out and making that

01:08:03.272 --> 01:08:05.494
available to our civilians . Very impor

01:08:05.494 --> 01:08:07.650
on 21 april d o d published the

01:08:07.650 --> 01:08:09.810
directive Type memorandum providing

01:08:09.810 --> 01:08:13.300
civilians access to em wR Category seat

01:08:13.300 --> 01:08:16.400
Online activities . D o d commissaries

01:08:16.410 --> 01:08:18.660
and military exchanges in the army

01:08:18.660 --> 01:08:20.690
directive was published on 28 april

01:08:21.070 --> 01:08:23.126
This actually provides our civilians

01:08:23.126 --> 01:08:25.240
with expanded access to own post

01:08:25.240 --> 01:08:28.030
services . Um and which is very

01:08:28.030 --> 01:08:31.040
important . Ultimately , the end state

01:08:31.040 --> 01:08:32.984
of our retain line of effort is to

01:08:32.984 --> 01:08:36.110
create an engaged invested in world

01:08:36.110 --> 01:08:38.277
class Army civilian workforce that has

01:08:38.277 --> 01:08:41.380
promoted based on potential and skills

01:08:41.390 --> 01:08:43.560
recognized and rewarded in meaningful

01:08:43.560 --> 01:08:46.230
ways and afforded flexibilities that

01:08:46.230 --> 01:08:47.674
allow them to thrive both

01:08:47.674 --> 01:08:51.070
professionally and personally . Thank

01:08:51.070 --> 01:08:52.903
you for your time today , I look

01:08:52.903 --> 01:08:54.792
forward to your questions Eleanor

01:08:54.792 --> 01:08:57.014
handed back over you . Thanks Mr wife .

01:08:57.014 --> 01:08:59.181
To conclude our panel , we will circle

01:08:59.181 --> 01:09:01.181
back to MS Maria to discuss the way

01:09:01.181 --> 01:09:02.626
forward with the civilian

01:09:02.626 --> 01:09:04.681
implementation plan . Thank you Miss

01:09:04.681 --> 01:09:06.737
Hammerson while Miss Burton Mr . For

01:09:06.737 --> 01:09:08.792
Michael Mr Wish it was incredible to

01:09:08.792 --> 01:09:10.848
hear all of the accomplishments that

01:09:10.848 --> 01:09:12.903
we've made over the past 17 months .

01:09:12.903 --> 01:09:14.903
And really and truly it's just it's

01:09:14.903 --> 01:09:17.126
just incredible to take a step back and

01:09:17.126 --> 01:09:19.292
reflect on everything that we're doing

01:09:19.292 --> 01:09:21.292
for the Army civilian corps . And I

01:09:21.292 --> 01:09:23.459
have to say that we're really not done

01:09:23.459 --> 01:09:22.790
yet , we're just getting started ,

01:09:22.870 --> 01:09:24.703
ma'am . I'm going to borrow your

01:09:24.703 --> 01:09:26.870
civilian implementation plan because I

01:09:26.870 --> 01:09:28.926
did not , I did not bring mine but I

01:09:28.926 --> 01:09:31.148
have to say there's so much information

01:09:31.148 --> 01:09:33.203
in here about all of the tasks , the

01:09:33.203 --> 01:09:35.290
actions and the number of workgroups

01:09:35.290 --> 01:09:37.290
that cannot reiterate this enough ,

01:09:37.290 --> 01:09:39.457
that we've been fast tackling this and

01:09:39.457 --> 01:09:41.512
we're not done . The journey is just

01:09:41.512 --> 01:09:43.850
starting and we have the version here

01:09:43.850 --> 01:09:45.517
that you see today , civilian

01:09:45.517 --> 01:09:47.739
implementation plan one point oh and we

01:09:47.739 --> 01:09:49.906
are currently in the works of drafting

01:09:49.906 --> 01:09:51.739
our next version of the civilian

01:09:51.739 --> 01:09:53.850
implementation plan . C I P two point

01:09:53.850 --> 01:09:55.628
oh , to continue the journey to

01:09:55.628 --> 01:09:57.850
continue the work that we're um already

01:09:57.850 --> 01:10:00.320
starting now and to add more more as Mr

01:10:00.320 --> 01:10:02.209
Lewis mentioned here , we need to

01:10:02.209 --> 01:10:04.042
constantly be thinking about our

01:10:04.042 --> 01:10:06.209
internal and external environments and

01:10:06.209 --> 01:10:08.153
see where else do we need to go to

01:10:08.153 --> 01:10:10.320
really embody that 21st century talent

01:10:10.320 --> 01:10:12.431
management approach for Army civilian

01:10:12.431 --> 01:10:14.542
corps . So we expect to publish C I P

01:10:14.542 --> 01:10:16.709
two point oh , the next version of the

01:10:16.709 --> 01:10:18.709
civilian implementation plan in the

01:10:18.709 --> 01:10:20.820
spring of 2022 . So please stay tuned

01:10:20.820 --> 01:10:23.042
and be on the lookout for that . And of

01:10:23.042 --> 01:10:25.100
course if anybody has any ideas or

01:10:25.100 --> 01:10:27.322
suggestions , please feel free to reach

01:10:27.322 --> 01:10:29.433
out to me , I would love to hear them

01:10:29.433 --> 01:10:31.489
um just so that we make sure that we

01:10:31.489 --> 01:10:33.544
are truly capturing what we need for

01:10:33.544 --> 01:10:35.489
that ready professional divers and

01:10:35.489 --> 01:10:37.433
integrated workforce . So as we're

01:10:37.433 --> 01:10:39.378
ending today's panel , I wanted to

01:10:39.378 --> 01:10:41.544
emphasize here a couple of things that

01:10:41.544 --> 01:10:43.489
we need from all of you and really

01:10:43.489 --> 01:10:45.711
every army civilian , it's so important

01:10:45.711 --> 01:10:47.878
to know and understand the army people

01:10:47.878 --> 01:10:49.322
strategy and the civilian

01:10:49.322 --> 01:10:51.156
implementation plan . So I would

01:10:51.156 --> 01:10:53.378
encourage everyone to get familiar with

01:10:53.378 --> 01:10:55.544
these documents to know and understand

01:10:55.544 --> 01:10:57.730
them and really and truly be part of

01:10:57.730 --> 01:11:00.120
this process . This is a total force

01:11:00.130 --> 01:11:02.310
effort and we need all of you to

01:11:02.310 --> 01:11:04.570
understand and to be part of this and

01:11:04.570 --> 01:11:07.290
to help really bring this people are

01:11:07.290 --> 01:11:10.080
our number one priority culture to us .

01:11:10.260 --> 01:11:12.482
So I encourage you if you're interested

01:11:12.482 --> 01:11:14.427
in working on a working group , if

01:11:14.427 --> 01:11:16.649
you're interested in being part of this

01:11:16.649 --> 01:11:18.816
process , please feel free reach out ,

01:11:18.816 --> 01:11:20.982
find ways that you can be part of this

01:11:20.982 --> 01:11:20.960
and no one understands that civilian

01:11:20.960 --> 01:11:23.310
implementation plan because this is the

01:11:23.310 --> 01:11:25.199
way forward and it's been such an

01:11:25.199 --> 01:11:27.310
incredible journey to continue moving

01:11:27.310 --> 01:11:29.410
forward , not only for our army

01:11:29.410 --> 01:11:31.632
civilian court today , but for our army

01:11:31.632 --> 01:11:33.799
civilian court tomorrow . Thank you Mr

01:11:33.799 --> 01:11:36.690
Anderson , um thanks very much so for

01:11:36.690 --> 01:11:38.480
our questions and answers .

01:11:39.260 --> 01:11:42.570
Yeah . No .

01:11:43.160 --> 01:11:45.440
Right , so we have some questions and

01:11:45.440 --> 01:11:47.870
answers that we would like to um to

01:11:47.880 --> 01:11:49.880
have our executive panel look at to

01:11:49.880 --> 01:11:52.102
gain some ideas and insights for all of

01:11:52.102 --> 01:11:54.240
us . So the first one is for Miss sci

01:11:54.240 --> 01:11:57.750
fi ella , and so the question is , how

01:11:57.750 --> 01:12:00.680
do I jump start my army civilian career

01:12:00.680 --> 01:12:03.380
journey ? That's an excellent question .

01:12:03.750 --> 01:12:05.861
Um there's a number of things that we

01:12:05.861 --> 01:12:08.028
can do to jump start and you can do to

01:12:08.028 --> 01:12:10.083
jump start your army civilian career

01:12:10.083 --> 01:12:12.139
journey . A couple of things I would

01:12:12.139 --> 01:12:14.028
recommend is having an individual

01:12:14.028 --> 01:12:16.139
development plan in place and this is

01:12:16.139 --> 01:12:18.250
certainly something that you can have

01:12:18.250 --> 01:12:20.306
at every single point of your career

01:12:20.306 --> 01:12:22.250
mapping out your short term , your

01:12:22.250 --> 01:12:24.417
midterm , your long term goals , where

01:12:24.417 --> 01:12:26.583
do you see yourself now , where do you

01:12:26.583 --> 01:12:28.806
want to see yourself ? So that that can

01:12:28.806 --> 01:12:30.917
be used as the basis to identify what

01:12:30.917 --> 01:12:33.090
is needed for you to be ready and so

01:12:33.090 --> 01:12:35.312
that you are taking those steps on your

01:12:35.312 --> 01:12:37.312
journey , a couple other things . I

01:12:37.312 --> 01:12:39.312
would recommend having a coach or a

01:12:39.312 --> 01:12:41.368
mentor . Um you can certainly have a

01:12:41.368 --> 01:12:43.423
few of them throughout your career ,

01:12:43.423 --> 01:12:45.423
but having a coach or a mentor is a

01:12:45.423 --> 01:12:47.534
fantastic way to be able to have just

01:12:47.534 --> 01:12:49.757
those one on one conversations and here

01:12:49.757 --> 01:12:51.868
the discussion of what it is that you

01:12:51.868 --> 01:12:53.701
can do to further your career or

01:12:53.701 --> 01:12:55.960
further , where you want to be in your

01:12:55.960 --> 01:12:58.016
next journey . And of course we have

01:12:58.016 --> 01:13:00.420
mister ed and in here in the uh in the

01:13:00.420 --> 01:13:02.420
audience , I would encourage you to

01:13:02.420 --> 01:13:04.642
reach out to your career Field Director

01:13:04.642 --> 01:13:06.753
as well with the army civilian career

01:13:06.753 --> 01:13:08.809
management activity so that they can

01:13:08.809 --> 01:13:10.976
help you where you want to go . That's

01:13:10.976 --> 01:13:13.198
great . Thank you very much . Alright ,

01:13:13.198 --> 01:13:15.309
this bird , you mentioned that one of

01:13:15.309 --> 01:13:17.850
the army's goals is to acquire talent

01:13:17.860 --> 01:13:20.090
by building the bench . Can you share

01:13:20.090 --> 01:13:22.201
with us how the army will do that and

01:13:22.201 --> 01:13:24.480
how Acma plays a role on this .

01:13:25.850 --> 01:13:27.739
Thanks for whoever submitted that

01:13:27.739 --> 01:13:30.000
question I've touched on some of it ,

01:13:30.010 --> 01:13:33.400
but I'll provide you kind of our

01:13:33.410 --> 01:13:36.370
framework . So we have a three tiered

01:13:36.370 --> 01:13:39.430
approach , market recruit and then on

01:13:39.430 --> 01:13:41.900
board . So again , for the first time

01:13:41.910 --> 01:13:44.580
ever we are developing a marketing

01:13:44.580 --> 01:13:47.940
strategy for army civilians to get away

01:13:47.940 --> 01:13:50.450
from that passive recruitment and

01:13:50.460 --> 01:13:53.590
trying to go out and find applicants ,

01:13:53.590 --> 01:13:55.860
but we also want them to know who we

01:13:55.860 --> 01:13:57.860
are , what's our brand , what we're

01:13:57.860 --> 01:13:59.971
about . And that involves a marketing

01:13:59.971 --> 01:14:02.082
strategy . So that's well under way .

01:14:02.440 --> 01:14:04.780
And then the recruitment part of it

01:14:04.790 --> 01:14:07.160
more use of direct higher authorities

01:14:07.170 --> 01:14:10.290
allows us to that that go out going out

01:14:10.290 --> 01:14:12.512
and touching those applicants , finding

01:14:12.512 --> 01:14:15.490
them rather than them finding us . And

01:14:15.490 --> 01:14:18.240
then on boarding , not only using maybe

01:14:18.240 --> 01:14:20.462
direct our authorities so that we could

01:14:20.462 --> 01:14:22.740
onboard them faster speed is important ,

01:14:22.740 --> 01:14:24.796
but then we also want them to have a

01:14:24.796 --> 01:14:27.090
good experience as they onboard . We

01:14:27.090 --> 01:14:29.280
know that some commands have excellent

01:14:29.290 --> 01:14:31.850
onboarding programs . Some could use

01:14:31.850 --> 01:14:34.480
some help and because the armies of

01:14:34.480 --> 01:14:37.080
cohesive team , we want a level playing

01:14:37.080 --> 01:14:40.060
field and we want an army approach to

01:14:40.070 --> 01:14:42.710
onboarding and acculturation . So also

01:14:42.710 --> 01:14:45.020
in our future is an army standard on

01:14:45.020 --> 01:14:47.187
how we're going to do that . Thank you

01:14:47.187 --> 01:14:49.520
for the question . Great , great answer .

01:14:49.520 --> 01:14:51.798
Thank you very much . Mr So Mr Formica ,

01:14:51.798 --> 01:14:53.687
what role do you see for the army

01:14:53.687 --> 01:14:55.540
civilian corps in multi domain

01:14:55.540 --> 01:14:59.400
operations ? Yeah , no thanks . And I

01:14:59.400 --> 01:15:02.490
think the under addressed a little bit

01:15:02.490 --> 01:15:04.490
of this this morning , but really I

01:15:04.490 --> 01:15:06.490
think there two parts to this , the

01:15:06.490 --> 01:15:10.490
first is helping the army build

01:15:10.500 --> 01:15:12.833
an M . D . O . Capable and an M . D . O .

01:15:12.833 --> 01:15:15.056
Ready for us . And so that's what we're

01:15:15.056 --> 01:15:17.222
doing day to day right now as the Army

01:15:17.222 --> 01:15:19.389
civilian corps , you know , we are the

01:15:19.389 --> 01:15:21.278
concept developers , the doctrine

01:15:21.278 --> 01:15:23.167
developers , the scientists , the

01:15:23.167 --> 01:15:24.944
engineers uh et cetera that are

01:15:24.944 --> 01:15:27.130
bringing to life uh that which M . D .

01:15:27.130 --> 01:15:30.770
O . Needs to be okay . We're also uh on

01:15:30.770 --> 01:15:32.826
the front lines of the installations

01:15:32.826 --> 01:15:34.937
that are seeing those activities come

01:15:34.937 --> 01:15:37.590
into into the formations of our of our

01:15:37.590 --> 01:15:39.720
army as well . So that there is the

01:15:39.730 --> 01:15:42.410
building us to an embryo capable force .

01:15:42.420 --> 01:15:46.110
Uh I think there's also when when we

01:15:46.110 --> 01:15:49.630
are there there is also a part that is

01:15:49.640 --> 01:15:52.760
executing him okay . And so there is

01:15:52.760 --> 01:15:55.110
again back to the installation piece ,

01:15:55.120 --> 01:15:57.176
the rapid deployment of U . S . Army

01:15:57.176 --> 01:15:59.342
forces off of installations to be able

01:15:59.342 --> 01:16:02.590
to deploy out of uh the strategic

01:16:02.590 --> 01:16:04.940
support area uh into the areas our

01:16:04.940 --> 01:16:07.162
nation needs it to go . It will require

01:16:07.162 --> 01:16:09.600
army , the army civilian corps uh to be

01:16:09.600 --> 01:16:13.250
able to do that . NBA 2018

01:16:13.630 --> 01:16:15.820
challenged all the surfaces , all the

01:16:15.820 --> 01:16:18.960
services rather uh to relook the role

01:16:18.960 --> 01:16:20.860
of their civilian formations and

01:16:20.860 --> 01:16:23.760
perhaps executing some of the tasks

01:16:23.770 --> 01:16:25.950
that currently soldiers or airmen or

01:16:25.950 --> 01:16:28.590
sailors perform , freeing those

01:16:28.590 --> 01:16:30.970
uniformed service members to perform

01:16:30.970 --> 01:16:33.192
only the tasks they can . Okay . And so

01:16:33.192 --> 01:16:35.800
what would come to mind might be some

01:16:35.800 --> 01:16:38.022
of the cyber tests that can be executed

01:16:38.022 --> 01:16:41.210
from comas . You know freeing soldiers

01:16:41.210 --> 01:16:42.988
with cyber skills to be forward

01:16:42.988 --> 01:16:45.190
deployed inside of division corps ,

01:16:45.200 --> 01:16:48.020
brigade formations uh performing more

01:16:48.020 --> 01:16:50.590
of the strategic tasks perhaps as as

01:16:50.590 --> 01:16:54.340
they as an example . So we need to

01:16:54.340 --> 01:16:57.590
look forward at the at those kinds of

01:16:57.600 --> 01:16:59.822
duties and determine which of those may

01:16:59.822 --> 01:17:02.470
be applicable to us . And then what are

01:17:02.470 --> 01:17:04.526
the knowledge skills and behaviors ?

01:17:04.526 --> 01:17:07.130
Associate and begin the process of as

01:17:07.140 --> 01:17:08.850
carol said , recruiting those

01:17:08.850 --> 01:17:10.961
individuals to be able to fulfill the

01:17:10.961 --> 01:17:13.200
formations that will uh participate in

01:17:13.200 --> 01:17:16.360
the execution of multi multi dimension

01:17:16.370 --> 01:17:18.780
operations as well . Multi domain

01:17:18.790 --> 01:17:20.846
operations . Thank you . Thanks very

01:17:20.846 --> 01:17:23.850
much . Great answer . So Mr wish the

01:17:23.850 --> 01:17:26.640
use of remote work is known to expand

01:17:26.640 --> 01:17:29.070
the talent pool for hiring , reduce

01:17:29.070 --> 01:17:31.260
organizational overhead expenses and

01:17:31.270 --> 01:17:33.480
increase employment engagement and

01:17:33.480 --> 01:17:35.770
retention . What is the army doing to

01:17:35.770 --> 01:17:37.860
maximize the availability of remote

01:17:37.860 --> 01:17:39.690
work for its current and future

01:17:39.690 --> 01:17:41.801
workforce . All right , thank you for

01:17:41.801 --> 01:17:44.140
the question . So I talked a little bit

01:17:44.140 --> 01:17:46.380
about remote work and and workforce

01:17:46.380 --> 01:17:48.380
flexibilities in the open and in my

01:17:48.380 --> 01:17:50.380
opening um and I mentioned the five

01:17:50.380 --> 01:17:53.020
March memo that ? S a seminar a

01:17:53.020 --> 01:17:55.020
disseminated to commanders and

01:17:55.020 --> 01:17:57.187
directors to announce that the army is

01:17:57.187 --> 01:17:59.580
expanding and emphasizing our policy

01:17:59.580 --> 01:18:01.636
and guidance around , you know , our

01:18:01.636 --> 01:18:03.913
health promotion , wellness , telework ,

01:18:03.913 --> 01:18:05.636
remote work and alternate work

01:18:05.636 --> 01:18:07.858
schedules , compressed work schedules ,

01:18:07.858 --> 01:18:10.024
those type things . But also mentioned

01:18:10.024 --> 01:18:11.691
that this is really about our

01:18:11.691 --> 01:18:13.913
management philosophy and our culture ,

01:18:13.913 --> 01:18:16.136
right ? So we can have as many policies

01:18:16.136 --> 01:18:18.302
that we want to have in place . We can

01:18:18.302 --> 01:18:20.770
have the right framework in place . Um

01:18:20.780 --> 01:18:22.724
But I thought yesterday during our

01:18:22.724 --> 01:18:24.891
family forum , the sme said it best is

01:18:24.891 --> 01:18:27.130
that our leaders have to step up and

01:18:27.130 --> 01:18:29.297
embrace these type things . Right ? So

01:18:29.297 --> 01:18:31.463
our sme was asked a question about M .

01:18:31.463 --> 01:18:34.050
W . R . And leaders helping and

01:18:34.050 --> 01:18:36.530
supporting nwr for soldiers . This is

01:18:36.540 --> 01:18:38.484
to me the same thing as far as our

01:18:38.484 --> 01:18:40.910
commanders and directors must really

01:18:40.910 --> 01:18:44.090
embrace this new work environment to

01:18:44.090 --> 01:18:46.680
the extent we can right uh in our

01:18:46.690 --> 01:18:49.160
organizations uh and and move forward .

01:18:49.160 --> 01:18:51.438
We've got to lead our way through this .

01:18:51.438 --> 01:18:53.680
And so this is not necessarily

01:18:53.690 --> 01:18:56.570
something that we can really manage

01:18:56.570 --> 01:18:59.350
through policy and implement through

01:18:59.350 --> 01:19:01.461
policy . We can put policies in place

01:19:01.461 --> 01:19:03.628
but we've got to have our leaders step

01:19:03.628 --> 01:19:05.739
up and understand the new environment

01:19:05.739 --> 01:19:07.961
we're in , I understand what it's going

01:19:07.961 --> 01:19:10.910
to take in order to keep the great

01:19:10.910 --> 01:19:14.320
talent they have and understand the

01:19:14.320 --> 01:19:16.153
environment and the culture that

01:19:16.153 --> 01:19:18.320
they're going to have to have in order

01:19:18.320 --> 01:19:20.431
to recruit and assess new talent into

01:19:20.431 --> 01:19:22.653
the organization . And so this is about

01:19:22.653 --> 01:19:24.960
us really understanding the new

01:19:24.960 --> 01:19:27.182
environment that we're in , making sure

01:19:27.182 --> 01:19:29.404
that we have the technology enablers in

01:19:29.404 --> 01:19:32.390
place to operate without them within

01:19:32.390 --> 01:19:34.950
that environment . Um And ultimately

01:19:34.960 --> 01:19:37.016
it's very important to for us to get

01:19:37.016 --> 01:19:39.238
feedback from our workforce in terms of

01:19:39.238 --> 01:19:41.293
what they expect in the organization

01:19:41.293 --> 01:19:43.550
and that will help us uh build the

01:19:43.550 --> 01:19:45.780
culture and the programs that we want

01:19:45.780 --> 01:19:47.947
to have moving forward , especially in

01:19:47.947 --> 01:19:50.370
the uh workforce flexibility . Thank

01:19:50.370 --> 01:19:54.310
you . Thanks Mr Wish mr How can I find

01:19:54.310 --> 01:19:56.540
out civilian deployment opportunities ?

01:19:57.120 --> 01:19:59.720
That's an excellent question . Um We

01:19:59.720 --> 01:20:02.050
actually have a army civilian

01:20:02.060 --> 01:20:05.080
expeditionary workforce office , This

01:20:05.080 --> 01:20:07.080
is actually part of the G one . And

01:20:07.080 --> 01:20:09.200
Monsieur Near Hill is the director of

01:20:09.210 --> 01:20:10.988
the army civilian expeditionary

01:20:10.988 --> 01:20:13.210
workforce . Um She certainly is a great

01:20:13.210 --> 01:20:15.321
advocate and a great resource to find

01:20:15.321 --> 01:20:17.432
civilian deployment opportunities and

01:20:17.432 --> 01:20:19.488
we also have deployment coordinators

01:20:19.488 --> 01:20:21.599
that are also um filtered without the

01:20:21.599 --> 01:20:23.654
commands as well . So they are great

01:20:23.654 --> 01:20:25.599
resources to find where deployment

01:20:25.599 --> 01:20:27.950
opportunities exist . Again , this is

01:20:27.950 --> 01:20:30.180
another area where that office will

01:20:30.180 --> 01:20:32.180
also partner with the army stealing

01:20:32.180 --> 01:20:34.347
crew management activity so that those

01:20:34.347 --> 01:20:36.124
types of career opportunities ,

01:20:36.124 --> 01:20:37.902
deployment opportunities can be

01:20:37.902 --> 01:20:39.624
communicated to those that are

01:20:39.624 --> 01:20:41.860
interested . That's great . Thank you .

01:20:41.870 --> 01:20:44.160
So Miss Burton as part of the employing

01:20:44.160 --> 01:20:46.330
talent line of effort in the army

01:20:46.340 --> 01:20:47.870
people strategy , civilian

01:20:47.870 --> 01:20:50.092
implementation plan , you mentioned the

01:20:50.092 --> 01:20:52.280
army is establishing a pipeline of

01:20:52.290 --> 01:20:54.460
talented civilians across their career

01:20:54.460 --> 01:20:56.516
fields . Can you tell us how this is

01:20:56.516 --> 01:20:58.682
being accomplished and what the status

01:20:58.682 --> 01:21:02.230
is ? Thank you Ellen . It goes back

01:21:02.240 --> 01:21:04.190
to our talent marketplace which we

01:21:04.190 --> 01:21:07.330
don't have in place yet . So we've

01:21:07.710 --> 01:21:11.120
Develop some interim initiatives and it

01:21:11.120 --> 01:21:14.500
starts with aligning our talent , so

01:21:14.510 --> 01:21:16.732
identifying what we need , what are our

01:21:16.732 --> 01:21:19.680
requirements . Um now that we have the

01:21:19.680 --> 01:21:22.350
11 career fields versus 32 career

01:21:22.350 --> 01:21:25.130
programs , we can provide developmental

01:21:25.130 --> 01:21:27.230
opportunities and cross training

01:21:27.230 --> 01:21:30.460
opportunities so people can not only

01:21:30.460 --> 01:21:32.627
enhance their skills but perhaps learn

01:21:32.627 --> 01:21:34.516
another functional area to meet a

01:21:34.516 --> 01:21:38.400
requirement and then to advance our

01:21:38.410 --> 01:21:40.830
talent . Um if you've been into some of

01:21:40.830 --> 01:21:42.830
the career field briefings , you've

01:21:42.830 --> 01:21:45.470
seen a pyramid , a career path that

01:21:45.480 --> 01:21:48.030
could apply to almost any career field .

01:21:48.030 --> 01:21:50.252
So we want to make it very clear to our

01:21:50.252 --> 01:21:52.410
career is what they might need to

01:21:52.410 --> 01:21:56.130
advance at any level Um to

01:21:56.130 --> 01:22:00.100
enable that we're um doing other

01:22:00.110 --> 01:22:03.070
um , certain activities such as making

01:22:03.070 --> 01:22:05.340
sure that all of our careerists are

01:22:05.340 --> 01:22:07.690
aligned to a career field . A really

01:22:07.690 --> 01:22:09.746
good example of that would be career

01:22:09.746 --> 01:22:12.930
program 51 , which is a miscellaneous

01:22:12.940 --> 01:22:15.270
management and programme specialist

01:22:15.270 --> 01:22:18.410
type career field . The team in the

01:22:18.410 --> 01:22:20.688
army civilian crew management activity ,

01:22:20.688 --> 01:22:24.030
reviewed 22,000 position descriptions

01:22:24.040 --> 01:22:27.420
and aligned those career program . 51

01:22:27.900 --> 01:22:31.030
Careerists into more specific career

01:22:31.030 --> 01:22:33.600
fields to allow them those that

01:22:33.600 --> 01:22:35.670
specific functional training and

01:22:35.670 --> 01:22:37.670
development opportunities that they

01:22:37.670 --> 01:22:39.670
might need . So those are just some

01:22:39.670 --> 01:22:42.470
initiatives that we're using to both

01:22:42.480 --> 01:22:45.330
align and advance our talent until we

01:22:45.330 --> 01:22:47.441
get our talent marketplace in place .

01:22:47.441 --> 01:22:49.497
Thank you . That's great . Thank you

01:22:49.497 --> 01:22:51.800
very much . Mr Formica is the army

01:22:51.800 --> 01:22:54.070
pursuing career longitudinal

01:22:54.080 --> 01:22:56.080
assessments for members of the army

01:22:56.080 --> 01:22:58.302
civilian corps like it is doing for the

01:22:58.302 --> 01:23:01.090
profession of arms . Uh Yeah . Thanks

01:23:01.090 --> 01:23:03.770
Ellen . Yes . And that's what project

01:23:03.770 --> 01:23:07.410
Athena is . Okay . And so starting

01:23:07.420 --> 01:23:09.740
starting with the intermediate course

01:23:10.200 --> 01:23:13.320
Which is focused on our GS 11 through

01:23:13.320 --> 01:23:16.610
13 supervisors , there will be a series

01:23:16.610 --> 01:23:18.610
of assessments administered to them

01:23:18.610 --> 01:23:20.721
that are just for their understanding

01:23:20.721 --> 01:23:22.943
and many of the assessments are similar

01:23:22.943 --> 01:23:25.530
to those which are provided to the

01:23:25.540 --> 01:23:27.940
uniform cohort . Uh and and these

01:23:27.940 --> 01:23:31.300
assessments uh before they leave the

01:23:31.300 --> 01:23:34.390
course , uh the instructor for the

01:23:34.390 --> 01:23:36.334
course will sit down with them and

01:23:36.334 --> 01:23:39.240
review what they should or could take

01:23:39.240 --> 01:23:42.150
away from the assessment tool and asked

01:23:42.150 --> 01:23:44.350
them to incorporate that into an

01:23:44.360 --> 01:23:46.800
individual development plan . Uh so

01:23:46.800 --> 01:23:48.690
that as they move forward , they

01:23:48.700 --> 01:23:50.811
recognize where their strengths are ,

01:23:50.811 --> 01:23:52.978
they need to sustain as well . Some of

01:23:52.978 --> 01:23:55.200
the things that perhaps they could work

01:23:55.200 --> 01:23:57.422
on and and like the uniform cohort . Uh

01:23:57.422 --> 01:23:59.422
We will offer resources , generally

01:23:59.422 --> 01:24:01.533
online resources uh for an individual

01:24:01.533 --> 01:24:03.720
to be able to leverage to be able to

01:24:03.720 --> 01:24:06.370
work on some of those areas , uh that

01:24:06.370 --> 01:24:08.426
they have learned about themselves ,

01:24:08.426 --> 01:24:10.592
what's really important in all this is

01:24:10.592 --> 01:24:12.814
and and it's the same challenge we face

01:24:12.814 --> 01:24:14.870
with the uniform cohort . Is this is

01:24:14.870 --> 01:24:17.092
only available to the individual ? None

01:24:17.092 --> 01:24:19.460
of it will be used by the army to

01:24:19.460 --> 01:24:22.540
determine good fit or not . Okay . And

01:24:22.540 --> 01:24:24.780
so with that understanding , it's

01:24:24.780 --> 01:24:26.891
really important for an individual to

01:24:26.891 --> 01:24:29.270
be true to themselves when they're

01:24:29.270 --> 01:24:31.492
answering the questions on the , on the

01:24:31.492 --> 01:24:33.880
various tools so that they can get an

01:24:33.880 --> 01:24:36.510
accurate reflection of of what they're

01:24:36.890 --> 01:24:39.190
ah with their skills or correction with

01:24:39.190 --> 01:24:42.500
their challenges and sustains on . So

01:24:42.500 --> 01:24:44.722
yes , we are doing it . And that kicked

01:24:44.722 --> 01:24:46.722
off on the first of october Great ,

01:24:46.722 --> 01:24:48.778
thank you very much . All right . Mr

01:24:48.778 --> 01:24:51.300
Wish despite making great strides and

01:24:51.300 --> 01:24:53.356
the type of quality of life programs

01:24:53.356 --> 01:24:55.490
that are or will soon be available to

01:24:55.490 --> 01:24:57.657
civilians , does the army nevertheless

01:24:57.657 --> 01:25:00.490
anticipate significant turnover Due to

01:25:00.490 --> 01:25:02.601
the mandatory vaccination requirement

01:25:02.601 --> 01:25:05.150
that goes into effect 22 November 21 If

01:25:05.150 --> 01:25:07.206
so , what is the army going to do to

01:25:07.206 --> 01:25:09.660
mitigate such turnover ? All right .

01:25:09.670 --> 01:25:11.190
Thanks . Big question .

01:25:11.200 --> 01:25:14.970
Exactly . You see me squirming and I

01:25:14.970 --> 01:25:18.920
see that . Uh so I'll take

01:25:18.920 --> 01:25:21.142
you , I'll take your questions . Pieces

01:25:21.142 --> 01:25:23.420
first of all . Your first question was ,

01:25:23.420 --> 01:25:27.160
do we expect that a lot of our

01:25:27.170 --> 01:25:29.970
teammates will consider , you know ,

01:25:29.980 --> 01:25:32.147
leaving their positions and the answer

01:25:32.147 --> 01:25:34.369
to that is probably so right . I mean ,

01:25:34.369 --> 01:25:36.591
if you've been , if you've been reading

01:25:36.591 --> 01:25:39.050
the the , you know , the news lately ,

01:25:39.060 --> 01:25:41.227
you know , talking about employees and

01:25:41.227 --> 01:25:43.338
they turn it is quitting their jobs ,

01:25:43.338 --> 01:25:45.560
were really leaving to go to other jobs

01:25:45.560 --> 01:25:47.671
and those type things just because of

01:25:47.671 --> 01:25:49.616
availability of jobs and different

01:25:49.616 --> 01:25:51.838
industries and those type of things are

01:25:51.838 --> 01:25:54.004
people going to consider it ? Probably

01:25:54.004 --> 01:25:56.227
a sizeable segment wheel . Uh huh . But

01:25:56.227 --> 01:25:59.180
we also expect likely a lower amount

01:25:59.190 --> 01:26:01.650
will actually take on , you know ,

01:26:01.660 --> 01:26:04.210
follow through with that and and

01:26:04.210 --> 01:26:06.550
voluntary resign or retire , you know ,

01:26:06.550 --> 01:26:08.717
or transfer out of fellow service just

01:26:08.717 --> 01:26:10.383
because they don't plan to be

01:26:10.383 --> 01:26:12.217
vaccinated . Uh you know , we we

01:26:12.217 --> 01:26:14.383
anticipate the vast majority of of our

01:26:14.383 --> 01:26:16.606
of our civilians will decide ultimately

01:26:16.606 --> 01:26:19.490
to um get vaccinated uh and comply with

01:26:19.490 --> 01:26:21.712
the mandate , you know , unless they're

01:26:21.712 --> 01:26:23.990
eligible to receive approved exemption ,

01:26:23.990 --> 01:26:26.410
you know , as required by law . The

01:26:26.420 --> 01:26:29.090
details of that exemption process are

01:26:29.090 --> 01:26:31.090
still pending . And so , you know ,

01:26:31.090 --> 01:26:33.257
we'll get that out to all the commands

01:26:33.257 --> 01:26:35.423
when , when that's available . But how

01:26:35.423 --> 01:26:37.423
does the army plan to mitigate it ?

01:26:37.423 --> 01:26:39.646
I'll go back to our communication , our

01:26:39.646 --> 01:26:41.868
culture , right . And I've talked about

01:26:41.868 --> 01:26:43.868
this several times during our panel

01:26:43.868 --> 01:26:46.430
today , as far as how we mitigate

01:26:46.440 --> 01:26:48.384
turnover and that's really through

01:26:48.384 --> 01:26:50.440
communication , through leadership .

01:26:50.440 --> 01:26:54.100
We've got to fully make sure that

01:26:54.110 --> 01:26:58.070
our our workforce , our

01:26:58.070 --> 01:27:00.181
teammates that we care about have the

01:27:00.181 --> 01:27:01.990
right facts , have the right

01:27:01.990 --> 01:27:05.300
information um ensure they are not led

01:27:05.300 --> 01:27:06.744
in the wrong direction by

01:27:06.744 --> 01:27:08.856
misinformation right ? Which is about

01:27:09.700 --> 01:27:11.890
and so it's really about communication

01:27:12.280 --> 01:27:14.900
letting them know the benefits . Uh But

01:27:14.900 --> 01:27:16.900
ultimately what we've heard several

01:27:16.900 --> 01:27:18.900
times during this week is this is a

01:27:18.900 --> 01:27:21.220
rating this issue right . Whether we

01:27:21.230 --> 01:27:23.810
agree with the mandate or not , this is

01:27:23.810 --> 01:27:26.350
a readiness issue and we've got to be

01:27:26.350 --> 01:27:28.572
ready to serve as a civilian cohort for

01:27:28.572 --> 01:27:31.310
our army . Um And as as Mr Loman talked

01:27:31.310 --> 01:27:33.720
about before , you know , we expect the

01:27:33.720 --> 01:27:35.831
same attributes from our civilians as

01:27:35.831 --> 01:27:38.060
we do from our military in terms of

01:27:38.060 --> 01:27:40.004
being related and that's what it's

01:27:40.004 --> 01:27:41.893
about . That's good . That's good

01:27:41.893 --> 01:27:44.060
information . Thank you very much . So

01:27:44.060 --> 01:27:46.270
MS I pee so how can I help communicate

01:27:46.280 --> 01:27:48.447
all of the good work the army is doing

01:27:48.447 --> 01:27:50.670
with the C . I . R . That's an

01:27:50.670 --> 01:27:52.781
excellent question . I'm so glad that

01:27:52.781 --> 01:27:54.948
that was asked . This is exactly where

01:27:54.948 --> 01:27:57.170
we need all of your help . We are doing

01:27:57.170 --> 01:27:59.392
so much good work here with the C . I .

01:27:59.392 --> 01:28:01.503
P . As we've heard from our panelists

01:28:01.503 --> 01:28:03.781
members today and we as army civilians ,

01:28:03.781 --> 01:28:05.892
we certainly are great ambassadors to

01:28:05.892 --> 01:28:07.503
be able to share all of this

01:28:07.503 --> 01:28:09.559
information with our colleagues with

01:28:09.559 --> 01:28:11.670
our cohorts . Uh It's a fantastic way

01:28:11.670 --> 01:28:13.892
to be able to help spread the word . Um

01:28:13.892 --> 01:28:16.059
the Army Civilian Corps , we have over

01:28:16.059 --> 01:28:18.490
300 we have just under 300,000 army

01:28:18.490 --> 01:28:20.657
civilians . And then of course there's

01:28:20.657 --> 01:28:22.879
a total force standpoint , we also have

01:28:22.879 --> 01:28:25.046
our military counterparts as well . Um

01:28:25.046 --> 01:28:27.157
So if you're part of work groups , if

01:28:27.157 --> 01:28:29.323
there's anything that you're doing and

01:28:29.323 --> 01:28:31.490
you're participating or you're helping

01:28:31.490 --> 01:28:33.712
to lead , I would encourage you to just

01:28:33.712 --> 01:28:32.780
talk about what it is that you're

01:28:32.780 --> 01:28:34.836
working on , talk about what you are

01:28:34.836 --> 01:28:37.250
doing to help the army with all of the

01:28:37.250 --> 01:28:39.110
good work that we're doing . And

01:28:39.110 --> 01:28:41.332
certainly as supervisors as well , this

01:28:41.332 --> 01:28:43.470
is a great opportunity to inform your

01:28:43.480 --> 01:28:45.210
workforce about the civilian

01:28:45.210 --> 01:28:47.266
implementation plan , about the army

01:28:47.266 --> 01:28:49.370
people strategy about all of the

01:28:49.370 --> 01:28:51.037
programs , the policies , the

01:28:51.037 --> 01:28:53.092
initiatives that are coming out here

01:28:53.092 --> 01:28:55.259
because ultimately this is where it is

01:28:55.259 --> 01:28:57.890
impacting our army sibling core . So

01:28:57.890 --> 01:29:00.001
any opportunities that you have to be

01:29:00.001 --> 01:29:02.279
able to just communicate word of mouth ,

01:29:02.279 --> 01:29:04.390
email , any forms that we have here .

01:29:04.390 --> 01:29:06.501
Certainly we ask for your support and

01:29:06.501 --> 01:29:08.446
we thank you in advance for that .

01:29:08.446 --> 01:29:10.668
That's great . Thank you very much . So

01:29:10.668 --> 01:29:13.730
Miss Burton , will we see an increased

01:29:13.730 --> 01:29:16.230
focus and funding by Army Enterprise

01:29:16.230 --> 01:29:18.370
Marketing to increase broad marketing

01:29:18.380 --> 01:29:21.150
to american youth as future army

01:29:21.150 --> 01:29:24.700
civilians ? That is the

01:29:24.700 --> 01:29:28.560
plan . Uh

01:29:28.570 --> 01:29:31.780
So it's early in development but army

01:29:31.780 --> 01:29:34.080
certainly has committed to funding the

01:29:34.080 --> 01:29:35.636
initiatives in the civilian

01:29:35.636 --> 01:29:37.890
implementation plan . We're having

01:29:37.900 --> 01:29:40.770
ongoing meetings with Army marketing to

01:29:40.770 --> 01:29:44.200
develop a marketing strategy . Um we

01:29:44.200 --> 01:29:47.270
are focused on stem occupations and our

01:29:47.270 --> 01:29:50.710
intern and fellows program . So stay

01:29:50.710 --> 01:29:53.320
tuned as we move through this really

01:29:53.320 --> 01:29:55.542
important initiative . More to follow .

01:29:56.270 --> 01:30:00.100
Yeah , thank you sir . Thank you

01:30:00.100 --> 01:30:03.890
sir . See proof . It's great proof .

01:30:03.900 --> 01:30:06.780
Mr Formica , where can I find out more

01:30:06.790 --> 01:30:08.734
about the training and development

01:30:08.734 --> 01:30:12.490
strategy . Okay . It was

01:30:12.490 --> 01:30:14.870
published as a draft on 30 September

01:30:15.260 --> 01:30:18.800
and you can send me an email or miss

01:30:18.800 --> 01:30:21.870
lisa Rycroft who works uh in Ceara who

01:30:21.870 --> 01:30:24.250
has been the line of effort sub line of

01:30:24.250 --> 01:30:26.361
effort lead within development uh and

01:30:26.361 --> 01:30:28.417
and we can get a copy to you . It is

01:30:28.417 --> 01:30:30.528
not final yet . As I said was out for

01:30:30.528 --> 01:30:32.750
staffing . Final comments were doing on

01:30:32.750 --> 01:30:34.528
the eighth but continue to take

01:30:34.528 --> 01:30:36.990
comments uh Given the criticality of of

01:30:37.000 --> 01:30:39.180
the strategy . Thank you . Wonderful .

01:30:39.180 --> 01:30:42.120
Thank you Mr Wife . We've put a lot of

01:30:42.120 --> 01:30:44.231
focus on the importance of supervisor

01:30:44.231 --> 01:30:46.453
development . How soon will we see some

01:30:46.453 --> 01:30:48.509
of these programs come to fruition .

01:30:50.160 --> 01:30:52.216
And so from a supervisor development

01:30:52.216 --> 01:30:54.650
perspective I think Mr for Mike has

01:30:54.650 --> 01:30:56.706
been talking about it a lot building

01:30:56.706 --> 01:30:59.750
into the into the current supervisor

01:30:59.750 --> 01:31:01.583
programs we have Right and those

01:31:01.583 --> 01:31:03.694
assessments And so we're teaming with

01:31:03.694 --> 01:31:05.806
the develop line of effort on some of

01:31:05.806 --> 01:31:09.270
those . From from our perspective we're

01:31:09.270 --> 01:31:12.520
doing two things in the retain line of

01:31:12.520 --> 01:31:15.120
effort . One is we're really focused on

01:31:15.130 --> 01:31:17.480
how do we identify the potential .

01:31:17.860 --> 01:31:20.780
Right . Um And what tools can we

01:31:20.790 --> 01:31:24.260
use to have better assessments in the

01:31:24.260 --> 01:31:26.371
hiring process . And so that's one of

01:31:26.371 --> 01:31:28.427
the things we're looking at . Um not

01:31:28.427 --> 01:31:30.593
letting people self certify on . Yes I

01:31:30.593 --> 01:31:32.704
believe I can do this very well . But

01:31:32.704 --> 01:31:34.760
what kind of behavior and analytical

01:31:34.760 --> 01:31:37.130
tools can we deploy Um to our commands

01:31:37.130 --> 01:31:39.352
in our units to be able to do that . So

01:31:39.352 --> 01:31:41.519
I expect those to happen over the next

01:31:41.519 --> 01:31:43.297
36 months . And so there's some

01:31:43.297 --> 01:31:45.408
enterprise licenses for us , a higher

01:31:45.408 --> 01:31:46.963
being work and there's some

01:31:46.963 --> 01:31:49.130
behavior-based tools in there . Um and

01:31:49.130 --> 01:31:51.186
we've also drafted a paper that will

01:31:51.186 --> 01:31:52.963
sign up to the commands on some

01:31:52.963 --> 01:31:55.019
recommendations for some other tools

01:31:55.019 --> 01:31:57.074
that are available . So the question

01:31:57.074 --> 01:31:59.297
was how soon I expect within the next 3

01:31:59.297 --> 01:32:01.297
to 6 months . That's great . That's

01:32:01.297 --> 01:32:03.408
good feedback . Thank you very much .

01:32:03.408 --> 01:32:05.352
Mr Panella is the army resource to

01:32:05.352 --> 01:32:08.950
execute the sip . Fantastic

01:32:08.950 --> 01:32:11.020
question . And yes , the army is

01:32:11.020 --> 01:32:13.131
resourced . I'm gonna hold it sets up

01:32:13.131 --> 01:32:15.310
again thanks to Mr Lewis for providing

01:32:15.310 --> 01:32:17.380
me a copy here for the table . Yes ,

01:32:17.390 --> 01:32:19.710
the army is resourced to execute the

01:32:19.710 --> 01:32:21.821
civilian implementation plan and that

01:32:21.821 --> 01:32:23.543
is actually one of the biggest

01:32:23.543 --> 01:32:25.580
successes that we've had over the

01:32:25.580 --> 01:32:27.691
number of successes that we've talked

01:32:27.691 --> 01:32:29.913
about . That . That was actually one of

01:32:29.913 --> 01:32:31.969
the first things that we did when we

01:32:31.969 --> 01:32:33.913
drafted and published the plan was

01:32:33.913 --> 01:32:36.136
looked to the requirements that we need

01:32:36.136 --> 01:32:38.024
in order to execute the tasks and

01:32:38.024 --> 01:32:40.191
actions . And so as a huge win . These

01:32:40.191 --> 01:32:42.413
are enterprise wide initiatives and has

01:32:42.413 --> 01:32:44.691
a huge win for the army civilian court .

01:32:44.691 --> 01:32:46.858
Uh the army is resourced to be able to

01:32:46.858 --> 01:32:49.080
execute an implementation plan . That's

01:32:49.080 --> 01:32:51.302
great , thank you very much . Mr Burton

01:32:51.302 --> 01:32:53.080
while we're using direct higher

01:32:53.080 --> 01:32:55.191
authority to bring fellows on board ,

01:32:55.191 --> 01:32:57.730
we still have to I can't read the word

01:32:57.740 --> 01:32:59.907
announced the positions on U . S . A .

01:32:59.907 --> 01:33:02.073
Jobs and hope and pray that the person

01:33:02.073 --> 01:33:04.180
we spoke with about the opportunity

01:33:04.180 --> 01:33:07.880
makes the list that CPAc chooses .

01:33:07.890 --> 01:33:10.490
Will we the army every be able to hire

01:33:10.490 --> 01:33:13.150
on the spot without having to announce

01:33:13.160 --> 01:33:16.640
on the U . S . A . Jobs ? We have a

01:33:16.640 --> 01:33:18.960
variety of different direct higher

01:33:18.960 --> 01:33:21.182
authorities and one of the complicating

01:33:21.182 --> 01:33:23.000
factors is they have different

01:33:23.000 --> 01:33:25.222
requirements . So there are some direct

01:33:25.222 --> 01:33:27.389
higher authorities that do not require

01:33:27.389 --> 01:33:30.660
a public notice and some that do , but

01:33:30.660 --> 01:33:34.430
we are in conversation with OsD for two

01:33:34.430 --> 01:33:36.652
things . One is that we want one direct

01:33:36.652 --> 01:33:39.850
higher authority , Not 30 some and we

01:33:39.850 --> 01:33:42.650
want standardized requirements . So

01:33:42.650 --> 01:33:44.761
we're moving in that direction . Um I

01:33:44.761 --> 01:33:47.970
agree . We we want to be able to use a

01:33:47.970 --> 01:33:49.748
direct higher authority without

01:33:49.748 --> 01:33:51.970
necessarily public notice requirement .

01:33:51.970 --> 01:33:54.300
But how we mitigate that issue is when

01:33:54.300 --> 01:33:57.430
we're at job fairs , we we will collect

01:33:57.440 --> 01:34:00.000
manual resumes , but at the same time

01:34:00.010 --> 01:34:02.177
we have an announcement open on us . A

01:34:02.177 --> 01:34:04.288
staffing will be open for 12 or three

01:34:04.288 --> 01:34:07.780
days , so it's simultaneous . Um but I

01:34:07.790 --> 01:34:09.846
agree . I would prefer not to have a

01:34:09.846 --> 01:34:12.068
public notice requirement and we have a

01:34:12.068 --> 01:34:14.290
past OsD for some support . Thank you .

01:34:14.290 --> 01:34:16.623
Great , thank you very much . All right .

01:34:16.623 --> 01:34:18.234
Mr Formica will the civilian

01:34:18.234 --> 01:34:20.179
implementation plan and associated

01:34:20.179 --> 01:34:22.860
action plans be taught in formal Army

01:34:22.860 --> 01:34:25.570
civilian training also ? It must be

01:34:25.570 --> 01:34:27.459
taught to military who supervised

01:34:27.459 --> 01:34:30.230
civilians also . Yeah . No it's a great

01:34:30.230 --> 01:34:33.940
point and we had not considered uh the

01:34:33.940 --> 01:34:36.107
implementation plan perhaps being part

01:34:36.107 --> 01:34:38.329
of the curriculum inside of C . E . S .

01:34:38.329 --> 01:34:40.790
Uh but we can take a look at that . And

01:34:40.790 --> 01:34:42.901
what was the second question please ?

01:34:42.901 --> 01:34:45.980
The second one was also it must be

01:34:45.980 --> 01:34:49.960
taught to military who supervised . So

01:34:50.640 --> 01:34:53.920
carol mentioned the auto enrollment for

01:34:53.930 --> 01:34:57.720
civilian supervisors for stc . Uh

01:34:57.730 --> 01:35:01.310
We are working . I hate these the I . N .

01:35:01.310 --> 01:35:03.520
G . Were there but to have a similar

01:35:03.530 --> 01:35:05.697
auto enrollment for the vast number of

01:35:05.697 --> 01:35:08.800
military that will become supervisors

01:35:08.800 --> 01:35:12.090
as well . And so I think that's as

01:35:12.090 --> 01:35:14.480
important as the sip being recognized

01:35:14.480 --> 01:35:16.647
is making sure that we can ensure that

01:35:16.647 --> 01:35:19.670
our uniformed uh

01:35:20.040 --> 01:35:22.780
supervisors receive the same education

01:35:22.790 --> 01:35:25.012
uh and understanding what it is to be a

01:35:25.012 --> 01:35:28.310
supervisor and then he just offer um a

01:35:28.310 --> 01:35:30.366
way is auto enrollment . Another way

01:35:30.366 --> 01:35:32.860
that many of us have adopted here is uh

01:35:32.870 --> 01:35:34.981
as you build it into the support form

01:35:34.981 --> 01:35:37.670
and you build it into uh you build it

01:35:37.670 --> 01:35:39.670
into a metric that you track at the

01:35:39.670 --> 01:35:41.892
command level as well . Okay . And it's

01:35:41.892 --> 01:35:44.059
pretty easy to track now . Uh while we

01:35:44.059 --> 01:35:46.170
can't make an auto enroll , there are

01:35:46.170 --> 01:35:48.392
databases you can look into by your U .

01:35:48.392 --> 01:35:50.392
I . C . To determine if somebody is

01:35:50.392 --> 01:35:49.830
completed the course in the appropriate

01:35:49.830 --> 01:35:52.052
amount of time and you just make that a

01:35:52.052 --> 01:35:54.470
condition of uh your leadership and

01:35:54.470 --> 01:35:57.990
professionalism to do so . So I would

01:35:57.990 --> 01:36:00.157
commend folks to do that as well . And

01:36:00.157 --> 01:36:02.268
then the last thing I can't overstate

01:36:02.268 --> 01:36:04.212
the importance of the face to face

01:36:04.212 --> 01:36:07.210
component . Uh Ciara has established at

01:36:07.220 --> 01:36:08.942
the camps , posting stations ,

01:36:08.942 --> 01:36:10.942
understanding the peculiarities and

01:36:10.942 --> 01:36:12.998
uniqueness of your installation when

01:36:12.998 --> 01:36:15.560
dealing as military supervisor or a

01:36:15.560 --> 01:36:18.810
civilian supervisor . Uh It is really

01:36:18.810 --> 01:36:20.866
really important . So you don't trip

01:36:20.866 --> 01:36:23.730
into one of those uh land mines that

01:36:23.730 --> 01:36:25.897
can be out there have any as well . So

01:36:25.897 --> 01:36:28.960
thank you for that . Great . All right .

01:36:28.960 --> 01:36:31.400
Mr Wish there's always challenges to

01:36:31.400 --> 01:36:33.456
civilian recruitment and retention .

01:36:33.630 --> 01:36:36.170
How will the army handle a new normal

01:36:36.170 --> 01:36:38.080
of virtual tele work to meet the

01:36:38.080 --> 01:36:40.300
desires of current and future civilian

01:36:40.300 --> 01:36:42.340
professionals and ensure mission

01:36:42.340 --> 01:36:45.750
readiness . So

01:36:46.630 --> 01:36:48.852
the first thing I think we need to look

01:36:48.852 --> 01:36:51.140
at is in that lane is are missing this

01:36:51.140 --> 01:36:53.473
before our technology platforms , right ?

01:36:53.473 --> 01:36:55.584
Those are enablers in terms of how we

01:36:55.584 --> 01:36:57.890
operate in this new environment . But

01:36:57.900 --> 01:37:00.620
but the second thing is is the

01:37:00.630 --> 01:37:02.630
leadership , peace and I go back to

01:37:02.630 --> 01:37:04.686
that again because we've got to make

01:37:04.686 --> 01:37:06.741
sure that number one our leaders are

01:37:06.741 --> 01:37:08.963
equipped to lead and manage in this new

01:37:08.963 --> 01:37:11.010
environment . Um and and many of us

01:37:11.010 --> 01:37:13.232
have not had to do that before . And so

01:37:13.232 --> 01:37:15.210
we've got to have those um that

01:37:15.210 --> 01:37:18.170
training in place , The communication

01:37:18.170 --> 01:37:20.750
mechanisms in place . We've got to have

01:37:21.230 --> 01:37:24.290
output based management models , right .

01:37:24.300 --> 01:37:26.356
No longer should it be about whether

01:37:26.356 --> 01:37:28.189
somebody comes and sits at their

01:37:28.189 --> 01:37:30.244
desperate eight hours . But what are

01:37:30.244 --> 01:37:32.244
they producing ? Right . What do we

01:37:32.244 --> 01:37:34.411
need in order to move the organization

01:37:34.411 --> 01:37:36.633
forward and have techniques and methods

01:37:36.633 --> 01:37:38.744
to monitor that . And so from an army

01:37:38.744 --> 01:37:40.744
perspective and our organizations ,

01:37:40.744 --> 01:37:42.578
that's what we need to really be

01:37:42.578 --> 01:37:44.911
looking at in terms of how do we enable ,

01:37:44.911 --> 01:37:46.856
how do we educate how we train our

01:37:46.856 --> 01:37:48.744
leaders ? But also the technology

01:37:48.744 --> 01:37:50.800
enablers as well ? Great , thank you

01:37:50.800 --> 01:37:52.967
very much . So the cypriot Ella , it's

01:37:52.967 --> 01:37:55.990
such a steer budget times . How can

01:37:56.000 --> 01:37:58.150
army make full use of the sip

01:37:58.160 --> 01:38:00.380
flexibilities in order to attain train

01:38:00.380 --> 01:38:02.530
and retain the top civilian talent ?

01:38:04.020 --> 01:38:06.242
That's a that's an excellent question .

01:38:06.242 --> 01:38:09.070
Fantastic question . And one of the

01:38:09.080 --> 01:38:11.080
several pieces that I would mention

01:38:11.080 --> 01:38:13.247
here , um we've brought it up a number

01:38:13.247 --> 01:38:15.400
of times . Army readiness is so

01:38:15.400 --> 01:38:17.850
important to being able to do that .

01:38:17.860 --> 01:38:20.970
Being able to define the requirements

01:38:20.970 --> 01:38:23.780
that we need and being able to project

01:38:23.780 --> 01:38:26.840
them and identify what do we need when

01:38:26.840 --> 01:38:29.130
do we need it so that we can ensure

01:38:29.140 --> 01:38:31.362
that we're putting that through our own

01:38:31.362 --> 01:38:33.529
process that we're planning that we're

01:38:33.529 --> 01:38:33.400
programming and that were ultimately

01:38:33.410 --> 01:38:36.020
executing . Um so army readiness is a

01:38:36.020 --> 01:38:38.530
huge piece to this as well as workforce

01:38:38.530 --> 01:38:40.752
planning and management . Um one of the

01:38:40.752 --> 01:38:42.308
themes through the civilian

01:38:42.308 --> 01:38:44.419
implementation plan from our priority

01:38:44.419 --> 01:38:47.420
standpoint is being able to project the

01:38:47.430 --> 01:38:50.130
requirements and the demand for skills

01:38:50.140 --> 01:38:52.190
along with the mission and where we

01:38:52.190 --> 01:38:54.023
need the talent . And so this is

01:38:54.023 --> 01:38:56.079
something that certainly through the

01:38:56.079 --> 01:38:58.134
work of asthma in collaboration with

01:38:58.134 --> 01:39:00.357
the commands . That's also a huge piece

01:39:00.357 --> 01:39:02.134
to being able to have workforce

01:39:02.134 --> 01:39:04.330
planning um in a mature state . Being

01:39:04.330 --> 01:39:06.760
able to project and forecast what we

01:39:06.760 --> 01:39:08.871
need when we need , it will certainly

01:39:08.871 --> 01:39:10.920
be able to assist us from our

01:39:10.920 --> 01:39:13.110
programming standpoint . Great , good

01:39:13.110 --> 01:39:15.470
insight . Thank you very much . Miss

01:39:15.470 --> 01:39:17.526
Burton the future army will be faced

01:39:17.526 --> 01:39:19.748
with a highly degraded and disconnected

01:39:19.748 --> 01:39:21.637
battlefield . How should the army

01:39:21.637 --> 01:39:23.748
civilian corps be evolving to support

01:39:23.748 --> 01:39:25.359
those features ? Skill needs

01:39:28.220 --> 01:39:30.820
Future skills . That's why we have 11

01:39:30.820 --> 01:39:33.290
career fields instead of 32 career

01:39:33.290 --> 01:39:36.820
programs . So we have that

01:39:36.830 --> 01:39:40.080
flexibility to cross level in

01:39:40.090 --> 01:39:43.070
occupational specialties and to even

01:39:43.070 --> 01:39:45.440
perhaps hop over to an unrelated

01:39:45.450 --> 01:39:48.220
occupational specialty , our career

01:39:48.220 --> 01:39:50.710
paths while they'll be standardized and

01:39:50.710 --> 01:39:53.080
while you'll know within your career

01:39:53.080 --> 01:39:55.290
field what you'll need to advance , we

01:39:55.290 --> 01:39:58.940
also will be creating cross career

01:39:58.940 --> 01:40:02.640
field opportunities um that will occur

01:40:02.640 --> 01:40:05.130
as our career field career paths mature

01:40:05.710 --> 01:40:08.400
and um it also goes back to what I

01:40:08.400 --> 01:40:10.910
talked about before about determining

01:40:10.920 --> 01:40:13.360
requirements and then making sure that

01:40:13.360 --> 01:40:15.138
we can match our talents to our

01:40:15.138 --> 01:40:17.720
requirements . Thank you . Great . So

01:40:17.720 --> 01:40:20.650
now let's all of us thank these great

01:40:20.660 --> 01:40:22.820
speakers and give them a round of

01:40:22.820 --> 01:40:24.987
applause for their wealth of knowledge

01:40:24.987 --> 01:40:26.987
and what they do every day for army

01:40:26.987 --> 01:40:30.420
civilians and army professionals . Yeah ,

01:40:31.710 --> 01:40:35.660
very much . And from a usa we also want

01:40:35.660 --> 01:40:38.000
to thank you . So we'd like to provide

01:40:38.000 --> 01:40:41.550
you these . Thank you very much . Thank

01:40:41.550 --> 01:40:44.440
you very and

01:40:47.110 --> 01:40:47.830
all right

01:41:12.510 --> 01:41:14.130
guidance bridge .

01:41:17.710 --> 01:41:21.660
All right fine . I'll just

01:41:21.660 --> 01:41:23.530
switch . All right .

01:41:25.610 --> 01:41:29.230
So now everybody we're not quite done .

01:41:30.110 --> 01:41:32.054
We would like to now transition to

01:41:32.054 --> 01:41:34.890
present to have a presentation of army

01:41:34.900 --> 01:41:38.370
civilian service pins in support of

01:41:38.370 --> 01:41:42.090
Army Directive 2018 20 army civilian

01:41:42.090 --> 01:41:44.750
service recognition . The army civilian

01:41:44.760 --> 01:41:46.650
service pens were unveiled and

01:41:46.650 --> 01:41:48.817
presented by the Secretary of the Army

01:41:48.817 --> 01:41:51.230
at the 2018 Association of the United

01:41:51.230 --> 01:41:54.260
States Army civilian forum . The pens

01:41:54.260 --> 01:41:56.670
acknowledged the dedicated service of

01:41:56.670 --> 01:41:59.020
the civilian workforce and continuing

01:41:59.020 --> 01:42:01.630
contributions to further the army

01:42:01.640 --> 01:42:05.060
mission . Each color represents numbers

01:42:05.070 --> 01:42:07.710
of a years of army civilian service for

01:42:07.710 --> 01:42:09.990
the civilian service pins . Bronze is

01:42:09.990 --> 01:42:12.850
greater than one year . Silver is 10

01:42:12.850 --> 01:42:15.350
years and gold is the years accumulated

01:42:15.350 --> 01:42:18.600
upon retirement . I am glad Mr Loman is

01:42:18.600 --> 01:42:20.489
going to join us to officiate the

01:42:20.489 --> 01:42:22.544
presentation of the civilian service

01:42:22.544 --> 01:42:26.290
ends today . So our first pin today

01:42:26.300 --> 01:42:30.020
um is presented to Dr four who is not

01:42:30.020 --> 01:42:33.840
here with us today but his good

01:42:33.840 --> 01:42:37.700
colleague is coming up and she is going

01:42:37.700 --> 01:42:41.070
to represent him and that's Maria Saipi

01:42:41.070 --> 01:42:45.050
Ella . So dr four is serving as

01:42:45.050 --> 01:42:47.050
a deputy Assistant Secretary of the

01:42:47.050 --> 01:42:48.994
Army civilian personnel within the

01:42:48.994 --> 01:42:51.050
office of the Assistant Secretary of

01:42:51.050 --> 01:42:50.860
the Army from Vampire and reserve

01:42:50.860 --> 01:42:52.930
affairs . Dr four is served in this

01:42:52.930 --> 01:42:56.040
position since september of 2019 . His

01:42:56.040 --> 01:42:58.250
duties have included responsibilities

01:42:58.250 --> 01:43:00.830
for the human service life affecting

01:43:00.840 --> 01:43:04.000
nearly 300,000 army civilians , leading

01:43:04.000 --> 01:43:05.778
a staff that sets the strategic

01:43:05.778 --> 01:43:08.850
direction , develops policy , allocates

01:43:08.850 --> 01:43:11.210
resources and supervisors , all matters

01:43:11.210 --> 01:43:13.432
pertaining to civilian personnel policy

01:43:13.432 --> 01:43:15.720
to sustain and position Army for the

01:43:15.720 --> 01:43:18.100
future , providing direct oversight of

01:43:18.100 --> 01:43:20.500
compliance programs and lead civilian

01:43:20.510 --> 01:43:23.520
human resource data analytics . Leading

01:43:23.520 --> 01:43:25.687
the strategic planning for the overall

01:43:25.687 --> 01:43:27.853
civilian implementation plan effort in

01:43:27.853 --> 01:43:29.910
support of army People's strategy ,

01:43:29.920 --> 01:43:31.642
doctor force contributions and

01:43:31.642 --> 01:43:33.642
dedicated service to furthering the

01:43:33.642 --> 01:43:35.809
army mission . Are recognized with the

01:43:35.809 --> 01:43:37.809
Department of Army civilian service

01:43:37.809 --> 01:43:39.864
recognition Bronze pen for more than

01:43:39.864 --> 01:43:41.976
one year of army civilian exceptional

01:43:41.976 --> 01:43:44.530
service . Thank you . MS Maria Cypriot

01:43:44.530 --> 01:43:47.230
Ella first for representing him .

01:43:51.000 --> 01:43:53.360
So the Department of Army civilian

01:43:53.360 --> 01:43:55.193
service recognition is now being

01:43:55.193 --> 01:43:58.680
presented to Mr max Wife . Mr White is

01:43:58.680 --> 01:44:02.520
serving as the Yeah Mr

01:44:02.520 --> 01:44:04.742
White is serving as the deputy Chief of

01:44:04.742 --> 01:44:06.964
Staff of G . One Headquarters , U . S .

01:44:06.964 --> 01:44:08.853
Army Material Command in redstone

01:44:08.853 --> 01:44:10.964
arsenal Alabama . Mr Weiss has served

01:44:10.964 --> 01:44:14.160
his position since august of 2016 . His

01:44:14.160 --> 01:44:16.290
duties include serving as one of the

01:44:16.290 --> 01:44:18.401
lead players in sustaining training ,

01:44:18.401 --> 01:44:21.050
renewing The Army Material Command over

01:44:21.050 --> 01:44:23.650
162,000 personnel Supporting

01:44:23.650 --> 01:44:26.480
warfighters in 52 countries around the

01:44:26.480 --> 01:44:29.110
globe , directing a staff to close to

01:44:29.110 --> 01:44:30.990
70 personnel with two assistant

01:44:30.990 --> 01:44:32.934
deputies and eight division chiefs

01:44:32.940 --> 01:44:35.560
managing a profile of programs that

01:44:35.560 --> 01:44:37.282
includes civilian and military

01:44:37.282 --> 01:44:39.227
personnel management , total force

01:44:39.227 --> 01:44:41.449
development and training , occupational

01:44:41.449 --> 01:44:43.671
health and safety , quality of life and

01:44:43.671 --> 01:44:45.560
installation , Soldier and family

01:44:45.560 --> 01:44:47.727
programs also serving as a retain line

01:44:47.727 --> 01:44:50.340
of effort , lead in support of the army

01:44:50.340 --> 01:44:52.062
people , strategy and civilian

01:44:52.062 --> 01:44:53.940
implementation plan . Mr Wife's

01:44:53.940 --> 01:44:56.107
contributions and dedicated service to

01:44:56.107 --> 01:44:57.884
furthering the army mission are

01:44:57.884 --> 01:44:59.996
recognized with the Department of the

01:44:59.996 --> 01:45:01.884
Army civilian service recognition

01:45:01.884 --> 01:45:03.940
bronze pin for more than one year of

01:45:03.940 --> 01:45:05.940
army civilian exceptional service .

01:45:05.940 --> 01:45:08.620
Thank you . Yeah . Mhm .

01:45:10.590 --> 01:45:12.646
So we'd like to acknowledge the army

01:45:12.646 --> 01:45:14.830
time honored civilian recognition for

01:45:14.830 --> 01:45:17.260
10 years who has already been presented .

01:45:17.270 --> 01:45:19.437
But we want Mr Formica , the deputy to

01:45:19.437 --> 01:45:21.492
the commanding general Combined Arms

01:45:21.492 --> 01:45:23.492
Center for at Leavenworth Kansas to

01:45:23.492 --> 01:45:25.700
come up please . So Mr Formica began

01:45:25.700 --> 01:45:27.920
his army civilian service in july of

01:45:27.930 --> 01:45:30.590
2000 and 10 . His job includes

01:45:30.600 --> 01:45:32.656
assisting the combined Arms center ,

01:45:32.656 --> 01:45:34.878
Commanding general and the training and

01:45:34.878 --> 01:45:37.100
doctrine , Command . Commanding general

01:45:37.100 --> 01:45:39.100
and programs and efforts to advance

01:45:39.100 --> 01:45:41.156
institutional leader development for

01:45:41.156 --> 01:45:43.322
all four kilohertz which were included

01:45:43.322 --> 01:45:45.211
officers , warrant officers , non

01:45:45.211 --> 01:45:46.933
commissioned officers and army

01:45:46.933 --> 01:45:49.156
civilians and dR changed by integrating

01:45:49.156 --> 01:45:51.670
dot pF solutions through the fielded

01:45:51.680 --> 01:45:54.810
and program forces assisting the cat C .

01:45:54.810 --> 01:45:57.190
G . In the management of three major

01:45:57.190 --> 01:45:59.560
sub subordinate organizations , five

01:45:59.570 --> 01:46:01.681
direct report units and 12 supporting

01:46:01.681 --> 01:46:03.820
agencies located on Fort Leavenworth

01:46:03.830 --> 01:46:06.700
and at Presidio of Monterey serving the

01:46:06.700 --> 01:46:09.190
developed line of effort , lead in

01:46:09.190 --> 01:46:11.412
support of the army people strategy and

01:46:11.412 --> 01:46:13.970
civilian implementation plan . Mr Forca

01:46:13.980 --> 01:46:16.120
for Michael we're glad and proud that

01:46:16.120 --> 01:46:18.231
you're wearing that army time honored

01:46:18.231 --> 01:46:20.660
civilian service recognition silver pin

01:46:20.660 --> 01:46:22.970
for more than 10 years of army civilian

01:46:22.970 --> 01:46:23.600
service .

01:46:28.780 --> 01:46:30.724
So the Department of Army civilian

01:46:30.724 --> 01:46:33.350
service recognition retirement civilian

01:46:33.350 --> 01:46:35.650
service pin recognition is now being

01:46:35.650 --> 01:46:38.370
resembled to Miss carol Burton . Miss

01:46:38.370 --> 01:46:40.592
Burton currently serves as the director

01:46:40.592 --> 01:46:42.759
of civilian human resources agency and

01:46:42.759 --> 01:46:44.870
Aberdeen proving ground in Maryland .

01:46:44.870 --> 01:46:47.170
She began her career with the army on

01:46:47.180 --> 01:46:50.950
15 january 1984 . Over the course of

01:46:50.950 --> 01:46:53.080
her 38 year service , she has

01:46:53.080 --> 01:46:55.240
contributed to the mission of various

01:46:55.240 --> 01:46:57.230
commands In the execution of her

01:46:57.230 --> 01:46:59.508
current assignment as an army civilian .

01:46:59.508 --> 01:47:01.341
She is responsible for providing

01:47:01.341 --> 01:47:03.452
comprehensive civilian human resource

01:47:03.452 --> 01:47:05.286
services , advice and support to

01:47:05.286 --> 01:47:07.590
commanders , directors and employees at

01:47:07.590 --> 01:47:09.812
installations and activities throughout

01:47:09.812 --> 01:47:12.090
the Department of Army and in selected .

01:47:12.090 --> 01:47:13.940
Dear d agencies , management of

01:47:13.940 --> 01:47:16.162
operations and headquarters , Ciara and

01:47:16.162 --> 01:47:18.051
Ciara regions in both Coronas and

01:47:18.051 --> 01:47:20.510
kokonas locations . Standing up the

01:47:20.510 --> 01:47:22.480
army civilian career management in

01:47:22.480 --> 01:47:25.390
october of 2020 and is serving as the

01:47:25.390 --> 01:47:27.260
line of effort lead for both the

01:47:27.260 --> 01:47:29.780
acquire and employ in support of army

01:47:29.780 --> 01:47:32.370
people's strategy . Miss Burton retires

01:47:32.370 --> 01:47:34.481
while employed the Department of Army

01:47:34.481 --> 01:47:36.703
after 38 years of federal service . She

01:47:36.703 --> 01:47:38.910
has contributed tremendously to our

01:47:38.910 --> 01:47:41.040
army mission for many years and is

01:47:41.040 --> 01:47:42.929
recognized with the army civilian

01:47:42.929 --> 01:47:43.929
retirement pin .

01:47:49.180 --> 01:47:51.700
Yeah . So ladies and gentlemen please ,

01:47:51.710 --> 01:47:53.932
let's give a whole round of applause to

01:47:53.932 --> 01:47:55.821
all the army civilian service pin

01:47:55.821 --> 01:47:57.266
recipients today . Yeah .

01:48:00.470 --> 01:48:03.770
Yeah . All right . Yeah .

01:48:05.070 --> 01:48:06.070
Mhm .

01:48:08.870 --> 01:48:09.870
Yes .

01:48:18.770 --> 01:48:21.940
Right . Right , coming in .

01:48:23.770 --> 01:48:27.180
Mhm . Yes .

01:48:31.770 --> 01:48:35.690
And the army here , I was

01:48:40.270 --> 01:48:41.270
sure ,

01:48:47.270 --> 01:48:49.170
wow . Thanks . Yeah ,

01:48:54.870 --> 01:48:55.890
thank you .

01:48:59.770 --> 01:49:01.881
Well , thank you again to each of our

01:49:01.881 --> 01:49:04.048
distinguished speakers and panelists .

01:49:04.048 --> 01:49:05.826
Additionally , thank you to the

01:49:05.826 --> 01:49:07.826
participants for attending our Army

01:49:07.826 --> 01:49:09.937
civilian forum and for those that are

01:49:09.937 --> 01:49:12.103
online , which is about 800 people our

01:49:12.103 --> 01:49:14.159
online watching you and listening to

01:49:14.159 --> 01:49:16.159
you . I hope each of you have found

01:49:16.159 --> 01:49:18.492
this discussion as informative as I did .

01:49:18.492 --> 01:49:20.326
We're currently having this room

01:49:20.326 --> 01:49:22.214
available until noon , so there's

01:49:22.214 --> 01:49:24.381
information the back you can meet with

01:49:24.381 --> 01:49:26.437
others , encourage you to accept the

01:49:26.437 --> 01:49:28.603
materials chairs , network and pick up

01:49:28.603 --> 01:49:30.770
professional development brochures and

01:49:30.770 --> 01:49:32.881
handouts in the back of the room . We

01:49:32.881 --> 01:49:34.992
hope to see you all again next year .

01:49:34.992 --> 01:49:36.900
Thank you . Okay . Okay . Okay .

01:49:39.070 --> 01:49:40.070
Roll the Ira

01:49:43.670 --> 01:49:45.900
No just saying .