presentation title - us office of personnel management
TRANSCRIPT
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Presentation TitleSession Title: Onboarding:
“Did We Have You at Hello?”
July 2009
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July 20092
Panel Members• Susan Hager, Moderator, CPMS Policy• Jonathan Kappler, Associate Manager for
Research, Partnership for Public Service (PPS)
• Kimberly Lane, Chief Learning Officer/Lean Six Sigma Greenbelt, Naval Facilities Engineering Command (NAVFAC)
• Joyce Cofield, Director, Recruitment, Diversity & Retention, Office of the Comptroller of the Currency (OCC)
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July 20093
Agenda
• Introduction
• Overview, research, Strategic Onboarding Model, Best Practices
• Lean Six Sigma Approach
• Retention Strategies
• Susan Hager, Moderator, CPMS
• Johathan Kappler, PPS
• Kimberly Lane, NAVFAC
• Joyce Cofield, OCC
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July 20094
What is Onboarding?
• Integrating and acculturating new employees into the organization and providing them with the tools, resources, and knowledge to become successful and productive
• From accepted offer to end of first year
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July 20095
Why is Onboarding important?
• Improves employee performance
• Increases employee engagement
• Improves employee retention, reduces turnover costs
• Accelerates time-to-productivity
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July 20096
Key Research Findings
• Inconsistent, transactional approach
• Not enough integration, accountability
• Inconsistent across groups and locations
• Limited use of technology
• Measurement focuses on short-term results
• Onboarding not part of retention strategy
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July 20097
Strategic Onboarding Model
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July 20098
Strategic Onboarding Model
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July 20099
Strategic Onboarding Model
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July 200910
Strategic Onboarding Model
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July 200911
Strategic Onboarding Model
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July 200912
Strategic Onboarding Model
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July 200913
Strategic Onboarding Model
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July 200914
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Presentation TitleSession Title: Onboarding:
“Did We Have You at Hello?”
July 2009
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July 200916
The Problem: NAVFACHQ
• New hire pre-employment process at NAVFACHQ– Current process cycle time 90 days or
more
– Process did not meet the needs of managers or new employees
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July 200917
Our Approach
• Lean Rapid Improvement Event – Purpose
• To improve the efficiency of NAVFACHQ Civilian Employee Onboarding Process
– Team • Representatives from key process
stakeholders
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July 200918
Project Charter• Scope
– From new employee selection to checking into organization
• Metrics
– Reduce project cycle time to 30 days– Improve manager perception of the
process
– Improve employee perception of the organization
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July 200919
Project Outcome
• Eliminated un-necessary process steps• Reduced cycle time by 20 days• Reduced HRSC tasks by 50%
• Reduced check-in points of contact from 9 to 3
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July 200920
Project Benefits
• Improved customer satisfaction• Reduced loss of future employees• Developed new employee check-in process• Developed New Employee Sponsorship Program• Developed a Welcome and Resource Guide for
new employees
• Began monthly Command Indoctrination Sessions
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July 200921
Onboarding Next Steps
• Refine New Employee Orientation process
• Develop survey to capture feedback on Onboarding process
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Presentation TitleSession Title: Onboarding:
“Did We Have You at Hello?”
July 2009
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July 200923
About the OCCThe Office of the Comptroller of the Currency• Charters, regulates and supervises 1600 national banks and
supervises 50 federal branches of foreign banks• 3000+ employees
– Bank Examiners– Attorneys– Economists– ITS
• 2003 projected retirement bubble - major skill gap
• Bank Examiner certification training averages 5 years• 60%+ turnover of pre-certified Bank Examiners• Very low turnover rate post certification (<5%)• College Recruiting
– challenge of retaining millennials
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July 200924
Onboarding/Retention Best Practices
Before First Day– College Recruiter Coordinator Program – Career Exploration Days– OCC Branded Welcome Gifts – Electronic sign-in process
First Days– Full week of Orientation– Office space prepared– Computer assigned
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July 200925
Onboarding/RetentionBest Practices (Cont.)
Entry Examiner Onboarding– 6-8 month Training Team Experience
• 4-5 members • Full time Training Team Leaders and
Assistants– Assigned sponsor in duty station – Generational Diversity Training– Individualized development plan in preparation for
certification testing– Regular surveys and focus group feedback– 3 Year Career Forum
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July 200926
Onboarding of New Managers and Executives
• New Hires• Internal Promotions• Clarity of job scope
• Clear performance expectations & feedback
• Coaches