Army talent management enlisted

Army talent management enlisted DEFAULT

Special Edition: Enlisted Talent Management

November 18,

The U.S. Army is taking a 21st century approach to enlisted talent management. Today’s guests from the Army’s Talent Management Task Force describe how the new system maximizes the potential of everyone in the force, not just the top 5%. They discuss the near-term First Sergeant Talent Alignment Assessment, differences between Officer and NCO assessments, the importance of blind panels and anonymized data and more.

  • Guests:
    • Major Jed Hudson, Enlisted Talent Management Initiative Lead
    • Sergeant Major Robert Haynie, Enlisted Talent Management Initiative Leads
  • Host:
    • Sergeant Major of the Army (Retired) Daniel A. Dailey, AUSA’s Vice President for NCO and Soldier Programs

Soldier Today, a segment of AUSA’s Army Matters Podcast, focuses on what is important to Soldiers and NCOs.

Resources:

U.S. Army Talent Management

Web: https://talent.army.mil/

Facebook/Twitter: @USArmy

LinkedIn: @US Army

AUSA’s NCO & Soldier Programs

Web: https://www.ausa.org/programs/nco-and-soldiers

Twitter (Dailey): @15thSMA

Recommendations for future topics are welcome via email at [email protected]

Sours: https://podcast.ausa.org/e/special-edition-enlisted-talent-management/

Army chief: New talent management will start with officers, then go to enlisted

The Army is starting to roll out new talent management initiatives, like an assessment for battalion commanders, but the focus on officers is not the final stop, Army Chief of Staff Gen. James McConville said Tuesday.

“Our efforts so far have been focused on leaders, specifically officers, but I want to be very clear that 21st century talent management and taking care of people extends to all of our people,” McConville said during his keynote speech at the Association of the U.S. Army’s annual gathering.

“After we prototype and test these programs with our officers and make sure we have them right, we will expand them to our enlisted soldiers, to our civilians," he added.

McConville also announced that the Army is publishing its very first “Army People Strategy” to address how the service can better take care of its personnel. The initiative is part of what McConville called his “top priority" to focus on the Army’s soldiers, family members, service civilians and retirees.

The new strategy commits the Army to five quality-of-life priorities for that group of people: quality housing; world-class health care; quality childcare and youth services; meaningful employment for spouses; and fixing current permanent change of station moving problems.

“People don’t want to be treated like interchangeable parts in an industrial age process,” McConville said. “They want to be recognized for their unique talents."

“And when our people are treated this way, we know they perform better, stay longer, and they will make our Army stronger,” McConville added. “As we move forward, we will manage our people and their talents more effectively.”

Despite the changes in command this summer, Army leaders remain focused on progressing the readiness and modernization strategies laid out under their predecessors.

“We’ve done a great job of restoring tactical readiness over the last several years,” McConville said. “Now, we need division and brigade commanders to stay focused on it. We will resource it, but I need you to build and maintain it. You own it.”

Modernization includes rolling out a next-generation tactical unmanned aerial surveillance system in and fielding the optionally manned fighting vehicle to replace the Bradley Infantry Fighting Vehicle in , McConville said. “And shortly after that, we’ll begin fielding our future vertical lift aircraft,” he added.

“But no matter how much technology we develop, soldiers will always remain the centerpiece of our Army,” he said. “We equip people, we don’t man equipment, and that philosophy will not change. To ensure we recruit and retain the right people for the Army, we are also implementing a 21st century talent management system."

The Army has lauded the new talent management system in development as a game changer in how assignments are meted out. The current system manages officers and enlisted troops by two variables: “You’re a captain of infantry or a sergeant of engineers,” McConville said.

To compete for talented personnel with the civilian sector, “we have to do better,” he added.

The new talent management system will take into account 25 variables instead of two, such as a soldier’s knowledge, skills, behaviors and preferences.

“I know, it’s almost blasphemous to think the Army would actually consider someone’s preferences, but if we know where they want to go and what they want to do, we believe we can get the right person in the right job at the right time,” McConville said.

The implementation of the Integrated Personnel and Pay System, or IPPS-A, has been a critical part of the new talent management system. IPPS-A brings the Army National Guard, Army Reserve and active-duty force onto one personnel and pay system.

“This will prevent us from losing our National Guard and Army Reserve’s soldiers’ records and messing up their pay when they come on active duty,” McConville said.

The talent management system will use data gathered from a comprehensive assessment program that measures knowledge, skills and attributes at key points in soldiers’ careers.

The information will measure cognitive and noncognitive abilities to help do everything from identify soldiers for command slots to graduate schools. This starts with the new Battalion Command Assessment Program this year, which will screen officers through a command board. Then the top qualifiers will compete in-person in a five-day assessment program at Fort Knox, Kentucky, in January.

“We spend more time and more money on selecting a private to be in Ranger regiment than we do selecting what I would argue is one of the most consequential leadership positions in the Army, our battalion commanders,” McConville said.

That assessment program will potentially expand to sergeants major and brigade-level commands in the future, based on what is learned in January, according to McConville.

About Kyle Rempfer

Kyle Rempfer is an editor and reporter whose investigations have covered combat operations, criminal cases, foreign military assistance and training accidents. Before entering journalism, Kyle served in U.S. Air Force Special Tactics and deployed in to Paktika Province, Afghanistan, and Baghdad, Iraq.

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The Army said that it is not expecting delays in further implementation of its human resources IT overhaul, called the Integrated Personnel and Pay System – Army (IPPS-A), after putting a hold on the most recent release of the program.

Lt. Gen. Gary Brito, deputy chief of staff for the Army G-1, said taking a nine-month pause now on introducing the third release of IPPS-A gives the service enough lead time to mitigate further delays in the rolling out talent management initiatives tied to the program.

“The fact that we made the early decision &#; now allows us to put all the mitigation measures in place,” Brito told reporters Monday at the Association of the United States Army conference. “We have plenty of time to make the same decisions we would have made nine months ago if we stayed on track.”

That prediction is good news for soldiers and the Army alike. The Army is using the system for things like a talent management marketplace, which pairs commanders and soldiers based on their talents and needs. It also helps with changes to new orders.

Brito said he could see the possibility of some minimal delays in permanent changes of station.

“If you just simply pick up the calendar and look at the objectives that we will achieve with Release 3, they just move into calendar ,” Brito said.

IPPS-A’s Release 3 launch was supposed to take place in December, it now will happen in September

Release 3 will give essential personnel service and talent management abilities to all three Army components.

That includes using things like the Army Talent Alignment Process, which is a market-style hiring process for soldiers. Enlisted soldiers and officers will still be able to access that through other HR systems. Brito said all legacy HR systems will remain intact as well to keep soldiers pay and benefits straight.

The jury is still out on Release 4, the future iteration of IPPS-A. That part of the system will give all components pay services through IPPS-A, and after that the Army will weave in smaller updates.

The Army has yet to award a contract for that aspect of the program.

The service delayed Release 3 because of interface and data-integration challenges.

“I think we have the right leadership behind it,” Brito said. “The intellectual investments behind it, the fiscal investments behind it as well are there. But the integration test must be done right, in order to allow the limited user test and Release 3 to work for the entire Army.”

IPPS-A has had some cost growth and time slippage in the past. Original estimates on the program had the Army hitting the payroll phase by , according to a congressional hearing. That is now slated for the mids.

The Army awarded a five-year, $ million contract to CACI in to develop the program. It won a second two-year, $ million contract modification in for continued support work on IPPS-A.

Adding in other contracts related to development, support and equipment for the program, the Army has already spent about $ million on building IPPS-A, and another $ million on testing, support and implementation. It has another $77 million budgeted for development in and $16 million for training.

Scott Maucione

Scott Maucione is a defense reporter for Federal News Network and reports on human capital, workforce and the Defense Department at-large.

Follow @smaucioneWFED

Sours: https://federalnewsnetwork.com/army//10/ipps-a-connected-talent-management-initiatives-still-on-track-despite-delay/
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Frequently Asked Questions

How is enlisted talent management in the Army?

The Army Talent Management Task Force is currently developing initiatives towards identifying, assessing, and retaining the most talented Non-Commissioned Officers. If you would like to schedule a unit Leader Professional Development (LPD) session with the Enlisted Talent Management team please contact:

Where is the sergeants major talent management task force?

WASHINGTON -- The Army Talent Management Task Force will conduct a prototype of the Sergeants Major Assessment Program (SMAP) from November 14 – 18, at Fort Knox, Ky. In conjunction with the Battalion Commander Assessment Program (BCAP) for Fiscal Year , 32 sergeants major will participate in the prototype program.

Are there results from the Army Command Assessment Program?

Results from the CCAP are forthcoming. Since the Army began adopting transformational changes to the management of the Officers Corps, there has been a demand to apply lessons learned to new talent management programs for the Non-Commissioned Officer Corps.

Is there a sergeant major assessment program in the Army?

The Sergeant Major Assessment Program was tested at Fort Knox last year to evaluate about 30 brigade-level sergeants. In November, that course will assess brigade-eligible sergeants major for approximately open positions, said Maj. Jed Hudson, the task force's action officer for enlisted talent.

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Management army enlisted talent

Special Edition: Enlisted Talent Management

November 18, 2020

The U.S. Army is taking a 21st century approach to enlisted talent management. Today’s guests from the Army’s Talent Management Task Force describe how the new system maximizes the potential of everyone in the force, not just the top 5%. They discuss the near-term First Sergeant Talent Alignment Assessment, differences between Officer and NCO assessments, the importance of blind panels and anonymized data and more.

  • Guests:
    • Major Jed Hudson, Enlisted Talent Management Initiative Lead
    • Sergeant Major Robert Haynie, Enlisted Talent Management Initiative Leads
  • Host:
    • Sergeant Major of the Army (Retired) Daniel A. Dailey, AUSA’s Vice President for NCO and Soldier Programs

Soldier Today, a segment of AUSA’s Army Matters Podcast, focuses on what is important to Soldiers and NCOs.

Resources:

U.S. Army Talent Management

Web: https://talent.army.mil/

Facebook/Twitter: @USArmy

LinkedIn: @US Army

AUSA’s NCO & Soldier Programs

Web: https://www.ausa.org/programs/nco-and-soldiers

Twitter (Dailey): @15thSMA

Recommendations for future topics are welcome via email at [email protected]

Sours: https://podcast.ausa.org/e/special-edition-enlisted-talent-management/
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