RGS Transforms Team Ships’ Workforce
The Challenge
Team Ships (Program Executive Offices Ships and SEA 21), one of the Defense Department’s largest acquisition organizations, provides acquisition and complete lifecycle support for all Navy non-nuclear surface ships. To better meet the sophisticated and complex needs of the fleet, Team Ships focuses on developing a high-performing workforce and culture with more innovative and adaptive capabilities. This requires a human capital (HC) strategy to strengthen workforce capability and institutionalize optimal workforce management practices to sustain long-term business performance. This strategy would provide:
- A more strategic and deliberate approach to the execution of human capital initiatives
- A systematic approach to maximizing talent
- Improved workforce management efficiency and effectiveness through the implementation of human capital best practices
- Continued ability to mobilize Team Ships to meet emerging organizational needs
The Solution
The Workforce Management Office (WFM) chose to consult with RGS to devise a results-driven strategy that would establish a stronger workforce – one that is more diverse, innovative, adaptive, and mission-focused, and capable of achieving Team Ships’ mission requirements.
RGS is developing and implementing the Team Ships’ Strategic HC Plan that aligns with its strategic business goals, as well as those of NAVSEA. The plan also complies with higher-level authority (DON/DOD and OPM) HC planning requirements.
Phase I – Assess Key Human Capital Management Processes
One of the key objectives was to assess the current state of key HC management processes. To accomplish this, RGS introduced the People Capability Maturity Model (People CMM), a framework of proven industry-based best practices, as part of the gap analysis process. In addition, we interviewed stakeholders and incorporated the findings of recent organization HC assessments and culture surveys. An in-depth gap analysis, using People CMM methodology, included HC processes such as:
- Staffing (includes recruiting, hiring, staffing and on-boarding)
- Training and development
- Performance management
- Compensation
- Work environment
- Communication and coordination
Phase II – Recommend Gap Closure Strategies
Based on the overall findings of the assessments and interviews, we identified common themes that served as the basis for a set of short-term, mid-range, and long-term gap closure strategies and initiatives. The recommended strategies and initiatives are designed to address gaps at People CMM Level 2 and help advance Team Ships to the next level workforce capability (Maturity Level 3). Using a set of robust metrics, each initiative is measured for effectiveness and results achieved. Over time, these strategies and initiatives will transform the culture to the desired adaptive and innovative culture that Team Ships desires.
Phase III – Develop Strategic Human Capital Plan, Implementation Plan, and Communication Plan
The Strategic Human Capital Plan provides a roadmap for the WFM to develop and implement innovative HC initiatives to support Team Ships’ unique needs – while maintaining support to the war fighter. The goals and objectives are intended to:
- Shape the workforce
- Develop capability and competency
- Build workgroups and culture
- Motivate and manage performance
The implementation plan further details the HC initiatives. It also establishes an action plan that effectively and efficiently integrates the improvements in process and workforce practices. The communication plan is essential to generating awareness, understanding, alignment, and support for the Strategic HC Plan and its resultant strategies and initiatives.
Business Results
From design to implementation, the Strategic Human Capital Plan is one of the first efforts within PEOs to successfully formalize a strategic planning approach for its talent. Our approach ensures that strategic human capital planning:
- Aligns to the Department of Defense, Department of Navy, and NAVSEA human capital planning requirements
- Institutionalizes strategic planning processes for human capital
- Serves as a model for other NAVSEA organizations
We will continue working closely with the WFM to enhance current human capital programs. We will establish new initiatives to bring Team Ships even closer to meeting its human capital goal: To attract, develop, engage, and retain a world-class workforce capable of translating war fighter requirements necessary to support the Team Ships’ mission.
