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USGS Workforce Plan 2015-2020 Results

The USGS Workforce Plan 2015-2020 identified a set of actions to address specific gaps and strategies. These include increasing diversity; expanding flexibility though a multi-sector workforce and resource sharing; addressing skill needs; and succession planning. Many of the action plans resulted in the development of resources for local level supervisors and managers, as well as the bureau at-large.

  • Diversity: recruitment resources for attracting diverse talent are available on the USGS intranet.
  • Flexibility/Multisector Workforce: options for filling positions are featured in the Supervisorís Toolkit.
  • Flexibility/Resource Sharing: the Shared Workforce Ad Portal (SWAP) provides USGS managers with a tool to share workforce resources to complete short-term work assignments as well as to fill permanent positions through the use of lateral assignments.  
  • Skill Set Needs:
    • The behavioral interview guide ( internal only) provides hiring managers sample questions to use when screening candidates on the skill needs identified in the USGS workforce plan
    • an individual development plan (IDP) is an employee development tool that identifies activities that will help you enhance your knowledge, skills, and abilities.
  • Local-level Workforce Planning: guidance for conducting workforce planning at the Center and Office level can be found at the Workforce Planning Toolkit.
  • Succession Planning: a pilot effort was conducted to test out a succession planning process for the senior executive segment of the leadership ranks. Further information about succession planning and the pilot are available on the Leaders Blog.

We invite you to contact our office to share results youíve achieved through workforce planning in your organization.

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Page Last Modified: Wednesday, 14-Feb-2018 15:17:44 EST