CHRA Business Process Improvements

							  CHRA Business Process
     Improvements
                Candace Rehling
                   CHRA HQ


BRAC – The Right Person, in the Right Place, at the Right Time   1
                CHRA Initiatives

   Business Process Improvement Must Be
 Continuous to Meet the Needs of the Customer

Business Process Review Becomes More Critical
  During Periods of High Volume Recruitment
(BRAC, In-Sourcing and Acquisition Recruitment)




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                      CHRA Initiatives
1.   Establish and pilot a Center of Excellence at North Central Region
     for recruitment of Acquisition occupations – responsible for
     external recruitment for all acquisition related occupations using
     the EHA.
2.   Deployed a BRAC Requirements Tool and BRAC Reporting tool for
     entering, tracking and monitoring BRAC staffing requirements.
3.   Deployed Civilian In-sourcing Requirements Tool and In-sourcing
     Reporting Tool for entering, tracking and monitoring In-sourcing
     staffing requirements.
4.   Establish a Business Process Improvement Division at CHRA HQ –
     responsible for developing & implementing improved HR business
     processes.

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                       CHRA Initiatives
5.   Establish and staff new Customer Account Representative positions
     at CHRA HQ which will act as a liaison between Army commands
     and CHRA.
6.   Establish and staff new Marketing/Communications Specialist
     positions at CHRA HQ – responsible for developing a business plan
     for CHRA’s HR web strategy and operations, communications
     strategies, tools, techniques and products.
7.   Review of Classification and Processing Division processes to gain
     efficiencies in expediting the flow of Requests for Personnel Actions
     within the Civilian Personnel Advisory Centers.
8.   Strategic Recruitment Discussions (upfront discussion on hiring
     strategy).

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                    CHRA Initiatives
                  Army Considerations
1.   Develop and implement modified business processes to expedite the
     issuance of CAC cards to newly hired civilian employees. Includes
     development of an automated in-processing forms tool.
2.   Revise Army policy on minimum area of consideration (AOC) for Army
     vacancies to less than Army-wide (installation, organization).
3.   Modify the automated self-nomination form and require applicants to
     address how they meet the minimum qualification requirements.
4.   Change self-nomination process to prevent applicants from self-
     nominating if they do not have a resume on file in Resumix.
5. Add the capability for applicants to withdraw self-nominations.
6. Encourage commands to relax mandatory command selection approval
     processes.

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                 CHRA Initiatives
               Army Considerations
7. Encourage commands to relax requirements on mandatory use of
   interview panels for certain jobs.
8. Encourage commands to eliminate local policies requiring selecting
   officials to interview all referred candidates for certain jobs.
9. Encourage Career Program FCRs to eliminate career referral
   requirements mandating minimum announcement open periods,
   outreach efforts, panel and interview requirements, and selection
   approvals.
10. Encourage commands to re-delegate authority to make advance-in-
   hire decisions, pay recruitment and relocation incentives to lowest
   practicable level.
11. Recommend that commands eliminate requirements to approve
   outreach recruitment efforts.


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                CHRA Initiatives
              Army Considerations
12. Consider permanent employees as internal candidates only
   when announcing vacancies through both merit promotion and
   delegated examining, if position is equivalent in pay and
   advancement to the position which the employee already holds.
    Facilitates one vacancy announcement for Merit Promotion
        and DEU.




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BRAC – The Right Person, in the Right Place, at the Right Time   8