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From page 159... ... 5 Elements of the Department of Homeland Security Workforce Readiness and Resilience Strategic Plan Companies that make the change from good to great have no name for their transformation -- and absolutely no program. They neither rant nor rave about a crisis -- and they don't manufacture one where none exists. Read the entire page →
From page 160... ... 160 A READY AND RESILIENT WORKFORCE FOR DHS prehensive approach that addresses multiple avenues at once. The committee does not view the plan as something that the WRR administrator compiles in a silo; it needs input and collaboration from the entire department. Read the entire page →
From page 161... ... ELEMENTS OF THE STRATEGIC PLAN 161 smoke are more likely to quit and stay quit after a worksite tobacco cessa tion program if workplace dusts, fumes, and vapors are controlled and workplace smoking policies are in place. Promote employee participation. Read the entire page →
From page 162... ... 162 A READY AND RESILIENT WORKFORCE FOR DHS were not integrated to create a comprehensive focus on resilience. Employee trust in programs offered by DHS remains an issue, and a longterm strategy to guide program development has never been in place. Read the entire page →
From page 163... ... ELEMENTS OF THE STRATEGIC PLAN 163 of support that is uniform among components. These departmentwide principles will trickle down to the components, which can then identify their specific priorities on the basis of the overall framework and policies. Read the entire page →
From page 164... ... 164 A READY AND RESILIENT WORKFORCE FOR DHS committee has recommended, such as leadership development, communication, information technology, and DHSTogether. Recommendation 5 will require an upfront investment for the infrastructure needed for measurement and evaluation in year 1 (see Table 5-1) Read the entire page →
From page 165... ... ELEMENTS OF THE STRATEGIC PLAN 165 enforcement organizations. The committee views the implementation of these two programs as "easy wins" that DHS can quickly and easily move forward with inasmuch as the infrastructure to support them already exists. Read the entire page →
From page 166... ... 166 A READY AND RESILIENT WORKFORCE FOR DHS than 6 percent) Read the entire page →
From page 167... ... ELEMENTS OF THE STRATEGIC PLAN 167 during site visits said that they refer their staff to the EAP when they saw a need, the staff often stated that they did not know what services were available to them, were concerned about confidentiality, or had heard from others that the EAP counselors do not understand the types of stressors that they encounter regularly. The committee also heard during its site visits that EAPs are not always available immediately after crises, inasmuch as an EAP has 72 hours to respond. Read the entire page →
From page 168... ... 168 A READY AND RESILIENT WORKFORCE FOR DHS According to the literature, EAPs can improve employee engagement, improve skills for responding to life's challenges, develop employee competencies to manage workplace stress, and reduce absenteeism (Rothermel et al., 2008) Read the entire page →
From page 169... ... ELEMENTS OF THE STRATEGIC PLAN 169 BOX 5-3 Guidance and Methods for Measuring EAP Utilization and Impact Operational Definitions for Metrics  Participation (Utilization) Rates -- components of measuring and re porting case and supportive services utilization  Denominator and numerator for calculating participation rates among problem groups (EAP case rate utilization) Read the entire page →
From page 170... ... 170 A READY AND RESILIENT WORKFORCE FOR DHS  Provide required metrics to DHS so that it can assess the use and effect of the program. The US Coast Guard (USCG) Read the entire page →
From page 171... ... ELEMENTS OF THE STRATEGIC PLAN 171 BOX 5-4 CG SUPRT The US Coast Guard (USCG) recently renamed and rebranded its employee assistance program (EAP) Read the entire page →
From page 172... ... 172 A READY AND RESILIENT WORKFORCE FOR DHS nents such as those who work in operation centers. The existing DHS peer support programs are generally well respected within the components, and, although not perfect, they do fill a need. Read the entire page →
From page 173... ... ELEMENTS OF THE STRATEGIC PLAN 173 rent staff who helped to create, support, and implement peer support programs and can disseminate lessons learned. As with any program, however, to be successful, top leadership must support the program and communicate support for its use. Read the entire page →
From page 174... ... TABLE 5-1 Elements of the Workforce Readiness and Resilience 5-Year Strategic Plan 174 Overarching Goal: Establish an Integrated Core Culture of Readiness and Resilience Annual Elements for Implementation, Years 1–5 Activity (by Whom) Year 1 Year 2 Year 3 Year 4 Year 5 Recommendations 1, 2, and 3: Develop and promote a unified strategy and vision; clarify and expand roles, responsibilities, and authority for workforce readiness and resilience (WRR) Read the entire page →
From page 175... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Read the entire page →
From page 176... ... Annual Elements for Implementation, Years 1–5 176 Activity (by Whom) Read the entire page →
From page 177... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Read the entire page →
From page 178... ... Annual Elements for Implementation, Years 1–5 178 Activity (by Whom) Year 1 Year 2 Year 3 Year 4 Year 5 Recommendation 4: Establish a sustainable leadership development program in DHS (Chapter 3) Read the entire page →
From page 179... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Year 1 Year 2 Year 3 Year 4 Year 5 Develop and disseminate core curricula; call Review, modify, for component- and continuously X X specific content improve based on curricula 2-2. Read the entire page →
From page 180... ... Annual Elements for Implementation, Years 1–5 180 Activity (by Whom) Read the entire page →
From page 181... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Read the entire page →
From page 182... ... Annual Elements for Implementation, Years 1–5 182 Activity (by Whom) Read the entire page →
From page 183... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Year 1 Year 2 Year 3 Year 4 Year 5 Recommendation 5: Improve organizational communication to enhance esprit de corps; cultivate a culture of readiness and resilience; and align public perception of DHS with its accomplishments (Chapter 3) Read the entire page →
From page 184... ... Annual Elements for Implementation, Years 1–5 184 Activity (by Whom) Year 1 Year 2 Year 3 Year 4 Year 5 External Communication Strategies 3-3. Read the entire page →
From page 185... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Year 1 Year 2 Year 3 Year 4 Year 5 Solicit information from workforce about Implement Review, modify, what multimedia and continuously X X communication dissemination improve vehicles work best for different members 3-5. Read the entire page →
From page 186... ... Annual Elements for Implementation, Years 1–5 186 Activity (by Whom) Read the entire page →
From page 187... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Read the entire page →
From page 188... ... Annual Elements for Implementation, Years 1–5 188 Activity (by Whom) Year Year 2 Year 3 Year 4 Year 5 Recommendation 6: Develop and implement a measurement and evaluation strategy for continuous improvement of workforce readiness and resilience (WRR) Read the entire page →
From page 189... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Year Year 2 Year 3 Year 4 Year 5 collected continuously (after completion of analysis of existing data) Read the entire page →
From page 190... ... Annual Elements for Implementation, Years 1–5 190 Activity (by Whom) Read the entire page →
From page 191... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Read the entire page →
From page 192... ... Annual Elements for Implementation, Years 1–5 192 Activity (by Whom) Year Year 2 Year 3 Year 4 Year 5 (contract with software development company) Read the entire page →
From page 193... ... Annual Elements for Implementation, Years 1–5 Activity (by Whom) Year Year 2 Year 3 Year 4 Year 5 (USM; CHCO in coordination NBGH and use with OHA; component agencies) Read the entire page →
From page 194... ... a A review and updating of the DHS EAP policy has been under way for more than 2 years in the headquarters Human Capital Office. 194 This needs to be given higher priority, with full support of WRR. Read the entire page →
From page 195... ... ELEMENTS OF THE STRATEGIC PLAN 195 REFERENCES Collins, J Read the entire page →

From page 159...

... 5 Elements of the Department of Homeland Security Workforce Readiness and Resilience Strategic Plan Companies that make the change from good to great have no name for their transformation -- and absolutely no program. They neither rant nor rave about a crisis -- and they don't manufacture one where none exists.