2007 Competitive Sourcing Report
Department of Labor (DOL) FY 2007 Competitive Sourcing Program Alignment with Strategic Management of Human Capital Initiatives
The Department of Labor (DOL) has continued close coordination of its Competitive Sourcing and Strategic Human Capital Management initiatives to enable its continued success under the President's Management Agenda, while providing services to its employees to help prevent potential adverse impacts.
The Department's approach involves offering a full range of services to mitigate any potential disruption to its employees. These services include:
- Educating the workforce;
- Securing authority to offer Voluntary Early Retirement (VERA) through the end of FY 2008;
- Securing Voluntary Separation Incentives on a case by case basis;
- Enhancing employee placement tools;
- Implementing an automated system to track the status of all DOL employees affected by A-76 competitions who may be eligible for priority consideration;
- Providing retirement and financial planning sessions to employees impacted by the A-76 process;
- Continuing the Department's Competitive Sourcing Workgroup; and
- Providing career transition and placement assistance services for employees affected by A-76 competitions.
DOL's efforts to educate the workforce involve on-going workshops to assist potentially affected employees in Resume Writing and Interviewing Skills; Strategies for Managing Your Career; and Writing an Individual Development Plan (IDP). These have been extremely popular and the feedback received is very favorable. Employees find these workshops to be timely and very helpful. The Department continues to update and maintain the HR community website on its Intranet, which facilitates one-stop shopping for technical guidance and information on HR policies, procedures, and best practices, including information and tools for HR support of competitive sourcing. The number of visits to the site has been increasing and the feedback has been excellent.
DOL's concentration on assisting employees potentially affected by competition has been extremely successful. During FY 2007, no employees were separated from the Department as a result of A-76 public-private competitions.
The Department will continue its current efforts and look for new ways to improve upon services to maximize coordination with employees, unions and management so that all affected groups work together to decrease potential adverse impacts to the maximum extent possible.