Recruitment Strategy 
                  Table of Contents
                        Strategy, Outcomes and Means
                        Roles & Responsibilities
                        Overview Diagram
                        Summary of Annual Agency Recruitment Work Plan Activities
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           Recruitment Strategy 
           Strategy, Outcomes and Means
         Strategy 
          •
            Improve the Acquisition and Utilization of Talent;  to recruit the right people with the right skills at the  
                          right time with an infrastructure for recruitment that will assist FFAS to acquire and retain a 
          well qualified diverse workforce to carry out the missions of FAS, FSA and RMA
         Outcomes
          •
            To reduce the future mission critical occupations with skill needs (gaps)
          •
            To decrease the number of ‘voluntary’ terminations
          •
            To increase number of high quality new hires
          •
            To decrease the days to fill vacancies (customer sensitive) 
          •
            To increase the diversity of new hires
          •
            To increase the FTE utilization rate
         Means
          •
            Incorporate the Workforce Analysis results into the 5 year Recruitment Strategy and/or the Agency 
          Annual Recruitment Work Plans in order to efficiently and effectively address the skills and 
          competencies needs for future mission critical occupations
          •
            Develop and utilize recruitment work plans and retention initiatives to close anticipated workforce 
          skills and competency needs as defined by OPM, i.e., HR Manager, current position descriptions, 
          SMEs, etc. 
          •
            Involve senior leaders and managers in strategic recruitment, marketing, and retention initiatives
          •
            Identify investments in recruitment activities, HR flexibilities and tools, and retention strategies
          •
            Ensure recruitment strategies are aggressive and multi-faceted
          •
            Use flexible compensation strategies to attract and retain quality employees who possess mission 
          critical skills and competencies
          •
            Ensure the application process enables rather than deters job seekers
          •
            Continually improve the recruitment and retention activities by assessing performance results  
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                        Recruitment Strategy 
                        Roles & Responsibilities
                    Agency Management:
                              Participate with HR in workforce planning efforts to set recruitment goals and budget
                              Hold lower level management accountable for meeting skill and diversity objectives
                              Provide  feedback  regarding  past  recruitment  initiatives  and  make  recommendations  for 
                               improvement
                              Ensure quality, competent candidates are selected to fill mission critical occupations
                              Consider  candidate  pools  from  all  special  emphasis  programs,  e.g.,  various  student 
                               programs
                    Human Resources (KC and WDC):
                              Participate with Agencies and Field Offices to set policy, objectives, and structure for an 
                               effective and efficient recruitment program
                              Provide overall leadership, guidance, and coordination on recruitment and outreach
                              Collaborate with Agency management, Civil Rights and Outreach Staffs, and HR specialist to 
                               develop, implement, and evaluate strategies, plans, policies, and programs designed to 
                               acquire quality, competent candidates/employees
                              Develop, implement, and evaluate strategies, plans, policies, and programs to meet 
                               recruitment goal
                              Work with recruitment teams to participate in recruitment and retention activities
                              Implement and execute the Recruitment Strategy and Agency Annual Recruitment Work 
                               Plans at the field level
                              Participate in local, community-based recruitment activities
                    Field Offices:
                              Participate in recruitment teams and attend career fairs, conferences, etc.
                              Participate in analyzing workforce data and developing recruitment work plans
                              Implement and execute the Recruitment Strategy/Agency Annual Recruitment Work Plans
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                         Recruitment Strategy 
                         Overview – Process Flow Diagram
                                                   Annual Training & Development Plan
                                               Civil Rights and Diversity Initiatives
                                             Leadership Succession Initiatives
                            FSA 
                          Mission                 Workforce Analysis
                                                  • Mission Critical
                                                   Occupations                                FFAS
                           RMA                    • Leadership Positions                     5 Year
                                        Needs     • Skills / Competencies      Needs      Recruitment      Agency
                          Mission                  Needs (gaps)                                            Annual
                                                  • Turnover / Attrition                    Strategy
                                                                                                         Recruitment 
                                                  • Retirement Eligibility                                Work Plan 
                            FAS                   • Demographics / Diversity
                          Mission                                                                          (and Budget)
                                                                                                         Performance 
                                                        Retention Initiatives                             Indicators
                                                     Knowledge Management Initiatives
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              Recruitment Strategy 
              Summary of Annual Agency Recruitment Work Plan 
              Activities
           Step 1: Review Agency Mission and Identify Recruitment Implications (Due by end of 4Q)
            •
               Review the Agency Strategic and Budget Performance Plans, the Annual Performance Report, its  
            mission, goals and performance indicators and determine possible recruiting activities and resource 
            needs required to support the accomplishment of the Agency mission. 
           Step 2:  Examine Workforce Analysis Results (turnover, retirement projections, skill needs, 
           demographics, trends, etc.) with Agency Management (Due by end of 4Q)
            •
               Evaluate Workforce Analysis results (per USDA Workforce Planning and Succession Planning 
            Guidance provided by HRD Director’s office) to:
                 •
                   Identify mission critical occupations (MCO) with future vacancies; and their critical skill needs
                 •
                   Identify future leadership vacancies and their skill needs
                 •
                   Identify specific recruitment sources, e.g., universities, associations, advertisement locales, 
                 internal pools (Student Programs, Disability Programs, etc.)
           Step 3: Evaluate Impact / Outcomes of Recruitment Programs (Due by end of 1Q)
            •
               Analyze and evaluate previous recruitment plans, performance outcomes, lessons learned, barriers, 
            and best practices; and identify improvement opportunities to improve recruitment and placement 
            effectiveness.  Assess previous outcome data re: job placement follow-up data, exit interview data, 
            days to fill vacancies, diversity of new hires and reduction of skill needs (gaps).
                                      CONTINUED
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