Stabilization and Reconstruction Staffing - RAND Corporation

88 Stabilization and Reconstruction Staffing: Developing U.S. Civilian Personnellocal government, private sector) would most likely be able to providepeople to fill each billet. This analysis should be based primarilyon the functional requirements for that billet.The lead HR office should render periodic reports to the NSCSRO PCC and OPM on the status of recruiting and retentionefforts, providing specific data on the performance of each federalagency charged with filling JMD billets.The NSC SRO PCC should designate an agency or office (e.g.,OPM, S/CRS) to be responsible for conducting periodic audits ofthe personnel designated for specific JMD billets, to ensure thatthey are qualified and remain availableThe lead HR office should analyze JMD billets to identify thosein which there is little or no federal expertise, and should planand, if possible, arrange for other personnel sources (e.g., allied,state, or local governments, or the private sector) to fill them.OPM and department/agency regulations should stipulate whena U.S. government office supervisor may and may not hinder theparticipation of one of his or her employees in SSTR operations.From the requirements stipulated in the JMD, the lead HR officeshould determine what, if any, inducements are required to attractand retain the personnel needed for a strong civilian staff:•••••––••Standard options, such as signing bonuses, specialty pay, andretirement and promotion benefits, should be consideredexplicitly.Nonstandard benefits, such as specialty training and accessto intelligence on world hot spots (subject to adequate securityclearance and a need to know), should also be consideredexplicitly.In light of the above analyses, OPM should compare existingauthorities to staffing requirements to determine what, if any,additional authorities or legislation is needed to ensure thatrecruiting efforts will result in a full, competent staff.As part of the task to ensure a performance culture, the NSCSRO PCC and the lead HR office should hold periodic exercisesin which SSTR HR personnel simulate the implementation of theworkforce plan. These exercises should be attended by those actu-