Office of Talent Management (HC-20)

Office of the Chief Human Capital Officer

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Mission

The Office of Talent Management (OTM) is dedicated to recruiting, engaging, developing, retaining and advancing a diverse workforce of right-fit talent for the Department. As a steward and facilitator of the talent strategy, OTM provides employees and supervisors with a wide range of resources, including talent sourcing, professional development, leadership training and educational opportunities to cultivate individual and organizational excellence.

Functions

The Office of Talent Management comprises a complex set of management processes designed to manage Department of Energy’s greatest assets: their people. Through its Divisions (Corporate Recruitment and Outreach, Workforce and Organization Development, and Learning), OTM enhances the Department’s organizational culture by championing talent acquisition; employee retention; competency management; and career development.

  • Manage workforce development programs and evaluate their effectiveness to ensure that they improve performance and transfer knowledge and skills to DOE employees.
  • Provide guidance and resources to define, assess, and close critical workforce competency skill gaps.
  • Establish and manage a centralized recruitment and outreach program in support of the goals and mission of DOE.
  • Lead and direct the promotion of DOE as an employer of choice through targeted branding and communication
  • Establishes, supports, and monitors strategic approaches to achieving and sustaining continuous improvement in DOE workforce engagement and organizational effectiveness.

CORPORATE RECRUITMENT AND OUTREACH DIVISION

Mission

Provides strategy and services to identify talent needs, strategically source jobs and effectively onboard and orient new employees to the DOE. Develops and uses corporate approaches to determine and monitor current and future workforce requirements. Ensures that talent acquisition is streamlined, automated and introduces innovative recruiting and hiring processes.

Functions

  • Establish and manage a centralized recruitment and outreach program in support of the goals and mission of DOE.
  • Lead and direct the promotion of DOE as an employer of choice through targeted branding and communication.
  • Develop and/or facilitate internal and external programs to support talent acquisition and outreach initiatives.
  • Lead the selection, collection, and reporting of relevant recruitment metrics.
  • Manage employee onboarding and orientation programs to strengthen employee retention.

WORKFORCE AND ORGANIZATION DEVELOPMENT DIVISION

Mission

Strengthens DOE’s workforce capacity by providing quality, responsive, and innovative workforce development tools, services and solutions to create a culture of continual learning which promotes and fosters high performance and a rich quality of work-life to drive a performance oriented culture.

Functions

  • Identifies and develops workforce competency models, conducts workforce competency-based needs assessments, and develops and administers evaluations for workforce development activities and analyzes the results to determine their impact and effectiveness.
  • Designs, implements, maintains, and evaluates Leadership and Career Development Prograerms.
  • Establishes, supports, and monitors strategic approaches to achieving and sustaining continuous improvement in DOE workforce engagement and organizational effectiveness.
  • Develop business intelligence, demographic and trends analyses in support of increased understanding of drivers/factors workplace culture that impact employee engagement.
  • Administer and promote the annual Federal Employee Viewpoint Survey (FEVS), including the distribution of survey results and associated analyses.
  • Promote actions and best practices to strengthen employee engagement across the department through creation and management of engagement forums and Communities of Practice.

LEARNING DIVISION

Mission

Strengthens DOE’s workforce capacity and build a culture of continual learning and knowledge sharing by providing quality, responsive, and innovative learning products and services.

Functions

  • Evaluation – Develops and administers evaluations for learning activities and analyzes the results to determine their impact and effectiveness.
  • Learning Acquisition – Connects customers to appropriate learning solutions. Procures, implements, maintains, monitors enrollment and evaluates professional learning offerings for individuals and groups.
  • Training Funds Management – Evaluate and report departmental training expenditures; analyze and identify opportunities for efficiencies and savings
  • Learning Management – Administer the mandatory training program, manage the Learning Management System and develop policies and procedures for workforce development training
  • Training Needs Assessment - Plan, administer or evaluate training programs; conduct training needs assessments; compile requirements and determine ways to address the requirements through the creation of Annual Learning Plans.