ABERDEEN PROVING GROUND, Md. — The recently updated U.S. Army Communications-Electronics Command Human Capital Plan outlines the command’s continued commitment to strengthening our most valuable asset: our people. This document, initially launched in 2019 and now on its second iteration, provides strategic direction goals, objectives, and initiatives that address how CECOM will overcome human capital challenges.
“People are the strength behind our force, and as such, we must continue to enhance our commitment to our CECOM team. An essential part of readiness is ensuring we have strong, uplifted people behind our mission,” said Maj. Gen. Robert Edmonson II, CECOM Commanding General. “The Human Capital Plan helps us to ensure we are cultivating a diverse and inclusive workforce that is always ready.”
The original plan addressed a number of human capital challenges including the recruitment and onboarding of top talent, and ensuring our current workforce received the training and experience necessary to fill future vacancies created by the impending retirement surge. The plan successfully paved the way for the creation of new human capital programs which allowed CECOM to continue strengthening its workforce. These programs include the New Employee Orientation, supervisor town halls, pre-hire assessments for supervisors, CECOM hiring policy, mentoring program, and the career development employee program. Headquartered on APG – an installation known for its innovation– CECOM wants to attract the best talent to continue innovating now and into the future.
The updated plan not only highlights these successes in detail and demonstrates how these programs benefit CECOM employees, but also lays the framework for continued success in four major focus areas: recruitment, talent management, succession planning, and retention. By leveraging ‘This is My Organization’ (TIMO), the human capital plan also maps out how we measure ourselves and how we continue to ensure accountability for achieving the SOUL of CECOM People Strategy objectives of diverse, inclusive, and ready professionals.
“The 2021-2024 plan ties in everything we are doing in the command from the human capital perspective,” said Casey Kugler, Human Capital Division Chief. “By leveraging workforce feedback such as the FEVS and town halls, the plan also allows each member of the CECOM team an opportunity to help shape our human capital goals, objectives, and initiatives.”
Additionally, the updated Human Capital Plan demonstrates a crucial way that feedback throughout the command is used. Feedback received from the Federal Employee Viewpoint Surveys (FEVS), town halls, supervisor town halls, and workshops is a main driving force that feeds the command’s human capital initiatives. For example, one of the areas on the FEVS where CECOM could improve was the senior leadership engagement portion. From this, the senior leader engagement plan was developed which outlines specific examples and actions to empower leaders to lead by example.
The 2021-2024 CECOM Human Capital Plan can be accessed from the left navigation bar on the G1 SharePoint page: https://cecom.aep.army.mil/cecom/home/G1/SitePages/G1.aspx.
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