build a high performance team: federal building … roskoski, sfp, leed ap o+m is the corporate...
TRANSCRIPT
Presented by:Brian Gilligan, National Program Manager, General Services AdministrationMaureen Roskoski, Corporate Sustainability OfficerFacility Engineering Associates
Build a High Performance Team:
Federal Building Personnel Training
Act (FBPTA)
Speakers
Brian GilliganNational Program Manager
General Services Administration
Brian Gilligan is the National Program Manager for Implementation of the FBPTA in GSA’s Office of High Performance Green Buildings. He
came to GSA in 2009 serving as a Workplace Strategist helping Federal agencies reduce costs and environmental impact and enhance
the health and welfare of their workers through improved space planning. He is a former US Navy Civil Engineer Corps officer having served nearly a decade in roles in Facility, Energy, and Construction Management at bases in the US and overseas. He is registered as a Professional Engineer in Mechanical Engineering and holds an MS in
Civil and Environmental Engineering from Stanford University.
Speakers
Maureen RoskoskiSenior Professional, Corporate Sustainability Officer
Facility Engineering Associates
Maureen Roskoski, SFP, LEED AP O+M is the Corporate Sustainability Officer and a Senior Professional at FEA. She has
worked with existing facilities on building certification, energy management, and sustainable facility management during her
nearly 20 years of practice. Maureen has worked with commercial and federal facilities on energy audits, preparing Strategic Sustainability Performance Plans, and conducting energy and sustainability training. She has experience with
competency models, job task analyses, and workforce development.
Learning Objectives
1. Learn the “Why” of the Federal Building Personnel Training Act (FBPTA)
2. Understand the need for the 2015 Update to the FBPTA Competency Model & Curriculum
3. Identify the new FBPTA Aligned qualifications
4. Become familiar with the new and updated tools that can help you comply with the FBPTA
• What does HP/world class mean to you?• How do you get there?• What role does the team play? • How do you prove you have achieved becoming
an High Performance Organization?
High Performance Teams
FBPTA: Why?
Perhaps $2B / year in operational costs
Source: General Services Administration (GSA) Estimates based on the Pacific Northwest National Laboratory Study “Assessing the Potential for a FEMP Operations and Maintenance (O&M) Program to Improve Energy Efficiency”, 2002
7
FBPTA: What is required?
• Core Competencies for Federal buildings Personnel
• Recommended Curriculum and Continuing Education
• Annual updates to Competencies and Curriculum
• Compliance by all Federal buildings personnel
• Method for contractor compliance
“…core competencies …relating tobuilding operations and maintenance, energy management, sustainability, water efficiency, safety (including
electrical safety) and building performance measures.”
Performance Results
Operational Improvement Process
Organizational Assessment
Operations Review
Training Needs Assessment
Workforce Development
Plan
Operations Process
Improvements
Workforce Training
Organizational Assessment
Operations Review
Training Needs Assessment
Workforce Development
Plan
Operations Process
Improvements
Workforce Training
Performance Results
The Right Training Based On Actual Job Needs!
Alignment with Mission, Vision, and Values- Align employee
development to goals and values
- Identify KPIs that relate to mission readiness and productivity
- Support alignment of competencies with Mission
Competency Needs Assessment- Identify existing
relevant competencies
- Determine industry specific competencies
- Identify proficiency level requirements
Competency Modeling- Analyze competency
needs assessment findings
- Determine similarities and difference in competencies
- Build customized competency models
Workforce Assessment- Establish proficiency
requirements - Utilize industry tools
to assess knowledge and skills of staff
- Allow for supervisor assessment
Planning- Outline a path for
closing competency gaps
- Determine how to measure and report competency of staff
- Continually assess workforce
Talent Development Program
FBPTA Competency Model
11
FBPTA: It Takes A Team!
12
FBPTA: Who?
Facility Management
Energy Management
Building Operations
GSA • 11XX, • 8XX, • 6XX, • 3XX
• 8XX, • 3XX, • 11XX• Contractor
• 16XX, • Contractor
DoD(DHA Pilot)
• 8XX, • 11XX, • 3XX• Military
• 8XX, • 3XX, • Military• Contractor
• 16XX, • 54XX, • Contractor
VA(Baltimore Pilot)
• 8XX • 8XX• Contractor
• 42XX,• 47XX, • 53XX• Contractor
2015 Update
13
2015 Annual Update
Energy Management Qualifications
Building Operations
Qualifications
Streamlining
New Competencies
Resources
Alignment with Mission, Vision, and Values- Align employee
development to goals and values
- Identify KPIs that relate to mission readiness and productivity
- Support alignment of competencies with Mission
Competency Needs Assessment- Identify existing
relevant competencies
- Determine industry specific competencies
- Identify proficiency level requirements
Competency Modeling- Analyze competency
needs assessment findings
- Determine similarities and difference in competencies
- Build customized competency models
Workforce Assessment- Establish proficiency
requirements - Utilize industry tools
to assess knowledge and skills of staff
- Allow for supervisor assessment
Planning- Outline a path for
closing competency gaps
- Determine how to measure and report competency of staff
- Continually assess workforce
Talent Development Program
Accelerate FMFEDSAT
15
Accelerate FM\
Long-term professional development
FEDSAT
Identify and fill basic knowledge gaps
What do I need to know?How well do I know it?
What resources can help me?
16
FEDSAT
Live! – https://sftool.gov/fedsat
Dashboard: What do I need to know?
17
What resources can help me?
18
19
Accelerate FM: Career professional development
Live! – https://acceleratefm.us
Position Profiles: What do I need to know?
20
21
Find Qualifications: What resources can help me?
Dashboard: How is my career doing?
22
Alignment with Mission, Vision, and Values- Align employee
development to goals and values
- Identify KPIs that relate to mission readiness and productivity
- Support alignment of competencies with Mission
Competency Needs Assessment- Identify existing
relevant competencies
- Determine industry specific competencies
- Identify proficiency level requirements
Competency Modeling- Analyze competency
needs assessment findings
- Determine similarities and difference in competencies
- Build customized competency models
Workforce Assessment- Establish proficiency
requirements - Utilize industry tools
to assess knowledge and skills of staff
- Allow for supervisor assessment
Planning- Outline a path for
closing competency gaps
- Determine how to measure and report competency of staff
- Continually assess workforce
- Explore and select career pathways
Talent Development Program
Facilities Career MapAccelerate FM
Early / Transitional Journeyman Master
Facility Management
EnergyManagement
BuildingOperations
FEDSAT C
ompletion
BOMI – PAC BOMI – RPA
BOMI - SMC BOMI – SMT
BOC – BOC I BOC – BOC II
IFMA - FMP IFMA - CFM
AEE - EMIT AEE - CEM
Based on ”FBPTA – Aligned” credentials
ASHRAE - OPMP
ASHRAE - BEAP
24
Simplified career pathways
Early / Transitional Journeyman Master
Facility Management
EnergyManagement
BuildingOperations
FEDSAT C
ompletion Building Operations
CertificateBuilding Operations
Professional
Energy ManagerAEE – CEM
BBWG Recognized = 3rd Party accreditation; more rigorous and sustainable long-term
“BBWG – Recognized” Providers
Facilities Career Map facilitiescareermap.feapc.com
Facilities Career Map facilitiescareermap.feapc.com
To learn more:
Facilitiescareermap.feapc.com
Watch this video:
Facilities Career Map Introduction
Video
Alignment with Mission, Vision, and Values- Align employee
development to goals and values
- Identify KPIs that relate to mission readiness and productivity
- Support alignment of competencies with Mission
Competency Needs Assessment- Identify existing
relevant competencies
- Determine industry specific competencies
- Identify proficiency level requirements
Competency Modeling- Analyze competency
needs assessment findings
- Determine similarities and difference in competencies
- Build customized competency models
Workforce Assessment- Establish proficiency
requirements - Utilize industry tools
to assess knowledge and skills of staff
- Allow for supervisor assessment
Planning- Outline a path for
closing competency gaps
- Determine how to measure and report competency of staff
- Continually assess workforce
Talent Development Program
FBPTA Competency Model Accelerate FM
FEDSAT Career Map
What can contractors do?
Equivalent Standards
Better Buildings Workforce Guidelines “Recognized Provider”
“FBPTA – Aligned” Qualifications
Technical Proposal
Individual Compliance
Self-Certify
31
FBPTA: 2016 Program Priorities
• Address high–priority competencies not covered– Technology – Technical Advisory Group
• Increase online “FBPTA-Aligned” resources– FEDSAT, FEMP/NIBS, IFMA Essentials, ETS/Red-Vector
• Stakeholder Advisory Group
• Contractor language (GSA O&M Contracts)
Proposed Improvements to FBPTA• Compliance at organizational rather than individual level
– Agencies develop implementation plan including impacted positions and “coverage”
– Identify preferred pathways for career development; progress toward goals
– Pursue basic proficiency in all high-priority competencies
• Define a role for OPM
– Guidance and instructions on “position management” and pre decisional involvement
– Review agency implementation plans
– Designate code for facilities-related positions (similar to acquisition workforce)
• Define funding available:
– Property disposal, ESPC – O&M maintaining Energy Savings Measures, Acquisition
– Central funding for training32
Questions?Let’s Connect!
Contact: Brian Gilligan, GSAEmail: [email protected]
Contact: Maureen Roskoski, FEAEmail: [email protected]
www.feapc.com
Slides are available
for download
Come to Our Other Sessions!
• Session #2: Three Agencies Building High Performance Teams: GSA, DOD, and VA - One Year Later - 10:00-10:50
• Session #3: Tools You Can Use To Build A High Performance Team Part I: FEDSAT – 3:10 – 4:00
• Session #4: Tools You Can Use To Build A High Performance Team Part II: Accelerate FM - 4:10-5:00