Federal Buildings Personnel Training Act (FBPTA ... · PDF fileImplementation: Three...

Federal Buildings

Personnel Training

Act (FBPTA)

Implementation:

Three Government

Agencies in Action

Learning Objectives

• Discover how federal agencies are implementing FBPTA requirements

• Learn how the FBPTA competency model can be adapted to fit individual agency needs

Key Themes

• Consider professional development paths

• Focus on High Priority competencies

• Use FBPTA to evaluate existing agency approaches

• Private vendors play a critical role in delivering standardized credentials

We will show how a broad common competency model can be used to coordinate improvements to specialized sectors across

government.

Our Panel

• Maureen Roskoski, Senior Professional, Facility Engineering Associates, - Moderator

• Brian Gilligan, PE, National Program Manager, Office of Federal High Performance Green Buildings, GSA

• George Mino, PE, Senior Program Manager, Office of the Assistant Secretary of Defense, DoD

• Roy D Hirchak, CHFM, Chief, Operations and Maintenance, Defense Health Agency (DHA), DoD

• Dr. Paul Krasley, Vice Chancellor, VA Facility Management School, Veterans Administration

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.

GSA - Who is involved in implementing?

Facility Management Institutewww.fmi.gov

GSA - Office of Human

Resource Management

GSA Practitioners

(Governance Board)

• Maintain Core Competencies and Curriculum

• Assistance developing agency targets

• Apply consistent targets

• Engage with Collective Bargaining Units

• Encourage guided professional

development

• Assign consistent targets for positions

• Assess skills of personnel

• Align training with consistent targets

11

High-Priority Focus

Comp

Areas

(12)

Comp

Areas

(12)

Comp

Areas

(12)

Red Text

Core

Competencies

(43)

Significant "Federally-Specific" content

High-priority/high-value, impacts cost / efficiency

Legend

Innovation

FBPTA Competency Model

1. Management of Facities Operations & Maintenance

2. Performance of Facilities Operations & Maintenance

3. Technology

5. Safety

6. Design

7. Sustainability

8. Water Efficiency

Communication

Enterprise Knowledge

FBPTA

Establishment and Implementation

Personnel

Total Cost of Ownership

Life Cycle Assessment

Contracting

Budget Formulation and Execution

10. Business, Budget and Contracting

Initiate

Training

Closeout

Execute

9. Project Management

Regulations, Goals and Best Practices

Water Audits

Regulations and Requirements

Implementation

Planning

Infrastructure

11. Leadership and Innovation

12. Performance Measures

Acquiring Data

4. Energy Management

General Building Maintenance

Best Practices & Innovation

Technology Solutions

Building Automation Systems

Maintenance Management Systems

Life Safety Systems

Demand Reduction

Assess Initial Conditions

Commissioning and ESPC

Coordinate with Public Utilities

Planning, and Project Management

HVAC Systems

Electrical / Mechanical Systems

Building Systems

Building Interior

Building Exterior

Basic Requirements

Infrastructure

Contractor Program Oversight

Occupant InterfaceOther Facility Systems

Core

Competencies

(43)

Core

Competencies

(43)

12 Competency Areas

232 Performances

9 Competency Areas

80 Performances

12

GSA - 2014 Assessment

13

Building Manager Development Tracks

2015

Actions

Shave Energy

FEMP / NIBS

Federal References

Low-Cost Government

Penn State

FEMP / NIBS

Federal References

Property Management

FMA

RPA

Federal References

Facilities Management

FMP

CFM

Federal References

Structured On the Job Training

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Accelerate FM – Guided User Experience

What should contractors do?

Equivalent Standards

Better Buildings Workforce Guidelines Approved

FBPTA - Aligned

Technical Proposal

Individual Compliance

Self-Certify

DoD Implemenation

(16)

Review ongoing DoD workforce planning initiatives that impact the facilities management and O&M enterprise.

Describe the Defense Competency Assessment Tool (DCAT) and compare to the FBPTA

Describe how DoD is planning to implement both DCAT and the FBPTA

Statutory Mandates – DoD Facilities Workforce

(17)

Title 10, United States Code, Section 115b, requires biennial report to Congress about the DoD strategic workforce plan: Skills and competencies needed Appropriate mix of military, civilian, and contractor personnel Projected trends in workforce Gaps in skills and competencies, and means to close gaps

FY 2012 National Defense Authorization Act, Energy Manager Competencies and Training Curriculum

FY2010 Federal Buildings Personnel Training Act

DOD Competency Management Process

• Leverages existing competency models

• Conducts remote, online SME panels

• Establishes an enterprise competency assessment tool

• Provides baseline gap assessment

2 Weeks 2 Weeks 3 Weeks 4 Weeks

Draft list of technical

competencies

Prioritize list of competencies;

Draft SME-validated model

Competency validation and gap

assessment

Competency reports for DOD use; proposed

model revisions

Conduct SME Panels 1 & 2

Validate Model and Assess

Competency Gaps (in DCAT)

Report Findings and Prepare for Model Refresh

DOD

Component Competencies

Literature Review

Review Data

PHASE I: COMPETENCY DEVELOPMENT

PHASE II: COMPETENCY VALIDATION AND ASSESSMENT

DCAT Taxonomy

5-Tiered Framework

Tier 1 - Common Training

(soft skills, security, leadership)

Tier 2 - Occupational Series

(mechanical engineer or ME)

Tier 3 - Sub-Occupational Specialty

(HVAC ME)

Tier 4 – Component Unique

(Navy HVAC ME)

Tier 5 – Position Specific

(High Perf Bldg Navy HVAC ME)

(19)

Proficiency Levels

Level 1 - Awareness

Level 2 - Basic

Level 3 - Intermediate

Level 4 - Advanced

Level 5 - Expert

DCAT Initial Target Tier Level

DCAT vs FBPTA

Factor DCAT FBPTA FMI Tool

Target population Occupational series with at least 1,000 employees

Positions with large impact on facilities O&M cost

Competency Tier Level Tier 2 Tier 2 to 4

Determine criticality index For each competency For each competency

Determine proficiency levels (required and perceived)

For each competency For each performance/task

Assessment by Employee and Supervisor Employee and Supervisor

Qualifications to close competency gaps

Not available Large and growing database mapped to performances

(20)

DOD Competency Modeling Update

FY 2011-14 - Developed 80 competency models (started with Mission Critical Occupations or MCOs)

FY 2014-15 – Expanded modeling to include major occupations with 1,000+ civilian employees and STEM occupations (120 total, so 40 more to go):– 0810 Civil Engineering

– 1173 Housing Management

– 1601 Equipment & Facility Services

– 1640 Facility Operations Services

– 5306 Air Conditioning Equipment Mechanic

FY 2015 – Start addressing competency development for key positions in lieu of occupational series

(21)

02/05/2015

FBPTA Implementation Strategy

Proceed deliberately because all Components have some form of competency assessment tool to develop Individual Development Plans.

Use DCAT taxonomy to enhance FMI Accelerate FM

Have DHA perform pilot for key positions using FMI Accelerate FM, and use experience to request pilots by all the major Components.

Use FBPTA to drive standardized mapping of Component qualifications to eliminate duplication, and lower the cost and improve effectiveness of training.

Defer wide-scale FBPTA implementation until after completion and evaluation of all pilots.

(22)

• Medical facilities already on a higher standard to meet state/national accreditation standards.

• FBPTA used as a forcing function to re-think the normal Facility Manager’s roles and responsibilities (i.e.: core competencies).

• DHA leverage FBPTA to gain access to training opportunities for Facility Management staff.– § 2(d) Continuing Education requirement

DHA & the FBPTA

“Medically Ready Force . . . . Ready Medical Force”DRAFT | Pre-decisional | Not for Public Release

23

DHA Civilian Workforce Development Instruction(excerpt)

d. Develop facilities management workforce development guidelines and

recommended curriculum in accordance… “GSA’s Accelerate FM”

e. Establish training and education metrics for healthcare facilities

management personnel.

f. Develop and implement training for Services Facilities Staffs on DHA

directed performance standards and metrics/reporting.

DHA Workforce Development Instruction (Draft)


24

• 1. Technical– Life cycle facility management concepts

• 2. Business– Strategic planning and resources

• 3. Behavioral– Soft skills (leadership, communications, negotiations and change

management)

• 4. Enterprise Knowledge – Align facilities to meet the mission/culture/policy

– Inter & intra- dependencies

DHA Balance


25

Technical Business Behavioral Enterprise

Knowledge

Operations and Maintenance

Strategic Planning Leadership Mission

Planning and Design Asset Management Teamwork/Team Building VisionBuildings Systems Finance and

AccountingInterpersonal Relationships

Strategic Direction

Project Management Contract Monitoring Mentoring/Coaching ValuesConstruction Procurement Negotiating Culture/TrustCode Compliance Real Estate Critical Thinking SystemsCost Estimating Acquisition and

LeasingCommunication Processes

Space Planning MHS Budget Process Change Management Resource AllocationEnvironmental Health and Safety

Risk Management Quality and Innovation

Energy Management Contingency Planning Future Issues/TrendingFM Technology Ethics/Law Performance EvaluationSustainability Human Resources BenchmarkingCommissioning Organizational

PlanningSecurityLife-cycle AnalysesDMLSS-FMAccreditation

Functions and Skills to Support MTF Mission


26

• Organizational

– Site/campus to Region to Headquarters (roll up)

• Individual

– FMI – Accelerate FM (GSA Tool) & DCAT(OSD HR Tool)• Pilot @ Ft Belvoir and Camp Lejeune

– Certifications/ License (i.e.: PE, CHFM, CFM, etc.)

• Individual Development Plan (IDP)

– Based on gaps or shortfalls in skills, IDP is a written plan to gain the skills over time!!

Skills Assessment & Gap Analysis


27

Sample DHA IDP


28

Contact:

Roy Hirchak

Chief, Operations & Maintenance

Ops & Life Cycle Integration Branch

DHA Facilities Division

210-292-8530

Questions & Answer


29

Speakers

Dr. Paul F. KrasleyVice Chancellor

Facilities Management School Office of Acquisition and Logistics

Dr. Paul F. Krasley is Vice-Chancellor of the VA Acquisition Academy Facilities Management School, where he oversees the training of VA’s facilities management workforce. Dr. Krasley has 35 years of

experience as an education, training, and performance improvement professional focusing on increasing staff performance using project and program leadership, and training and development. Prior to his position with VA, Dr. Krasley worked for Defense Security Service (DSS) Center for the

Development of Security Excellence where he served as the Senior Education Program Specialist and advisor for the development, implementation, and maintenance of education programs and

accreditation. Dr. Krasley has developed and implemented projects and training programs as an engineer, director, and vice-president using the Instructional Systems Design (ISD) and Analysis, Design,

Development, Implementation, and Evaluation (ADDIE) models for e-learning, computer-based, and virtual reality programs in the commercial, state government, Department of Defense, and intelligence

community environments. Dr. Krasley holds a Bachelor of Science degree in Human Resources Management and Labor Relations, a Master’s degree in Instructional Technology, and a Ph.D. in

Education in Training and Performance

31

MissionThe Facilities Management School (FMS) provides professional development, training, and continuous learning opportunities for the Department of Veterans Affairs Facilities Management workforce.

Goals:• Create a Center of Excellence• Professionalization of FM• A library of electronic resources, including:

- Webinars- Shorts- Toolkits- Virtual conferences- Self-Assessment Tools

• Alumni Network• Online Courseware

FMS Mission and Goals

FBPTA

10 Occupational Specialties

FMS Develops Career Map

IdentifiedCompetencies

Human ResourcesGoverning Board

VA VALU

FMS Competency Curriculum Matrix

Certification Policy

Courseware Development

VA FM Transformative Initiative

FMS History

Identify Assessment Tool

Training Needs Assessment

32

Submit Assessment Requirements

33

Available Courses (16)

FMS 001 Introduction to Facilities Management

FMS 105 Building Automation Systems Basic

FMS 105B Building Automation Systems Advanced

FMS 106 Building Automation Systems (Combined)

FMS 107 OSHA 10 Hour

FMS 204 Construction Contract Management

FMS 206 OSHA 30 Hour

FMS 306 Certified BMET Preparation

FMS 307 Certified BMET Hands On Lab

FMS 401 Manag. of VA Facilities for Supervisors and Managers

FMS 402 VA Construction Management

FMS 403 VA Healthcare Facilities Management

Future Planned Courses (28)

FMS 002 Intro. to Design, Operation & Maintenance

FMS 003 Intro. to Building Automation Systems

FMS 102 Design, Operation, & Maintenance Pt. 1 and 2

FMS 104 Technologies and Its Application in VA FM

FMS 108 Energy Management & Controls

FMS 109 Asset Management

FMS 110 Real Estate Investment & Finance

FMS 111 Budgeting & Accounting

FMS 112 Air Handling, Water Treatment & Plumbing Systems

FMS 115 OSHA 6000 for VA Collateral Duty Safety Officer

FMS 201 Environmental Health & Safety Issues

FMS 202 Law & Risk Management

FMS 205 Construction Scheduling Analysis

FMS 209 Managing the Organization

FMS 301 Governance, Performance, & Process Improvement

Available and Future Planned Courses

34

Trades Training

FMS 010 Air Conditioning & Chilled Water Systems

2-day Air Conditioning and Refrigeration

2-day Chilled Water Systems

1-day Water Treatment for Boilers, Chillers & Cooling Towers

FMS 020 Boiler Plant Operator

2-day Steam Systems Maintenance, Safety & Optimization

2-day Boiler Operation Maintenance and Safety

1-day Water Treatment for Boilers, Chillers & Cooling Towers

FMS 030 2-day Plumbing and Pipefitting for Plant and Buildings

FMS 040 Generators, Emergency Power & Arc Flash

2-day Generators and Emergency Power

3-day Arc Flash Electrical Safety NFPA 70E

FMS Library of 1,400 Related Courses

Certification

MedGas ASSE 600 Medical Gas Systems Specialist

ASSE 6010 Medical Gas Systems Installer

ASSE 6015 Bulk Medical Gas Systems Installer

ASSE 6020 Medical Gas Systems Inspector

ASSE 6040 Medical Gas Maintenance Personnel

ASSE 600R Re-Certification

Brazing Proctor, Brazing Lab Materials and Testing

FMS 501 FM Certification IFMA FMP

FMS 502 FM Certification IFMA SFP

FMS 503 FM Certifications IFMA CFM

Workshops

Available and Future Planned Courses

On the Road

Independence, Ohio FMS 204Kansas City, MO FMS 040Miami, FL FMS 010 | 020 | 030 | 040

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FAITAS

37

Paul Krasley

Vice Chancellor

VAAA Facilities Management School

http://www.acquisitionacademy.va.gov/schools/fm/index.asp

[email protected]

Questions

Panel Discussion

Future Work

Future Work

• Sharing of Resources both training and mapping data

• Opportunities for coordinated approaches for working with human capital/resources across organizations

• Role of Operations & Maintenance Contractors

Come to our Afternoon Workshop

Achieving Tangible Results: How to build a talent management program using FBPTA & FMI

Hands On Live Demo of New FMI Tool

3:10 - Same Room

Questions?

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