good morning everyone I'm Clarissa Hernandez and I'll be your moderator for this installment of the tecnet Cyber 2023 webinar series The Urgency of action focused aligned and ready on behalf of caresoft Technology I'd like to welcome you to the servicenow webinar delivering dod's cyber security Workforce of the future to tell you a little bit about caresoft we're a trusted government I.T Solutions provider delivering software and support solutions to federal state local and education customers Kershaw maintains dedicated teams to support sales and marketing for all of its vendors I'd like you to introduce our speakers for today's presentation Stephanie haymond solution sales executive Department of Defense intelligence community at servicenow and Emily Curry Corey Solutions consultant employee workflow app servicenow with that I like to turn it over to our first presenter of the day Stephanie the floor is yours thanks so much Clarissa and everyone thank you so much for joining us on the line um we're going to focus on all things talent management and during this webinar and during the time that we have together this morning and as Clarissa mentioned feel free to utilize um the chat I'll monitor that throughout our presentation and demonstration today will also take some time towards on the end of today's webinar too just to do a deeper dive into questions um comments that you may have so we really look forward um to making this is engaging as possible and really making sure too that um we're meeting your current needs it's around these really important issues that are very much top of mind right now in the dod and National Security space as far as how we recruit and retain that top technical Talent especially and um the Cyber Fields right now um a few months ago DOD released its cyber Workforce strategy talent management was sprinkled throughout that strategy just in ways that we had not seen um before in other strategy documents coming from DOD for instance goal two in that um cyber strategy was to establish an enterprise-wide talent management program to better align Force capabilities with current and future requirements and then to identify Workforce Trends and future skills that are needed um disa just released a few weeks ago so hot off the press its Workforce 2025 strategy as well and also talent management was thoroughly covered in that strategy as far as leveraging skills developing skills of their internal Workforce and then forecasting future Talent names based on the mission then the tech Trends and Workforce trends that they're seeing within the agency so with that in mind um how do we then leverage tax Solutions to anticipate those skill gaps um that we have in the future and then leverage the um Workforce gold essentially that we have internally within our agencies and tap into those current skill sets and then further develop um those skill sets to to hone in on Cyber fields and really developing more of that expertise internally to meet those future needs that we're seeing and we can progress to the next slide here so um it's no secret you know that DOD does face a lot of challenges here but we're also going to um articulate during this brief that there are a ton of um unique opportunities and strengths that DOD um brings to the table um one thing we discussed at disa TechNet cyborg a few weeks ago is what workers really are looking for in employers were seen as changing and some of these changing Trends are very much um strengths of DOD um the younger Generations like Millennials um gen Z are looking for skills development right now um they're looking for high value work that's close to the mission these are two things that DOD can absolutely bring to the table right now as far as say into some of these younger Generations look you might not have um expertise focused on Cyber right now but here's a professional development plan based on certifications and on-the-job training that we can provide you to really hone in um on that in the future there are some Trends here um that I won't neglect um talking about that I'm glad to see these strategies that DOD is really focusing on so that way we can be more proactive to come to combat some of these trends like the Aging Workforce um right now they have a high of retirement eligible Workforce so how we can best capture some of these um younger Generations um also keeping in mind they're not staying at one agency as long as we've seen other Workforce Generations in the past but keeping in mind some of those trends how do we best capture them and incentivize them um to to stay longer at our respective agencies and we can go on to the next slide here so the focus um that uh we're going to provide is identifying the right people for the right work at the right time and our old way of doing this was um putting out a job description um targeting those outside the agency why do we keep falling into these same patterns um uh sometimes not realizing because we don't have the right Tech Solutions at our fingertips what skills we have right under our nose um right now so with skills um we're able to build these skills also internally not only identifying them within our Workforce but creating learning opportunities training coaching mentorship in that natural um flow of work so then we can develop a much more agile Workforce that is focused on skills and um if we progress to the next slide skill development is something that employees are seeking out as well um 27 of Millennials um and Generation Z said that the top reason they leave their job is because they didn't have the opportunity to grow and develop in their career and then we've also seen um that 94 of employees say they would stay at a company longer if it invested in helping them learn and to grow so how we combine the mission of our organization understand the skills that we currently have today and then how they might map um to Future needs and then what skills has a particular person identified what future skills might that person best match up to you will take some time um and show you the tech solution that we uniquely bring to the table um that that provides just that and then we can progress to the next slide here um as far as focusing how on how disa has um tackled this challenge um and liking in it is General Skinner uh mentioned a few weeks ago to a marriage um between fulfilling the needs of the employee and identifying a longer term professional development plan for them um both by fulfilling those future needs of the agency and then by developing and identifying skills of the current Workforce and then mapping it out um to those future needs and then General Skinner said when introducing this Workforce 2025 strategy said quote we're going to make sure that where we can we're going to identify the strengths of the individual the expertise of the individual and where those best aligned to the missions within the organization it truly is a deliberate and intended marriage between that position and that person but then how we visualize and mobilize our skills supply chain with these critical skill sets like cyber um and then so many of us really indeed are sitting on this Talent gold as we um refer to it at servicenow with these types of critical skills that are right under our nose right now but no way to really effectively tap into it especially in a massive way when you're looking at a large agency such as disa um with such an extensive Workforce and we can progress um to the next slide so we have the ability to do this through combining people process and technology and Emily is going to dive deeper into these um three areas and then the technology that we bring to the table um to map this out and we can't do this effective talent management without this technology to cultivate the workforce we need and retain that Workforce longer term um and like I mentioned earlier where I've seen just a ton of Buzz around this right now there was one whole track just on workforce management talent management at just a TechNet cyber um a few weeks ago that Dove deeper into this problem set but what we wanted to explore this webinar as we all have a very acute understanding of the problem but how do we leverage technology AI um to address this proactively um and uh give these younger Generations meet the expectations of these younger generations and we can progress to the next slide and then I'll hand it over to uh to Emily to show us more of this solution so going back to how we've likened skills to Workforce gold um a bunch like Workforce much like actual gold these critical Tech skills are in high demand and there aren't enough of them to meet agency needs and then like goal two these skills can be aligned just beneath the surface and visible to the naked eye um they're precious they're on low Supply but very high demand um and then going on to the next slide and our grade school history here we're calling with the gold rush of 1849 um just panning for gold was very manual very time consuming but then when Hydraulics came into play it brought access speed and volume so technology back then was also changing the game um and word are very similar Crossroads now where we can effectively mine for this Workforce gold for these skills and then map them to Mission needs so I'll turn it over to Emily to explore this more dive into the solution and again thank you everyone for attending today we're really looking forward to it thanks so much Stephanie so like Stephanie was discussing dods going through a talent crisis it's very apparent that people process and Technology are at the core of this crisis like she said the public sector Workforce is aging and really is in the process of a generational shift in fact 75 percent of the global Workforce will be Millennials or gen Z by 2025 which means that dod's business as usual won't cut it anymore we need to shift the approach on how we acquire engage and upskill the talent so let's dive a little bit deeper into this starting with people people are ultimately at the center of everything we do and with multiple Generations within the workforce ranging from Boomers who are very traditional and loyal to gen Z who grew up with technology their entire lives and have different expectations different expectations meaning different priorities in fact 27 percent of Millennials in gen Z said that the number one reason they'd leave their job is because they did not have the opportunity to develop and grow their career think about that for a second almost one-third of that majority of our Workforce says they're ready to just get up and leave their job if they feel like they aren't getting opportunities to develop and grow their careers that's pretty impactful employees want growth development and recognition and the proper tools to do their jobs so we have this Talent crisis in very different Generations in the workforce but at the end of the day it is simple the common denominator that all generations have are skills you may not realize it but scales actually have a shelf life just like we saw with the gold rush skills become outdated and irrelevant with new processes and Technology now is the time to reskill and upskill to keep up with what's needed across Department of Defense we need to have the right people doing the right work at the right time in different roles within the agency have different priorities when it comes to skills which is important to create balance and Effectiveness leadership is obviously focused on the overall strategy and ensuring the right Talent is in place to support the mission supervisors need productivity and output to execute on the mission and employees care about their own career Journeys and progression opportunities focusing on skills reskilling upskilling really benefits all three stakeholders to help achieve their goals and ultimately the mission so we've talked about how much employees want to feel the commitment with their skills development but we need to change the approach to prove we're invested in helping our Personnel learn and grow we all know DOD is deep rooted in processed and change doesn't always come easily but it can be a simple way to keep top talent that are motivated by career growth and development 94 percent of employees say they will stay at an organization longer if it invested in helping them learn and grow think about that if you have a process to show employees how committed you are to their growth and development the vast majority will stay longer knowing they have future career progression opportunities and covet is a great example that proved government can pivot and reevaluate processes agencies re-evaluated positions and job descriptions that focused on strengths versus actual only looking at formal accreditations and were extremely successful and things like telework became much more widely accepted and really by doing so it opened up the pool of talent people that previously may not have been interested in being required to go into an office every single day for example so let's embrace the change to the process to cast our net wider to capture new and diverse Talent we must find a way to build a clear path forward it's time to ask the tough questions and question things like do leaders have visibility into required cyber skills do we need more Talent with appropriate skills can the talent we have be reskilled and upskilled how do employees track their skills is it easy to see the recruiting process today are there improvements that can be made do employees have line of sight to a promotion or career progression and ultimately what matters to that person so looking at the third component of this technology we all know can Technologies continually evolving in the cyber security Arena of course but think back to the Gold Rush workers were spending hours doing physical manual labor and in today's terms spreadsheets are equal to that back-breaking activity younger Generations grew up with technology at their fingertips and expect to use tools that help them do their jobs better DOD must Embrace technology to be relevant and have a fighting chance for top talent over 50 percent of organizations believe they have insufficient data about skills creating a barrier to Workforce Readiness this is powerful because organizations are not leveraging technology to track skills and are therefore not capturing data about employee readiness and therefore there's uncertainty about Mission readiness leverage technology to automate skills intelligence this means higher performing teams a better employee experience more efficiency productivity and engagement the system is the Breakthrough human-centered technology that transforms the way agencies hire reward and grow their people unlike tools available today it will remove the bias friction and error found in traditional approaches so you can be smarter and more agile hiring the right people based on skills they have versus their degrees or job history use skills intelligence to identify high potential employees based on insights not anecdotes create Dynamic career paths for each employee surfacing new opportunities for skills development roles and experiences within the agency and ultimately level the playing field with Rich diverse backgrounds and capabilities if you're not familiar with servicenow we're the intelligent platform for end-to-end digital transformation and skills intelligence is just a part of that we're very clearly recognize this problem and are bringing a talent management solution to Market later this summer we acquired a company that was a leader in skills technology and talent Marketplace Solutions and we're currently re-platforming the skills-based talent management product to work with the rest of our employee experience platform so we'll provide an intuitive experience and self-service for employees help improve these processes with workflows leverage artificial intelligence mean machine learning data analytics and integration with defense Business Systems and USA Staffing to rapidly address the race for cyber Talent now I need to include our Safe Harbor statement I'm going to talk a little bit about some future products that are that are going to like I said hit the market later this summer um I mentioned we acquired a solution currently re-platforming that so it's not a bolt-on it's going to be embedded within our servicenow platform but it's still in limited release so there's still some some caution surrounding it um with this this is called our it's called employee growth and development and it's going to have aspects of um career Hub and manager Hub is what we're calling it essentially it allows employees and managers to understand where employees are allows them to explore new opportunities within the agency and ultimately guide them to take action that helps them to achieve their goals this is where managers can view Consolidated employee growth and development activities for their team all in one place managers and employees can also explore and collaborate on plans to help achieve growth outcomes in a purpose-built interface and most important insights and recommendations from growth and development applications that are easily accessed here so ultimately skills intelligence is the key um and I do have um the ability to actually show you a little bit of um what's to come um keep in mind this is still um in our limited release so um it's very hot off the press they just officially announced this at our user conference a few weeks ago um so again really excited to walk you through this employee growth and development there's going to be a few different components of this the skills intelligence and aspirations is what we're going to highlight today but being able to support growth conversations and have the growth plans built into this platform is really very exciting so engagement with employees is something that's huge and Powerful this is actually an example of a proactive prompt so engaging with them through teams for example so this is encouraging me to add skills proficiencies to my employee profile so let's change the process right instead of looking at things like skills and career progression annually through my my review perhaps this helps me stay on top of what I'm capable of and being able to add these to my profile so others know that I have these skills in my tool belt right um being able to identify what my proficiency level is telling me what my profession what this level rating means right being able to help me understand what each level means so I can go through and rate myself on these different skills and then actually add these to my profile I can see my career profile and see what skills I've added what recommended skills I may have that may not already be on my profile and being able to add them here um again just having a central place to be able to look at what my profile looks like even being able to see my existing experience kind of like a resume internal to the agency right being able for others to be able to view my profile too I can drill into the different skills too being able to look to see if I need to change my my proficiency level on this or add a comment on this specific skill I can do so and keep in mind this is our um employee Center Pro I'm going to drive into career Hub here um in a moment but this is that same One-Stop shop portal that servicenow provides for self-service so ultimately being that level of Engagement that an engagement layer being able to provide employees answers and requests at one central place right so my tasks for example my career related tasks are all accessible through here same where training tasks might be or approvals might be if I am a manager so this isn't another portal this would be Consolidated and being kind of that One-Stop shop for employees to be able to get their answers when they need them so careerhub is the single destination for all the resources the support guidance that I need to be able to grow my career I can see who's in my circle so people like managers mentors or teammates suggestions based on what I've already added to my profile those tasks and suggested trainings are here too it offers Smart Suggestions that really connect like a career coach helping me to drive and stay on top of my my development driving into aspirations these are essentially step-by-step guidance being able to identify what an employee would like to focus on whether that's a new role acquiring a new skill or a special interest and really these have the power to be able to transform into an actionable growth plan so complete with learning um with learning uh recommendations based on current skill gaps additional growth activities and abilities to connect with mentors and peers to help me complete this experience so I'm able to get started identify what type of aspiration I would like to do so this could be something as simple as mastering a skill maybe getting a certification or exploring an interest area but in this case I know I want to move towards a new role I'm able to identify you know in the system automatically knows what my role is and can actually make suggestions based on different positions that would be a promotion or a progression within my field so in this case I know I want to move to a managerial position it actually is able to give me some insight into the role details so job description what types of skills are required I can even see other people within the organization that currently have this role so again from a mentorship perspective or being able to ask questions of what is a day in the life look like I can actually you know ping these people and and you know get to know them potentially so with this I'm able to fill out some details identify you know why I would like to do this um I can then decide who gets to see this so do I want to send this to my manager is this something I want to track privately or I can select individuals mentors or coaches um that that can also be in the loop with this I can actually preview this to make sure what I am putting forth in my aspiration is something that I approve of and can you know make changes as I need to before I actually go ahead and submit this aspiration so now my manager and I are ready to have a conversation about my goals and be on the same page of my what the expectations are to really be able to progress and grow my career so keep in mind is everything we've talked about today and in light of you know having the technology being able to track things like skills and supporting the people and and the the people with the priorities of of being able to track my career progression and having the the support from the the agency to do so this is what this provides and again it's an essential intuitive experience uh not another portal to add to the mix right and and the goal of this is to do this very proactively versus only annually and and having those conversations much more regularly to meet the employee where they are and ultimately help them get to where they want to go so that was just a brief overview um of of what's to come later this summer um always happy to to have follow-ups too to talk more about where the solution is and where it's going um but ultimately now is the time I I you know I hope that you agree that this is the time to take action uh agencies need to up their skills game to keep up with cyber security requirements and this really is a pivotal Point coming out of covid DOD and the government can change the process and be a leader on talent management and attract and retain that highly demanded cyber security skills of today's world and ultimately employee growth and development isn't just the luxury anymore it's a necessity based on generational expectations and retaining that top talent with an aging Workforce across government so um appreciate the the time today and and look forward to any future conversations included Stephanie Mai's uh contact information on here always happy to discuss further and if there are any questions please feel free to incorporate them in the the chat or q a pod too um but again really appreciate everybody's time and look forward to seeing how dod is able to retain that top talent and really develop that cyber Talent of the future thanks Emily yeah I'm really curious um with those who are joining us on the line um what you think about this um thank you Connie I'm just seeing a a question where can this be located to review again um so Connie uh we're happy too to schedule a separate session too because there were other capabilities um within this talent management solution that just due to our limited time we didn't have an opportunity to explore a little bit more um deeply so we're happy um to schedule some time with you of course um there are materials on our website as well that uh we can follow up with Clarissa is going to send a follow-up email with some additional resources so we'll have that included um but as Emily mentioned a lot of this is late breaking um is going to be rolled out how this summer as a more formal solution within the servicenow platform um but we can go over it a lot more um individually and then this summer you'll see a lot more publicly available in addition uh to what's out there now uh and then let's see we got another question um are there any checks and balances with ratings I think highly rated but really might be average um need to be objective um and subjective Emily let me know um your thoughts there sure yeah I'm happy to take that one yeah so um I think that's where the the collaboration and conversations with the the manager and supervisor is extremely important right being able to have an open Dialogue on skill level skill proficiencies um you can certainly wrap the great thing about service now is we do workflows really at our core so being able to wrap any type of review process surrounding these types of um the skills proficiencies for example would be a great one to maybe have somebody sign off that they agree on that rating system because yeah I agree that is extremely subjective um qualification right so um definitely something happy to talk offline too on on other options but yeah absolutely there can be some checks and balances built in and then um the follow-up question there too tying directly into Back to Basics curriculum with any learning management system um the purpose of what we bring to the table is exactly that to tie back into what respective LMS that you're using so very much so um and again we're willing to dive more deeply into that too and show you um how some of those integration touch points um with whatever curriculum you're using happen and then Todd had a question really interested in how to set out the integration between servicenow HR Service delivery and USA Staffing can you possibly address that configuration and Todd um this is something that we commonly do with users of HR Service delivery um is that integrated with USA Staffing Emily and I are working with a few customers right now on uh on doing just that so it's absolutely possible Emily if you have anything more to to add there on the integration piece yeah I'd say that's it's probably a deeper conversation than would make sense to go into right now but always happy to follow up offline and get you some resources and information on our Integrations um servicenow plays really well with others through Integrations with apis um it's really just being able to bring the data and that can be you know bi-directional depending on um the permissions and such on the other application or system so um yeah happy to follow up offline on that and talk further and even connect you to others that you know internal service now have done Integrations um and and have done implementations and and connections just like that so yeah great question right okay um thank you lover wine Connie Todd and others uh for those questions if anyone else on the line has questions um feel free to include them in the chat um our contact information is located on this line as well so Connie um if you'd like to sit down with us individually we're happy to do a deeper dive into this solution um one other thing is I know a lot of you on the line are very familiar with the servicenow platform so what I really um like about this solution that we've focused on during today's webinar is how it meets the employee in that natural flow of work this isn't a one-off siled system of record that they need to constantly remind themselves to access it's not disconnected from what they um what their plan is with their manager too oftentimes when talking to those within DOD they'll say look I really want to dedicate some time into learning additional skills and completing more training and my manager however is disconnected from that process I am having a lot of trouble just even doing my day-to-day tests nonetheless additional things and so what I like about this is it really cohesively connects that employee Journey so to speak so the um the employee the manager leadership is very much on the same page with where that particular employee is going and Leadership also is seeing some of the those overall Trends and those results too the one thing we didn't have a chance to dive into or the dashboard capabilities with this so they can see the results of incorporating a text solution like this like for instance how many more certifications in cyber Fields um they're getting and how they're filling some of those um Gap Mission gaps and closing those gaps so I know with my own personal experience I worked for years in DOD before joining the servicenow team and I always felt um like these performance reviews what little talent management support that I personally received was very disconnected from the rest of my experience within the agencies that I that I served in and it would have been helpful too just to have that greater collaborate with my manager throughout that I'm not seeing any more questions in the chat right now um and we can okay here's one more it would be interesting to see how dod looks at the Cyber industry um uh mbas versus I.T computer science um backgrounds yeah and if you wouldn't mind elaborating um on that question a little bit more you asking about um I identifying the educational backgrounds of people and using this to see okay do they have um maybe more of a business MBA focused background versus something more computer science and drawing that out and then leadership identifying no look we really are looking for okay yeah those with computer science backgrounds for us to place into those cyber fields and yeah that's exactly one component of this solution of um meme just using me as an example uploading what skills that I currently have um look at my educational background to what I've gotten degrees in and then um I leadership at a particular agency can identify okay we really want to hone in on those with computer science and I.T backgrounds for some of these cyber fields and we want to focus our attention on prioritizing those candidates on these professional development tracks that's a great question I think Stephanie to just follow up on that I think the fact that you know you then have the analytics surrounding it right being able to I'd filter based on you know what are commonalities of similar skills within a specific role specific Department you know things that kind of go hand in hand together that maybe they're insights that you may not have noticed before because from our experience there isn't anything quite like this within DOD today right so there is not a ton of of skills tracking and and you know having that data readily available to then be able to have those insights and make decisions and identify the gaps the skill gaps right so I I agree it's very exciting the fact that you know this is all I think very topical very you know the timing of this is is working well I think in the fact of that this is a priority for DOD this is something we're releasing here you know within the next few months that it's just going to be hopefully a great marriage and being able to help with that cyber you know race for talent right so agree it's definitely going to be interesting to see how it all kind of comes together yeah well said Emily well thank you everyone for the time that you spent with us during this webinar we're very much looking forward to follow-up conversations um with you all and helping you with this journey and implementing these strategies to that are coming down from our leadership right now so thanks everyone for joining the line um Curacao pass it over to you thank you Stephanie and Emily for being with us this afternoon and I just wanted to thank all of our participants who joined today we hope this webinar has been helpful for you and your organizations