The Naval Supply Systems Command (NAVSUP) Enterprise is no stranger to being on the cutting edge of business processes, however when the COVID-19 quarantine and stay-at-home orders began, the human resources office (HRO) had to take it to the next level.

While other Department of Defense organizations have frozen hiring during the COVID-19 quarantine, the NAVSUP HRO has been able to successfully adapt their processes and procedures in order to continue to fill positions across the NAVSUP Enterprise.

Even though the entire HRO staff are working from home, they have continued to work classification and recruitment requests, conditions of employment, and have developed a virtual on-boarding process.

NAVSUP Director of Civilian Human Resources Scott Stada explained the importance of implementing the new process.

“The virtual on-boarding process was developed out of necessity due to the current social distancing requirements and restricted access to naval installations,” said Stada.

The process begins once employment conditions are met and from there, command advisors establish an entrance on duty (EOD) date.

“As we move forward in setting an EOD, we frequently connect with supervisors and ensure they understand their increased role in the on-boarding and orientation process given our new virtual environment,” Stada remarked. “Our supervisors have been very proactive in ensuring their employees are prepared work in this new environment.”

Once the EOD is set, new hires receive their report to duty instructions via a virtual in-processing session held over teleconference.

Following the teleconference, any forms the new hire is required to complete are uploaded into the USAStaffing system. The on-boarding process also includes an electronic new employee briefing that covers command policies and programs for informational purposes.

Finally, on the date of the EOD, the new employee calls into a designated conference line and is sworn in by HRO personnel.

NAVSUP Assistant Commander of Corporate Operations Jane McMullen noted the effectiveness of the new hiring process.

“The development of the virtual on-boarding process enabled NAVSUP to continue hiring personnel vital to ensuring that we are ready, resourceful, and responsive during this critical time,” said McMullen. “I applaud NAVSUP HRO’s hard work and dedication to the Navy’s mission.”

To date, NAVSUP HRO has successfully on-boarded 67 new hires over the previous two pay periods.

According to Stada, hiring has also been successful outside of the local area.

“The DoD stop-movement order limited our ability to on-board new employees reporting from outside the local commuting area,” said Stada. “However, we have been able to work several permanent change of stations and travel waivers through command leadership to on-board new hires filling mission critical vacancies both CONUS and OCONUS.”

Due to their steadfast efforts, the NAVSUP HRO has been able to continue supporting the Navy’s mission during this unique time.

“This is a true success story. Our staff adapted to numerous changes and overcame many obstacles while continuing to coordinate and complete the hiring process, supporting NAVSUP and the Navy during a critical time period,” concluded Stada. “We have in most instances been able to avoid losing top candidates to other employers and have allowed the Enterprise to continue its critical mission by avoiding staffing shortages.”

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