Definitions

There are eight areas in Strategic Human Capital that must be addressed in order to be successful in achieving the short and long-term goals listed above. These areas, appropriately titled “Standards for Success,” are just smaller pieces of a larger, more comprehensive picture.

Comprehensive Human Capital Plan

OPM Key Components of HC Plan
Implement a comprehensive Human Capital Plan that is fully integrated with the agency’s overall strategic plan, analyzes the results relative to the plan, and uses them in decision making to drive continuous improvement.

Organizational Structures

Analyze existing organizational structures from service and cost perspectives and implement a plan to optimize them using redeployment, restructuring, competitive sourcing, E-Gov solutions, and delayering, as necessary; and have a process in place to address future changes in business needs.

Succession Strategies

Succession Planning Process
Succession strategies, including structured executive development programs, result in a leadership talent pool and agency meets its targets for closing leadership competency gaps.

• Performance Appraisal Systems
  Handbook for Measuring Employee Performance
  Demonstrates that there are performance appraisal and awards systems in place for all managers and SES level employees, as well as for more than 60% of the workforce, that effectively:
• Link to agency mission, goals, and outcomes
• Hold employees accountable for results appropriate for their level of responsibility
• Differentiate between various levels of performance (i.e., multiple performance levels with at least one summary rating above Fully Successful)
• Provide consequences based on performance.

In addition, at a beta site, there is evidence that:

• Clear expectations are communicated to employees
• Rating and awards data demonstrate that managers effectively planned, monitored, developed and appraised employee performance
• The site is ready to link pay to the performance appraisal systems.

The agency is working to include all agency employees under such systems.

Under-Representation

Reduced under representation, particularly in mission-critical occupations and leadership ranks; established processes to sustain diversity.

Skills Gaps

Talent Management System

Meets targets for closing competency gaps in mission critical occupations, and integrates appropriate competitive sourcing and E-Gov solutions into gap closure strategy.

Hiring Timelines Reduced

Improving Speed in Federal Hiring

Is on track to meet its planned aggressive hiring timeline goals and hiring process improvements.

• Accountability System

OPM: The Accountability System