Are human capital approaches assessed with respect to the agency's ability to attract, acquire, promote, and retain quality talent?

Elements of YES

The agency has mechanisms in place to track and evaluate recruitment, hiring, merit promotion, and retention activities. The agency periodically evaluates strategies in order to improve effectiveness. A comprehensive strategic rewards approach is planned and implemented to create a rewards environment that attracts candidates and promotes employee commitment.

Suggested Performance Indicators

• Policies and procedures indicate how recruitment, hiring, promotion, and retention activities are evaluated.
• Agency conducts "lessons learned" or other evaluation activities and uses the findings to make improvements.
• New hire performance data, including supervisor surveys, are collected and analyzed.
• Demographics of candidates (age, race/national origin, gender) are compared to demographics of the agency workforce and geographical recruitment area.
• Retention trends are tracked and analyzed.
• The agency tracks and analyzes data on mission-critical competencies and occupations. Various recruitment metrics are collected and analyzed, such as average time to hire and cost per hire. Industry benchmarking is conducted
• Validity studies are conducted on assessment methods to ensure that the best candidates are selected.
• Cost benefit analyses of strategic rewards and other initiatives are used to refine plans and target future funding requests.
• Customer service and GWS and/or other climate surveys are conducted and analyzed and relevant results are factored into change in strategy.
• Statistical data are analyzed related to the relative success of various types of appointments and recruitment/retention flexibilities.
• Attitudes toward hiring process are collected from applicants.