V. Talent

Agency has closed most mission-critical skills, knowledge, and competency gaps/deficiencies, and has made meaningful progress toward closing all.

Critical Success Factors

Workforce Analysis

The agency identifies, through a systematic process, mission critical occupations and competencies needed in the current and future workforce, and develops strategies to close the gaps.

Questions

1. Does the agency identify mission-critical occupations and competencies?
2. Does the agency conduct business forecasting to determine what changes are expected in the work of the agency and how these changes will affect the agency's workforce?
3. Does the agency develop and use recruitment and retention strategies to close anticipated workforce competency gaps?

Compete for Talent

The agency develops short and long term strategies and targeted investments in people to create a quality workplace designed to attract, acquire, and retain quality talent.

Questions

1. Are senior leaders and managers involved in strategic recruitment and retention initiatives?
2. Are recruitment strategies appropriately aggressive and multi-faceted?
3. Does the agency use flexible compensation strategies to attract and retain quality employees who possess mission-critical competencies?
4. Does the agency provide work/life flexibilities, facilities, services, and programs to make the agency an attractive place to work?
5. Are human capital approaches assessed with respect to the agency's ability to attract, acquire, promote, and retain quality talent?
6. Are agency leaders and HR professionals reviewing recruitment, hiring, and merit promotion programs to ensure fair hiring and placement actions?
7. Does the agency application process enable rather than deter job seekers?