Are workforce strategies based on identified current and future human capital needs, including size and deployment of the workforce and the competencies needed to carry out the mission?

Elements of YES

The agency has a comprehensive strategic workforce plan that addresses both current and future workforce competency requirements. Human capital strategies are derived from workforce demographic studies, agency staffing information, competitive sourcing studies, and analyses of the effectiveness and efficiency of the agency's organizational structure. Workforce strategies include descriptions for recruiting, hiring, deployment, retention, and other staffing and development initiatives. Human capital staffing and training strategies anticipate changes due to e-Government and competitive sourcing. Agency tracks demographic information on the workforce.

Suggested Performance Indicators

• Published strategic workforce plan includes mission-critical positions, current needs, projected business growth, future needs by competency and number, a process to assess competency gaps and basic plan to close the gaps identified.
• Staffing data showing trends in appointments, promotions, conversions, separations, and retirements are analyzed regularly, and decisions are based on documented data.
• Review of demographic data and management decisions based on HR staff recommendations are documented.
• Agency uses multi-faceted techniques to close competency gaps within the organization (e.g., strategic recruitment, mid-career hiring, training).
• Agency has a strategic recruitment plan tied to organizational objectives and desired outcomes.
• Analysis of workforce demographics includes indicators such as size, distribution of workforce (including SES) by grade/series/geographic locations, types of positions occupied, pay plan, veteran representation, gender, race and national origin representation, average age, average grade, etc.
• Agency conducts regular assessment of its need for, and deployment of, executive resources.