Human Capital Program Assessment

Align HCOP and other EXRM strategic planning documents with the agency’sStrategic Plan.

Design and implement agency policies which describe how the use of data willsupport sound HC strategies and identify process improvements. This shouldinclude a process to identify deficiencies and a plan for remediation.

Publish all policy documents to appropriate staff.

Beginning with HCOP objectives, develop a clear feedback loop regarding policy implementation between EXRM and senior management on a regular basis, preferably at least quarterly.

Implement and report to agency senior management on measures of the effectiveness of new policies, programs, and initiatives.

Use data developed in the new performance measures to correct any deficiencies and improve HC policies and programs.

Create and publish a succession plan and supporting documents that conform to current OPM guidance, to include backfill and reorganization plans, and a list of all Mission Critical Occupations.

Identify and manage ongoing relationships with recruiting and outreach sources.

Implement steps to address the federal government-wide priorities identified in the Federal Workforce Priorities Report.

Develop and implement an annual assessment and review process of the Mission Critical Occupations plan.

Review policy and programs that directly relate to recruitment and retention such as: retention bonuses, flexible pay bands for hard-to-fill positions, career ladder positions, cross-training, easier hiring processes, and other flexibilities at HR’s disposal to recruit and retain qualified employees.

Create and distribute a survey to all employees regarding employee satisfaction with work life balance initiatives and publish the results. Repeat this process at least annually.

At the end of each EXRM-provided training, provide employees with the option to provide feedback on the utility of each training provided.

Create and distribute a survey to all employees regarding satisfaction with EXRM services, at least annually.

Develop performance management measures for each job series using a 360-feedback mechanism and appropriate data to set targets to drive improvement.

Utilize all available data sources in a targeted, data-driven manner to assess HC programs effectiveness and success. Follow-up on the results of assessments via formal written reports and hold personnel accountable to ensure the findings do not continue to occur in the future.

Develop a guide for evaluating the CPSC’s implementation of its HCF against best practices. This guide should include the following topics: technology solutions, resources, talent management, diversity of thought, risks, and collaborative efforts to improve operating efficiencies.

Initiate a communication plan and distribute this plan across the CPSC to all appropriate stakeholders. The plan should establish formal communication strategies with all appropriate agency stakeholders (messages, briefings, briefing notes, policies etc.).

Provide EXRM staff with appropriate training and resources to completemandated annual self-assessments.