Open Recommendations

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.

Establish formal communication strategies with all appropriate agency stakeholders (messages, briefings, policies etc.).

Publish all policy documents to appropriate staff.

Review and update all human capital policies, e.g., HCOP, Human Capital Policy, and Delegated Examining Policy, at least every five years.

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.

Assess the impact of HC policies, programs, strategic goals, and initiatives on organizational performance, and develop and hold staff accountable to meet milestones designed to implement new policies, programs, and initiatives.

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

Develop key performance measures that reflect the effectiveness of EXRM’s support of the CPSC’s mission.

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

Update and publish directives and SOPs for all major HC areas and routine HC tasks.

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.

Require periodic reviews of all succession planning elements to foster continuous improvement.

Identify and manage ongoing relationships with recruiting and outreach sources.

Identify the CPSC-specific skill and competency gaps and establish a process to close those gaps.

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

Develop initiatives through Strategic Workforce Plans.

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

Develop and implement a process to report turnover data by office to senior agency management at least annually. This process should include feedback between EXRM, senior agency management, and staff in the affected offices.

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.

Publish formal policies and procedures governing performance management within the CPSC.

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.

Present and implement a plan to address employee concerns voiced in the survey.

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 effectiveness and employee satisfaction with the employee awards program and each office’s bonus pool and publish the results. Repeat this process biennially.

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