4.2: Human Capital
Improve the strategic management of the Department's human capital. Other Information:
Investment in the Department’s workforce remains a key element in creating a culture that promotes management excellence and
accountability. Strategic management of human capital (i.e., the selection, development, training, and management of a high-quality
workforce in compliance with merit system principles) is recognized as one of the cornerstone initiatives to improve program
performance across the federal government. The Department will continue to implement an ongoing human capital management plan
to ensure that skilled, high-performing employees are available and deployed appropriately. Strategy 1. Improve performance
culture. The Department will strengthen the employee performance appraisal system and related processes to foster a results-oriented,
high-performing workforce. The performance management systems will differentiate among levels of performance, linking individual
and organizational performance to the Department’s organizational goals and desired results. The Department will continue
to offer management training in these areas and provide managers with the freedom to manage while also holding them accountable
for results. Strategy 2. Foster leadership and accountability. Department managers will demonstrate leadership competencies
that cultivate a culture of accountability and inclusiveness and promote continuous learning and improvement. The Department
will develop leaders who think strategically, inspire and motivate employees, and achieve results. Supervisory officials will
be held accountable for managing employee performance and dealing appropriately with poor performers. Succession management
activities will develop competent leaders ready to lead the Department into the future. Strategy 3. Close competency gaps
in the workforce. The Department will continue efforts to identify and strengthen core competencies for mission-critical occupations.
The Department will develop and implement strategies to close both skill and resource gaps while maintaining a diverse workforce.
Strategy 4. Improve the Department’s hiring process. While significant progress has been made, the Department must improve
further to attain the 45-day hiring cycle goal set for the federal government. The Department aims to reduce the hiring cycle
of non-Senior Executive Service employees (from the vacancy announcement closing date to the employment offer date) and use
feedback from managers and applicants to increase process effectiveness and hire employees in a timely fashion. The Department
will encourage managers to utilize all the tools at their disposal to recruit and hire highly qualified individuals.
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