15: Human Capital

Manage human capital so the Library is able to maintain an outstanding workforce with the skills, resources, and dedication to deliver a range of high-quality, cutting-edge services in all the Library’s program and support areas

Other Information:

Planned Outcomes: The Library’s external and internal customers will recognize improved service, and both performance and customer satisfaction will increase. The Library’s knowledgeable, skilled, diverse, and high-performing workforce will meet the current and emerging needs of its customers. The Library’s racial, ethnic, and gender makeup will reflect that of the customers it serves. Library employee morale will increase, serving as a means to attract and retain talented staff who demand high performance of themselves and their co-workers. Performance Measures: 1. Publication of meaningful and measurable performance baselines for all Library programs and support functions. (All Library organizations and OM&T) 2. Design and implementation of workforce planning tool (HRS, OWD, and service and enabling infrastructure units) 3. Design and implementation of staffing and recruitment plans. (HRS, OWD, and service and enabling infrastructure units) 4. Design and implement measurable, outcome-oriented performance management systems (HRS and service and enabling infrastructure units) 5. Number of days to fill competitive selections. (HRS and all service and enabling infrastructure units) 6. Number of days processing key personnel transactions (e.g., personnel actions, position classifications, and leave programs). (HRS) 7. Design and implementation of Individual Development Plans and performance plans linked to the Library’s strategic goals, including development plans for knowledge navigator-curators. (HRS and service and enabling infrastructure units) 8. Submission and passage of legislation authorizing new approaches to managing human capital. (HRS and Office of the Librarian (LIBN)) 9. Design and implementation of a comprehensive Diversity Action Plan. (OWD) 10. Design and implementation of a new, improved Equal Employment Opportunity system for addressing allegations of employment discrimination in the workplace. (OWD) 11. Development and implementation of an effective, multiyear affirmative employment plan promoting diversity, inclusion, and equal employment opportunity for all Library employees. 12. Results of surveys of class participants and supervisors to ascertain whether training added value and improved performance. (OM&T and HRS) 13. Number of courses offered and supported to assist managers and supervisors who lead and manage change. (OM&T and HRS) 14. Number of online (Web-based) leadership and management courses offered and utilized. (OM&T and HRS) 15. Type and number of courses developed, conducted, and evaluated that support employees’ retooling and career development needs. (OM&T and HRS)

Objective(s):

1: Performance Baselines

2: KSAs

3: Professional Development Plans

4: Recruitment, Retention, and Performance Management

5: Personnel Administration

6: Human Capital Management Model and Legislation

7: Diversity and EEO

8: Training and Development

9: Change Management

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