3.1: Workforce
Attract, develop, and retain a high-quality, diverse and highly motivated workforce. Other Information:
Summary of Results for Performance Goal 3.1: This Performance Goals was MET. As part of the hiring makeover project’s emphasis
on timely hiring and to incorporate guidance in the President’s Hiring Initiative, we created templates for user-friendly
vacancy announcements, implemented applicant notification procedures at four points during the application process, and implemented
electronic application processes for all MSPB vacancies. Managers and employees continue to ensure a healthy EEO program.
The annual Unity Day program included a presentation on “The Business Case for Diversity.” The Office of EEO collaborated
with the Training and Development Subcommittee to develop an enhanced training plan for all employees. The EEO and Diversity
Training Policy was circulated for review and issued. Agency turnover rates and employee survey results were reviewed to identify
potential barriers to improving representation. We initiated reviews of the agency’s reasonable accommodation policy and complaint
processing procedures. A customer satisfaction survey was administered to internal customers of our human resources program.
We received provisional certification of the SES Performance Management Plan and results of the evaluation of the e-OPF program
indicated the program is effective and provides quick access to data needed by employees to map career objectives. We have
restructured the performance goals and measures for our human resources and EEO programs. The first measure of HR performance
has been reworded to focus on ensuring hiring timeliness and a workforce with the right competencies. The FY 2011 target is
to implement hiring makeover recommendations related to achieving timely recruitment and establish future targets to improve
recruiting timeliness. The second measure of HR performance has been reworded to focus on diversity. Specifically, the measure
includes improving the diversity of the MSPB workforce and increasing employee knowledge and appreciation of individual differences,
including how diversity can positively affect agency results. The FY 2011 target is to improve representation in the MSPB
workforce of at least one group that is below the participation rate as compared to that in the relevant civilian labor force,
and to review indicators to measure knowledge and appreciation of individual differences. The third measure continues to focus
on customer satisfaction with HR and EEO programs. In FY 2011, we will develop and implement an internal customer satisfaction
survey for HR and EEO programs and services, establish baseline customer satisfaction levels, and set future targets. The
measure for compliance with HR policies and procedures has been refocused to emphasize our commitment to modeling or practicing
the recommendations we make in our merit systems study reports. In FY 2011, we will review study recommendations and develop
a process for selecting appropriate recommendations for implementation.
Indicator(s):
|
