4.A: Staffing
Recruit, develop, and retain a high quality and diverse staff. Other Information:
Relationship to Annual Performance Goals: The following performance measures may be used for this objective: differences between
current staff and recruited staff with respect to gender, ethnicity, and disability (reporting will be against a baseline,
no quantitative goals will be set); turnover rate among entry level staff compared with their government cohort; and increase
in opportunities for staff access to mentors. Means and Strategies: To accomplish this objective, OMB will: develop and carry
out a plan for improving the effectiveness of on-campus and mid level recruiting; explore options for creating a work place
environment that recognizes individual needs within workload and resource constraints; and continue and enhance mentorship
programs, encouraging highly qualified senior staff members to serve as mentors. External Factors: The training and experience
of OMB staff make them highly attractive in the job market. Despite the importance of the work done at OMB and the high value
placed on it, a substantial upward change in the current private-public sector pay differential for OMB staff with highly
valued analytic and knowledge-based skills in certain high-demand business areas, e.g., health care economics, could offset
OMB's initiatives to improve retention.
Indicator(s):
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