Objective 6.1: Human Capital

Promote a culture of achievement by investing in human capital

Other Information:

Approximately 45 percent of the Census Bureau’s current permanent employees will be eligible for regular or early retirement by 2010. The Census Bureau must actively plan for succession in order to prevent anticipated shortages due to our aging workforce. Proper planning will be necessary to ensure that the skill mix of the federal workforce will enable the Census Bureau to meet its mission. As the nation becomes more diverse, the Census Bureau’s staff must reflect the increasing diversity of the American population if it is to do its job effectively. Strategies and means: * Continue to improve a succession management plan to attract, hire, develop, and retain a diverse pool of human resource talents. * Lead and manage workers and contractors to maximize results and to minimize the number of decision layers. * Continue telecommuting. Measuring performance: * Number of employees recruited through partnerships with colleges and universities, including those with diverse student populations. * Employee satisfaction with incentives, training, employee-oriented programs, and the balance between work and family/personal life, as measured through employee and organizational surveys. * Number of criteria met in the President’s Management Agenda (PMA) human capital scorecard and the Office of Personnel Management’s Human Capital Assessment and Accountability Framework standards for success.

Stakeholder(s):

• Census Bureau Employees

Indicator(s):

Indicator:1

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