3: Strategic Management of Human Capital

Develop and implement human capital initiatives to attract and retain a GSA workforce of excellence that is deployed properly to optimize customer results, including adherence to Federal laws and regulations. Develop stronger linkages between organizational and individual performance planning and assessment. Provide transparency in human capital planning, analysis, and reporting to drive results.

Other Information:

GSA will develop and implement human capital strategies to meet the Mission and Strategic Goals of the agency. Addressing GSA’s workforce needs effectively is critical to the success of GSA’s Mission. GSA will deploy a comprehensive and results-oriented multi-year plan to address human capital needs. Workforce analysis is a key component in designing effective strategies and workforce initiatives. GSA leaders need this information to make informed decisions and to deliver best solutions and strategies. GSA must be able to identify and address emerging human capital issues to ensure that the agency is able to achieve business results and meet customer expectations. Ongoing assessment of GSA’s Mission-critical workforce needs and organizational structure is required to achieve continuing improvement in effectiveness and efficiency of our work products, services, and processes. GSA will attract and retain a highly competent workforce. Personnel flexibilities and improvements in the hiring process will enable GSA to attract the best and brightest talent. Building and sustaining a diverse workforce will continue to be a high priority. Equally important, GSA leaders will identify and address retention concerns by obtaining employee feedback and improving employee job satisfaction. GSA’s Leadership Institute was launched in February 2002 to create a cadre of leadership talent to steer the agency to continued excellence. The Leadership Institute will continue to provide GSA-specific leadership development programs that create future leadership potential and ensure that our current leadership cadre has the essential knowledge and skills to create world class workplaces and results. The Advanced Leadership Development Program (ALDP) is a component of the Leadership Institute intended for GS-13 through GS-15 employees to identify high-potential individuals for competition for top management and executive positions. Participants undergo a competitive process for selection in the 18-month program. GSA will continue to use this program to develop future agency leaders. GSA also continues to invest in online learning opportunities for employees through GSA’s OnLine University (OLU). This continues to be a great way for GSA employees to enhance their skills and competencies by taking advantage of the online learning environment. This is also a positive indicator of GSA promoting a culture and climate of knowledge-sharing and continuous learning and improvement. It is GSA’s goal to ensure that we have a diverse workforce that reflects society. GSA continually monitors its workforce and takes steps to ensure there is appropriate representation by minorities, women, persons with disabilities, veterans, and other identified groups in the GSA workforce as a whole and at various grade levels. Targeted recruitment efforts and training opportunities are critical to success. GSA will ensure that its workforce is effectively deployed and fully prepared to accomplish present and future tasks. Competency and skill development strategies will address skills gaps and promote continuous learning. Continuous training and employee development will maintain GSA’s reputation as the government’s premier acquisition agency. GSA will improve communication and understanding of organizational and individual performance needs; identify and resolve issues of fairness and equity promptly and effectively; create a work environment that motivates the highest levels of performance; and develop workplace initiatives to promote greater productivity and effectiveness. To promote a diverse workforce and a discrimination-free work environment, GSA identifies and institutionalizes equal employment and diversity performance standards at the management level. One goal is to increase the use of Alternative Dispute Resolution (ADR) as a successful way to facilitate and resolve Equal Employment Opportunity (EEO) disputes in place of the formal complaint process.

Indicator(s):

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