Strategic Management of Human Capital FY04 Implementing Projects

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Strategic Management of Human CapitalFY04
Implementing Projects
Farm Service Agency FY 2004
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Strategic Management of Human Capital
AGENCY Strategic Plan - Mission and Goals
Strategic Management of Human Capital - Goals
Workforce Planning Deployment
Strategic Alignment
Leadership Knowledge Management
Results - Oriented Performance Culture
Talent
Accountability
IMPLEMENTING PROJECTS
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Strategic Management of Human Capital
Strategic Alignment - Agency human capital
strategy is aligned with mission, goals, and
organizational objectives and integrated into its
strategic plans, performance plans, and budgets.
GOAL 1
IMPLEMENTING PROJECTS

• Include Human Capital elements in FY06 Budget
  Performance, e.g.,
• reduce time to fill vacancies, close skills
  gaps, support diversity
• Complete ICAMS self-service implementation in
  DC
• Meet with Human Capital Council quarterly to
  review progress of projects

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Strategic Management of Human Capital
WORKFORCE PLANNING and DEPLOYMENT - Agency is
citizen-centered, delayered and mission-focused ,
and leverages e-Government and competitive
sourcing.
GOAL 2
IMPLEMENTING PROJECTS

• Support DAFO in closure of 200 CBA offices
• Support IT Convergence
• Get decisions on STO models
• Implement STAR-WEB
• Implement Workers Compensation contract

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Strategic Management of Human Capital
LEADERSHIP and KNOWLEDGE MANAGEMENT - Agency
leaders and managers effectively manage people,
ensure continuity of leadership, and sustain a
learning environment that drives continuous
improvement in performance.
GOAL 3
IMPLEMENTING PROJECTS

• Administer leadership training programs to
  ensure a back up pool
• New Supervisor Training Program, FL Chief
  Development Program, AO Training Program, DD
  Training Program, etc.
• Analyze the effectiveness of training, e.g.,
  increase of critical skills, leadership-ready
  employees
• Continue HR service visits to State/County
  Offices
• Implement Web Bulletin Board to address AO
  concerns and issues
• Implement full use of E - Learning

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Strategic Management of Human Capital
GOAL 4
RESULTS-ORIENTED PERFORMANCE CULTURE - Agency has
a diverse, results-oriented, high performance
workforce, and has a performance management
system that differentiates between high and low
performance, and links individual/team/unit
performance to organizational goals and desired
results.
IMPLEMENTING PROJECTS

• Link specific Strategic Plan goals and
  indicators to 100 of SES and Managers (GS-14 and
  above) to Individual Performance Plans by July
  2004
• Link 60 of workforce's Individual
  Performance Plans to Agency Strategic Plan goals
  and indicators by July 2005
• Continue Leading Diversity Program and
  incorporate/implement agreed-to action items
• Develop and document the Recruitment Team
  re-alignment strategy to measure performance,
  forecast budget needs, etc.
• Implement Performance Culture Model and
  support related activities
• Implement HR Client Satisfaction Survey and
  develop and implement action plans based survey
  results
• Provide recommendations to Federal Human
  Capital Survey Results, e.g., 35 of FSA
  employees claim that they are able to recruit
  people with the right skills, 31 of FSA
  employees claim that leaders generate high
  levels of motivation and commitment in the
  workforce

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Strategic Management of Human Capital
TALENT - Agency has closed most mission-critical
skills, knowledge and competency
gaps/deficiencies, and has made meaningful
progress toward closing all.
GOAL 5
IMPLEMENTING PROJECTS

• Apply Workforce Analysis to enhance
  Recruitment, Training and Diversity Strategies
• Consider implementation of Career Intern
  Program
• Implement Quick Hire and evaluate use of Quick
  Class
• Maximize web-based training
• Implement Exit Interview and Placement
  Follow-up systems
• Assess cost/benefit of Pay Banding, Pay
  Flexibilities , e.g., demonstration projects

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Strategic Management of Human Capital
ACCOUNTABILITY - Agency human capital decisions
are guided by a data-driven results-oriented
planning and accountability system.
GOAL 6
IMPLEMENTING PROJECTS

• Provide quarterly performance reports and
  analysis of pertinent HR metrics, e.g., exit
  interview summary, time to fill vacancy, HR
  service level, quality of new hire, etc.
• Ensure effective and efficient HR processes in
  FSA State Offices

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Strategic Management of Human CapitalPlanning
the Future