Status of Army’s Civilian Human Capital Strategic Plan (HCSP)

LOG FIPT Meeting 28 April 2006

Presented by: Evan Krauss,

Assistant G-1 for Civilian Personnel

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Key Drivers DOD Human Capital Strategic Plan (Draft) President’s Management Agenda (PMA)

/Human Capital Assessment and Accountability Framework (HCAAF)

Quadrennial Defense Review Human Capital Strategy (Draft)

National Defense Authorization Act ’06, Section 1122

National Security Personnel System Military-to-Civilian Conversions

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PMA/ HCAAF

Strategic Alignment Leadership and Knowledge Management Results-Oriented Performance Culture Talent Management Accountability System

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Outline of DOD Plan (Draft)

Strategic Alignment & Accountability will cut through all the goals

Goals will be aligned with: Leadership and Knowledge Mgt Results-Oriented Performance Culture Talent Management

Supported by Business Plan with Sub objectives and metrics

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Leadership and Knowledge Management Leadership and Succession Mgt Change Mgt Integrity and Inspiring Employee Commitment Continuous Learning Knowledge Management

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Results-Oriented Performance Culture Communication Performance Appraisal Awards Pay for Performance Diversity Management Labor/Management Relations

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Talent Management

Recruitment Retention

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QDR Human Capital Strategy (Draft) Will be establishing a Program Executive Office for

Competencies Principles to Guide Development of Joint Force

Decisiveness, agility, integration Strategic Initiatives

Competency-Based Occupational Planning Performance-Based Management System Opportunities for Personal and Professional Growth

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NDAA ’06, Section 1122

DoD, HCSP shall include: Assessment of critical skills and competencies Skills and competencies of existing workforce Gaps in the existing/projected civilian workforce

Plan of Action for developing/reshaping civilian workforce, including: Specific recruitment and retention goals Specific strategies for development, training…

SECDEF report to Congress NLT March 1 2007 through 2010

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DOD Civilian HCSP Goal 1 (Draft) The Department of Defense has diverse

civilian leaders who effectively manage people in a joint environment, ensure continuity of leadership, and sustain a learning environment that drives continuous improvement in performance

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Goal 1 Objectives Evaluate the status of current executive cadre

and succession pipeline to ensure continuity of diverse leadership

Identify world class leadership competencies to enable the DoD enterprise to accomplish its mission of National Defense

Assess and close current leadership competency gaps to enable the DoD enterprise to accomplish its mission of National Defense

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Goal 1 Objectives – cont.

Design and implement appropriate human capital policies and programs to manage the current and future SES corps, thereby ensuring diversity, readiness and effective joint operations.

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DOD Civilian HCSP Goal 2 (Draft) The Department of Defense has a highly

capable workforce characterized by agility, flexibility, diversity and seamless integration with the total force

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Goal 2 Objectives

Review and refresh mission critical support occupations, and evaluate current and future demands, to ensure continuity of a diverse, mission-oriented workforce

Develop a competency-based approach to determine and fulfill requirements of the civilian workforce to support the National Defense in a joint environment and accomplish DoD’s unique mission

Assess and close competency gaps

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Goal 2 Objectives – cont. Using new authorities under NSPS, design

and implement flexible human resource programs that enhance the ability to recruit, hire, compensate, reassign, and deploy the civilian workforce. This new flexibility will ensure agility, readiness and effective joint operations

Become an employer of choice through policies, programs and initiatives fostering professional development and promoting work life balance opportunities

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DOD Civilian HCSP Goal 3 (Draft) The DOD has a mission-focused, results-

oriented, high-performing culture

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Goal 3 Objectives Implement a mission-focused performance

system that links individual performance to organizational goals

Strengthen the linkage between performance and compensation & between performance and retention

Design and implement human capital policies and programs, including diversity management and working with employee organizations, to enhance workforce performance

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DOD Civilian HCSP Goal 4 (Draft) The Department of Defense HR Community

is strategically aligned and customer-focused, and provides measurable, leading-edge results

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Goal 4 Objectives Assess current and future demands, to ensure

appropriate on-board strength of HR workforce Develop a competency-based approach to

determine and fulfill requirements for the HR workforce to support the National Defense in a joint environment and accomplish DoD’s unique mission

Assess and close competency gaps Evaluate HR business processes to provide

the best HR service delivery

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Goal 4 Objectives – cont. Evaluate HR business processes to provide

the best HR service delivery, ensuring maximum efficiency and effectiveness in a joint environment

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DA’s Next Steps

Continuing to participate with DoD CPPC and working groups in developing DoD HCSP

Delayed publication of AG-1 (CP) FY 06-13 strategic plan. Working from a transitional operations plan.  

Looking to expand stakeholder participation in developing Army’s HCSP after DoD plan is complete (e.g., M&RA, G-1, G-3, EEO/Civil Rights, FCR’s and Commands, etc.)

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DA’s Next Steps

Will align DA HCSP with DoD HCSP, once finalized

For LOG FIPT Will look for SME assistance in developing

technical competencies Will need to continue to assess impact of mil-to-civ

conversions on program integrity  Will look for feedback on program satisfaction with

personnel support