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Human Capital Update

Human Capital Update. Conservation First, People Always. Human Capital Agenda. Evolution of Human Capital Workforce Profile Human Capital Priorities/Update. Evolution of Human Capital Management. Human Capital. Personnel. Human Resources. Functions -Transactions -Compliance

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Human Capital Update

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  1. Human Capital Update • Conservation First, People Always

  2. Human Capital Agenda • Evolution of Human Capital • Workforce Profile • Human Capital Priorities/Update

  3. Evolution of Human Capital Management Human Capital Personnel Human Resources Functions -Transactions -Compliance -Record Keeping Functions -Capacity Building -Identification of Opportunities -Strategic Issues Functions -Advisory Services -Problem Solving -Operational Issues Financial Focus -Minimal Cost Key Strategies -Rule Knowledge -Process Efficiency Financial Focus -Cost Control Key Strategies -HR Practices -Business Context Financial Focus -Investment Analysis Key Strategies -Rule Knowledge -Process Efficiency

  4. Evolution of Human Capital Management Human Capital Personnel Human Resources • Product/Services • Appointments • Pay Changes • Position Descriptions • Personnel Folders • Reports • Salary Payments • Benefit Information • Training Administration • Safety Inspection/Records • Product/Services • Recruiting • Classification • Performance Evaluation • Training Planning/Delivery • Position Management • Information Systems • Employee Relations • Payroll • Risk Management • Product/Services • Human Capital Planning • Talent Management • Leadership Development & • Succession Planning • -Performance Culture • -Competency Systems • -Work Environment Enhancements • -Metrics/Standards • Change Management/Communications

  5. Evolution of Human Capital Management Human Capital Personnel Human Resources Metaphor: Strategic Partner Metaphor: Business Partner Metaphor: Enforcer Paradigm: Technical Correctness Paradigm: Process Improvement Paradigm: Transformation

  6. Human Capital Divisions at NRCS • Human Capital Office • National Employee Development Center (NEDC) • Human Capital Management Division (HCMD) • Customer Service Division (CSD) • State Human Resources • Civil Rights Division • Outreach • Agency Representative

  7. Human Capital OfficeRole at NRCS • Provide Guidance and Direction • Human Capital Planning • Workforce Planning • Performance Management • Facilitate Development of HCSP • Facilitate HC Accountability

  8. Workforce Profile

  9. NRCS Workforce Profile

  10. NRCS WORKFORCE PROFILE for FY 07 and 08 (NFC Reporting Data)

  11. Human Capital Priorities/Update

  12. OMB and OPM Priorities • Hiring Reform • Improving Employee Satisfaction and Wellness

  13. Hiring Reform End-to-End Hiring Initiative • Timeliness • Plain Language • Streamlined Announcements • Communication with Applicants • Involvement of Hiring Managers

  14. Employee Satisfaction and Wellness Work-Life Initiative • Action Planning to improve workplace measures • Federal Human Capital Survey • Human Capital Assessment and Accountability Framework (HCAAF) indices • Part of FY 2011 Budget Process • Inventory of wellness activities

  15. 2008 Federal Human Capital Survey • Administered August through September 2008 • 74 questions plus 11 demographic items • 1,392 NRCS respondents

  16. 2008 Federal Human Capital Survey

  17. 2008 Federal Human Capital Survey

  18. NRCS Key Human Capital Initiatives • Leadership Development Program • Mentoring • Workforce Planning • Competency Models • End-to-End Hiring • Performance Management • Recruitment Strategy

  19. National Recruitment StrategyProject Goals • Human Capital Strategic Plan: Develop effective strategies to recruit and retain a highly skilled and diverse workforce • Establish a recruitment framework • Implement metrics that will identify cost effective strategies • Fund Agency-wide projects at NHQ

  20. Project Design and Status • Conducted Research • an agency-wide staff survey to gather information regarding recruitment and retention. • Labor Market Study • Best Practice Study • Facilitated three design team meetings • Representing 10 states and NHQ, Diverse in RNO, Gender, Position, Age and Seniority • Utilize a 4 step recruitment lifecycle throughout project • Strategic workforce planning for recruitment • Branding and sourcing to diverse populations • Recruiting methods and processes • Assessment, selection, hiring, onboarding and retention • Currently Drafting Document

  21. Strategic Workforce Planning Recommendations • Develop a recruitment cadre structure Benefits: organized approach will eliminate duplication of efforts and ensure consistent, fair and equitable approach to recruitment and hiring. Will allow for measurable recruiting effort ensuring compliance with regulations, OPM requirements and department initiatives.

  22. Branding and Sourcing Recommendations • Establish a comprehensive approach to school relations with an emphasis on diversity • Use partnerships to source below college level • Increase public awareness of NRCS through a variety of media, including the use of technology • Encourage employee participation in marketing NRCS Benefits: Enhance Agency diversity while searching for the best quality applicants in a measurable diverse source. Increase name recognition. Enhance retention through involving staff in recruitment, making it Everyone’s mission.

  23. Recruitment Method and Process Recommendations • Establish a Share point site for all recruitment related information • Vary recruitment methods and incentives with a broad concept of diversity • Deploy a trained recruiting team • Conduct tactical planning, coordinate efforts and share resources • Update job postings and vacancy announcements • Track and assess recruitment activities Benefits: Elimination of duplication of efforts and have measurable ROI. Enhance diversity through utilizing having varied methods to recruit. Establishing credibility of the recruiting team with the hiring managers in the Agency through training and consistency.

  24. Hiring, Onboarding and Retention Recommendations • Automated hiring system • Update and standardize process for assessment, selection and hiring • Hire and promote from within NRCS, i.e. mentor/upward mobility program • Organized, consistent onboarding procedures that include checklists and templates for states to follow • Provide supervisors and NRCS onboarding staff with tools and training • Get new employees involved with other NRCS employees • Increase training and developmental opportunities • Improve the quality of supervisory skills • Provide benefits to retain employees Benefits: Elimination of out of date practices. Retention of the best and brightest

  25. Next Steps • Gain Leadership Approval • Publish Report • Communicate to the Agency • Implement, Implement, Implement

  26. Summary • Human Capital Strategic Plan • Contains 5 Strategic Goals with corresponding Strategies and Initiatives • Leadership • Recruitment and Retention • Performance Culture • Talent Development/Knowledge Management • Human Capital Effectiveness

  27. Contact Information: Sandra Detter, Human Capital Specialist 202 720-3042 Sandra.detter@wdc.usda.gov

  28. Human Capital Vision • Conservation First, People Always

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