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

1. 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

2. 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

3. PMA/ HCAAF • Strategic Alignment • Leadership and Knowledge Management • Results-Oriented Performance Culture • Talent Management • Accountability System

4. 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

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

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

7. Talent Management • Recruitment • Retention

8. 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

9. 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

10. 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

11. 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

12. 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.

13. 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

14. 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

15. 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

16. DOD Civilian HCSP Goal 3 (Draft) • The DOD has a mission-focused, results-oriented, high-performing culture

17. 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

18. DOD Civilian HCSP Goal 4 (Draft) • The Department of Defense HR Community is strategically aligned and customer-focused, and provides measurable, leading-edge results

19. 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

20. Goal 4 Objectives – cont. • Evaluate HR business processes to provide the best HR service delivery, ensuring maximum efficiency and effectiveness in a joint environment

21. 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.)

22. 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