Strategic Management of Human Capital FY 04 Implementing

Strategic Management of Human Capital FY 04 Implementing Projects Farm Service Agency FY 2004

Strategic Management of Human Capital AGENCY Strategic Plan - Mission and Goals Strategic Management of Human Capital - Goals Strategic Alignment Workforce Planning & Deployment Leadership & Knowledge Management Results Oriented Performance Culture Talent Accountability IMPLEMENTING PROJECTS 2

Strategic Management of Human Capital GOAL 1 Strategic Alignment - Agency human capital strategy is aligned with mission, goals, and organizational objectives and integrated into its strategic plans, performance plans, and budgets. IMPLEMENTING PROJECTS < Include Human Capital elements in FY 06 Budget Performance, e. g. , < reduce time to fill vacancies, close skills gaps, support diversity < Complete I*CAMS self-service implementation in DC < Meet with Human Capital Council quarterly to review progress of projects 3

Strategic Management of Human Capital GOAL 2 WORKFORCE PLANNING and DEPLOYMENT - Agency is citizen-centered, delayered and mission-focused , and leverages e-Government and competitive sourcing. 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 4

Strategic Management of Human Capital GOAL 3 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. 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 5

Strategic Management of Human Capital GOAL 4 RESULTS-ORIENTED PERFORMANCE CULTURE - Agency has a diverse, resultsoriented, 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 6

Strategic Management of Human Capital GOAL 5 TALENT - Agency has closed most mission-critical skills, knowledge and competency gaps/deficiencies, and has made meaningful progress toward closing all. 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 7

Strategic Management of Human Capital GOAL 6 ACCOUNTABILITY - Agency human capital decisions are guided by a data-driven results-oriented planning and accountability system. 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 8

Strategic Management of Human Capital Planning the Future 9