Human Capital Program Assessment
Create and publish an HCOP that conforms to current OPM guidance.
Align HCOP and other EXRM strategic planning documents with the agency’s
Align and demonstrate how HCOP objectives and actions reflect HCF system
Design and implement agency policies which describe how the use of data will
support sound HC strategies and identify process improvements. This should
include a process to identify deficiencies and a plan for remediation.
Establish formal communication strategies with all appropriate agency stakeholders (messages, briefings, policies etc.).
Publish all policy documents to appropriate staff.
Establish communication channels with appropriate offices as well as establish a feedback mechanism regarding diversity, equity, and inclusion.
Review and update all human capital policies, e.g., HCOP, Human Capital Policy, and Delegated Examining Policy, at least every five years.
Beginning with HCOP objectives, develop a clear feedback loop regarding policy implementation between EXRM and senior management on a regular basis, preferably at least quarterly.
Assess the impact of HC policies, programs, strategic goals, and initiatives on organizational performance, and develop and hold staff accountable to meet milestones designed to implement new policies, programs, and initiatives.
Implement and report to agency senior management on measures of the effectiveness of new policies, programs, and initiatives.
Develop key performance measures that reflect the effectiveness of EXRM’s support of the CPSC’s mission.
Use data developed in the new performance measures to correct any deficiencies and improve HC policies and programs.
Update and publish directives and SOPs for all major HC areas and routine HC tasks.
Create and publish a succession plan and supporting documents that conform to current OPM guidance, to include backfill and reorganization plans, and a list of all Mission Critical Occupations.
Require periodic reviews of all succession planning elements to foster continuous improvement.
Create and publish a policy document documenting steps to increase diversity
outreach when hiring new employees.
Identify and manage ongoing relationships with recruiting and outreach sources.
Implement steps to address the federal government-wide priorities identified in the Federal Workforce Priorities Report.
Identify the CPSC-specific skill and competency gaps and establish a process to close those gaps.
Develop initiatives through Strategic Workforce Plans.
Develop and implement an annual assessment and review process of the Mission Critical Occupations plan.
Develop and implement a process to report turnover data by office to senior agency management at least annually. This process should include feedback between EXRM, senior agency management, and staff in the affected offices.
Review policy and programs that directly relate to recruitment and retention such as: retention bonuses, flexible pay bands for hard-to-fill positions, career ladder positions, cross-training, easier hiring processes, and other flexibilities at HR’s disposal to recruit and retain qualified employees.
Develop and implement policies and procedures to meet the agency-specific diversity and inclusion requirements of Executive Orders 13583 and 14035.
Publish formal policies and procedures governing performance management within the CPSC.
Create and distribute a survey to all employees regarding employee satisfaction with work life balance initiatives and publish the results. Repeat this process at least annually.
Present and implement a plan to address employee concerns voiced in the survey.
At the end of each EXRM-provided training, provide employees with the option to provide feedback on the utility of each training provided.
Create and distribute a survey to all employees regarding effectiveness and employee satisfaction with the employee awards program and each office’s bonus pool and publish the results. Repeat this process biennially.
Create and distribute a survey to all employees regarding satisfaction with EXRM services, at least annually.
Present and implement a plan to address employee concerns after each survey.
Develop performance management measures for each job series using a 360-feedback mechanism and appropriate data to set targets to drive improvement.
Develop and implement HC assessment policies that align with OPM regulations and guidelines to include:
• how the CPSC evaluates its HR practices
• roles and responsibilities regarding required assessments
• allocation of available resources to support and implement assessments
• milestones and measures used to determine success in assessments.
Utilize all available data sources in a targeted, data-driven manner to assess HC programs effectiveness and success. Follow-up on the results of assessments via formal written reports and hold personnel accountable to ensure the findings do not continue to occur in the future.
Develop and implement a plan to align the assessment program outcomes to HCOP goals and initiatives, at least annually, to include a review of any corrective actions taken to resolve prior year issues. Report the results to agency senior management.
Develop a guide for evaluating the CPSC’s implementation of its HCF against best practices. This guide should include the following topics: technology solutions, resources, talent management, diversity of thought, risks, and collaborative efforts to improve operating efficiencies.
Complete annual self-audits as required by OPM guidance.
Initiate a communication plan and distribute this plan across the CPSC to all appropriate stakeholders. The plan should establish formal communication strategies with all appropriate agency stakeholders (messages, briefings, briefing notes, policies etc.).
Measure the effectiveness of the communication plan through surveys, website traffic, community of practice involvement, cross-agency initiatives, training, and other internal communications.
Provide EXRM staff with appropriate training and resources to complete
mandated annual self-assessments.