DOL Human Capital Strategic Plan Standard Strategic Initiative Metrics by hubeybrown

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									      DOL Human Capital Strategic Plan
        Standard                                     Strategic Initiative                                      Metrics

F.                                Accountability                                                                                                U.S. DEPARTMENT OF LABOR
DOL human capital decisions                    Review Agency Human Capital Programs.            Submission of the Annual DOL




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                                         F.1
                                                                                                Accountability Report (self-assessment).
are guided by a data-driven,             F.2   Use the Human Capital Scorecard and
                                                                                                On-site reviews and written reports.




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results-oriented planning and                  GREEN Standards for Success to gauge
                                               the effectiveness of human capital               Quarterly submission of the Human Capital




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accountability system.                         programs and to drive continuous                 scorecard.
                                               improvement.
                                                                                                Annual submission of GREEN Standards of




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                                         F.3   Analyze results of Federal Human                 Success. (Proud to Be)
                                               Capital Survey.
                                         F.4   Conduct and analyze results of DOL
                                               Employee Survey.

                                         F.5   Conduct biennial accountability reviews
                                               of HR Offices.




                                                                                                                                                                           SUMMARY
G.                                e-HR Initiatives
DOL implements and                              Improve the e-Recruit hiring process            Track manager and applicant survey




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                                         G.1
                                                through the use of the DOL Online               results, submit targets and strategies.
maintains government-wide
                                                Opportunities Recruitment System
HR LOB initiatives to achieve                                                                   Compliance with OPM’s time-to-hire and




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                                                (DOORS).
operational effectiveness.                                                                      applicant notification performance.
                                         G.2    Enhance HR data analysis and reporting          Implement Enterprise Human Resources



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                                                capabilities e-reporting.                       Investigation e-Reporting analytic tools,
                                                                                                Workforce Analysis Sub-System, Civilian
                                         G.3    Implement an e-Learning Management              Forecasting System, and Business
                                                System (LMS) that provides a DOL-wide           Intelligence.
                                                architecture for learning management
                                                                                                Complete migration of agency LMSs to
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                                                and provides flexibility for course
                                                development.                                    the approved service provider and
                                                                                                decommission legacy LMSs.
                                         G.4    Migrate to a Shared Service Center.
                                                                                                Date migration completed.
                                                                                                                                            HUMAN CAPITAL
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                                         G.5    Implement Retirement Systems
                                                Modernization.
                                                                                                                                            STRATEGIC PLAN
H.                                 Emergency Readiness
                                                Develop information materials and
                                                                                                                                                 2008-2011
Ensures employee safety                                                                         Updated policies/plans (Departmental
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                                         H.1
                                                policies on Pandemic Influenza.                 and Agency Pandemic Influenza plans).
and continuity of functions
in case of emergencies.                                                                         Information provided to employees.
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                                         H.2    Increase DOL pandemic/disaster
                                                readiness.                                      Readiness for telework.
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                                                                                                Improve potential for continuity of
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                                                                                                operations.
                                                                                                Preparedness in regions.
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                                                                                                Establishment of Regional planning
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                                                                                                approach.




Note: FHCS refers to the Federal Human Capital Survey of Federal employees conducted biennially by OPM.
     DOL Human Capital Strategic Plan                                                                                                   DOL Human Capital Strategic Plan
     Standard                           Strategic Initiative                                     Metrics                                Standard                           Strategic Initiative                                    Metrics

A.                     Strategic Alignment                                                                                        D.                    Results-Oriented Performance Culture
DOL's human capital           A.1   Develop and regularly update the              Update of the Human Capital Strategic Plan.     DOL has a diverse, results-          Increase diversity DOL-wide and              Reduction in pockets of low participation by




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                                                                                                                                                                 D.1
                                    Human Capital Strategic Plan and the                                                                                               increase specific representation in          targeted diversity groups.
strategy is aligned with                                                          Update of the OASAM Strategic and               oriented, high performance




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                                    OASAM Strategic and Performance Plan                                                                                               management and mission-critical
                                                                                                                                  workforce, and has a                                                              Reduction of 1- and 3-year turnover rates for




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mission, goals, and                 to support DOL's business goals and           Performance Plan.                                                                    occupations.
                                                                                                                                                                                                                    mission-critical occupations.
organizational objectives           strategies.                                   Submission of the annual HR LOB Budget          performance management




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                                                                                                                                                                                                                    Increase in the number of hires through




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and integrated into DOL                                                           request (Exhibit 300).                          system that effectively dif-                                                      targeted hiring programs.
                              A.2   Maintain DOL HR Line-of-Business (LOB)
strategic plans, perform-                                                         Employees’ responses to Federal Human Capital   ferentiates between high




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                                    Budget Request (Exhibit 300).                                                                                                                                                   Prepare annual Disabled Veterans’ Affirmative




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ance plans, and budgets.                                                          Survey (FHCS) #2 — Managers review/evaluate     and low performance, and                                                          Action Plan.
                                                                                  organization's progress toward meeting its
                                                                                                                                  links individual/team/unit                                                        Evaluate the effectiveness of current targeted




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                                                                                  goals and objectives.
                                                                                                                                  performance to organiza-                                                          outreach programs.
                                                                                                                                  tional goals and desired             Make DOL Performance Appraisal               Submit PAAT assessment to OPM.




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                                                                                                                                                                 D.2
                                                                                                                                  results.                             Program ready for pay for performance,
                                                                                                                                                                                                                    Employees’ responses to FHCS #36 – Our




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                                                                                                                                                                       in accordance with Performance
                                                                                                                                                                                                                    organization’s awards program provides me
                                                                                                                                                                       Appraisal Assessment Tool (PAAT).
                                                                                                                                                                                                                    with an incentive to do my best.
                                                                                                                                                                                                                    Employees’ responses to FHCS #39 – I am held




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                                                                                                                                                                                                                    accountable for achieving results.
B.                     Workforce Planning and Deployment                                                                                                                                                            Provide ongoing training in performance




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                                                                                                                                                                                                                    management for supervisors, non-supervisors,
                                                                                                                                                                                                                    and new employees.
DOL is citizen-centered,      B.1   Provide information on the DOL                DOL At-a-glance Workforce Profile System.




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                                    workforce to improve planning and
delayered, mission-focused,                                                       Quarterly commercial services manage-




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                                    analysis capability.
and leverages e-Government                                                        ment status report as part of quarterly
and competitive sourcing.     B.2   Provide support for commercial services       scorecard.
                                    management DOL-wide including
                                    guidance to managers on responding
                                    to personnel changes.




C.                     Leadership and Knowledge Management                                                                        E.                                              Talent
DOL leaders and managers            Maintain SES and mid-level management         Maintenance of SES bench strength               DOL has closed most mission-         Reduce knowledge and skill gaps
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                                                                                                                                                                                                                    Ratings on Agency Scorecards; results of




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                              C.1                                                                                                                                E.1
effectively manage people,          development and training programs             through placement of SES candidates, MDP        critical skills, knowledge,          DOL-wide.                                    mission critical occupations gap analysis
                                    (MDP) based on succession planning            graduates, and retention of MBA Fellows.                                                                                          report; Human Resources Management
ensure continuity of                needs.                                                                                        and competency gaps/                                                              competency gap report; leadership
                                                                                  Participation in mentoring programs.
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leadership, and sustain                                                                                                           deficiencies, and has made                                                        bench strength and leadership competency
a learning environment              Continue the MBA Fellows Program.             Annual review and update of Succession          meaningful progress toward                                                        gap analysis report; acquisition workforce
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                              C.2
                                                                                  Plan, as needed.                                                                                                                  gap analysis report; and IT Hiring Plan and
that drives continuous        C.3   Continue the Mentoring Program.
                                                                                                                                  closing all gaps.                                                                 Gap plan.
improvement in                                                                    Records in Learning Management System
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                                                                                                                                                                                                                    Enhance/build work environments using




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                                                                                  show all required training courses have
performance.                  C.4   Regularly update the DOL Succession
                                                                                  been completed.                                                                                                                   the Career Patterns model.
                                    Plan.
                                                                                                                                                                                                                    Employees’ responses to FHCS #7 —




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                                                                                  Employees’ responses to FHCS #46 — My
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                              C.5   Required supervisory/management                                                                                                                                                 Workforce has job relevant knowledge
                                                                                  training needs are assessed.
                                    training.                                                                                                                                                                       and skills to accomplish organizational
                                                                                  Employees’ responses to FHCS #67 - How                                                                                            goals.
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                                                                                  satisfied are you with the training you
                                                                                  receive?

								
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