1. Status of Army’s Civilian Human Capital Strategic Plan (HCSP)
LOG FIPT Meeting 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 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 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