Human Capital Management Assessment

1. Human Capital Management Assessment Joe Burt Director, HRM March 31, 2004

2. Goal Develop a diverse, capable, motivated staff that operates with efficiency and integrity.

3. NSF Employees

4. Employee Comparative Data

5. Human Capital Management Plan (HCMP) • The HCMP provides a “roadmap” of actions to improve over the next 5 years. • People remain our greatest asset, and recruiting, retaining, and developing them is critical to organizational success. • Use the established HCMP framework to assess the Human Capital Management component of Organizational Excellence.

6. HCMP Development • Input by team of representative staff. • Analysis of GPRA and A&M Strategic Goals. • Focus on ensuring NSF’s ability to achieve its strategic goals through core business processes. • Assessment of internal and external impacts, trends, and opportunities.

7. Identified Human Capital Goals • Human Capital Management Roles & Responsibilities • Integration of Human Capital Strategy with Organizational Strategy • Strategic Workforce Planning • Recruitment and Retaining

8. Human Capital Goals (continued) • Educating and Developing • Motivating – Performance Management • Motivating – Organizational Culture • Transitioning

9. Human Capital Management Plan (HCMP) for Implementation • The HCMP Documents NSF’s human capital goals and action strategies. • It is flexible to accommodate change. • Process ensures continuing alignment with NSF mission, vision, strategic plan, annual performance plans, business process improvements, and technological advances. • Our HCMP is aligned with and seeks to support the President’s Management Agenda in Human Capital.

10. Organizational Alignment • The HCMP is aligned with organizational strategy. • Chief Human Capital Officer (CHCO) was appointed. • CHCO positioned to represent Human Capital needs to NSF senior management.

11. HCMP Accountability • Project Plan is developed as a framework and shared with senior management. • Includes timelines for Action Items. • NSF Regularly assesses progress and revises action plans as appropriate. • Progress is reported.

12. Move to Competency Based System • Development of Competency Model for for all key occupations. • Use identified competencies in position descriptions, vacancy announcements and performance plans. • Use results of competency gap analysis in recruitment process.

13. Outreach Activities to Support Diversity • Hire Senior Advisor for Science and Engineering (S&E) workforce. • Hire Marketing and Outreach Coordinators for HRM. • Increase involvement in Association and College/University Job Fairs. • Implement FY04 recruitment action goals in the HCMP.

14. Academy Initiatives • Expand blended learning portfolio. • Expand NSF Enterprise Orientation. • Expand career development activities. • Implement educating and developing action goals in HCMP. • Acquisition of a Learning Management System.

15. Summary • The HCMP was developed to be aligned with agency and PMA goals. • It has an accountability framework established. • Continue use of this framework.