Human Capital Management
Assessment of Organizational
Excellence
NSF Advisory Committee for
Business and Operations
May 5-6, 2005
Joseph F. Burt
Director, Division of Human Resource Management
Human Capital
Management
Develop a Diverse, Capable, Motivated
Staff That Operates With Efficiency and
Integrity.
Human Capital Lifecycle
Human Capital Lifecycle
Planning
Transitioning
Integration of HC
strategy with org
strategy (e.g, through
competency - based HR
system)
Competencies of
HC professionals
Motivating
HC Management
Roles &
Responsibilities
Recruiting
Characterization
of HRM Division
Automation
of HC
capabilities
Educating
Developing
Foundational
Areas: Organization’s
ability to manage
human capital
Operational
Components: Used to
execute and implement
human capital management
strategies and policies
•NSF’s Human Capital Management
Plan establishes strategic goals and
supporting action strategies for each
operational component of the NSF
Human Capital Lifecycle.
•Foundational areas are addressed in
a separate, complementary plan that
identifies specific goals and action
strategies for NSF’s Division of
Human Resource Management.
Human Capital Lifecycle
(Note: 2005 Priorities Highlighted in Italics)
Planning
Recruiting/ Educating/ Motivating
Retaining Developing
Transitioning
Strategic Management of Human Capital
eGov
Initiatives
Improve
Hiring
Timelines
eLearning
Performance
Management
Competency
Development
Outreach
Develop
Learning
Organization
Organizational
Culture
Knowledge
Management
Coaching/
Mentoring
Human Capital Management Operations
Succession
Planning
Human Capital: Priorities
for 2005 Assessment
Priority
Why a priority this year?
Strategic
Management of
Human Capital
Human Capital
Management
Operations
The recent NSF Business Analysis indicates a
need for a robust strategic plan to manage our
human capital. It also supports the President’s
Management Agenda (PMA) in Human Capital.
Outreach
Outreach ensures a broader, more diverse
applicant pool from which to recruit. We believe in
diversity as NSF’s profile reflects.
Efficiencies in operations support the PMA, Federal
eGov initiatives, and the Human Capital
Management Plan (HCMP).
Strategic Management of Human Capital
Initiatives
Factors
Achievements
Human Capital
Management Plan
HCMP implemented during 2004.
79% completion rate of outlined
action strategies.
Organizational
Development
Administrative
Functions Study
Results
OD Plan implemented in 2004.
Conducted 34 unique workshops
and retreats with 457 participants.
Issued and analyzed 5
organizational climate surveys.
AFS Study initiated in 2005. Will
address technology driven
changes in business processes
and affect on human capital.
Human Capital Management Operations
Initiatives
Factors
Achievements
FPPS/eRecruit
Implementation
Personnel and payroll are fully
integrated. Recruitment process is
online and interfaces with OPM.
GoLearn implemented in 2004.
LMS to be implemented later in
2005 or 2006.
eLearning & LMS
Results
HR LOB/Functional
Requirements
Performance
Management
NSF as Federal leader in the HR
LOB during FY 04-05. Developing
the Functional Requirements
Document (FRD).
Employee performance plans
linked to NSF mission & goals.
Provisional SES Performance
Management Certification
Outreach Initiatives
Factors
Achievements
Outreach Staff
Established and filled 2 Diversity
Recruitment positions.
Outreach Plan
Improved planning, coordination
and visibility.
Results
Diverse Applicant
Pool
Large, diverse pool of applicants
for competitive service positions;
incomplete information on
excepted service.
Priority Areas in Human Capital Management
Priority Areas
Indicators of
Success
Coming
Attractions/
Comments
Why a Priority
Accomplishments
The recent NSF
Business Analysis
indicates a need for
a robust strategic
plan to manage our
human capital. It
also supports the
PMA in HC.
•Implemented HCMP
•Organizational
Development
•“Best Place to
Work” status
•PMA HC Scorecard
•Green in
progress
•Yellow in
status
•Workforce Planning
•Admin Functions
Study
•Leadership
Development
•Competency Based
HR
Human Capital
Management
Operations
Efficiencies in
operations support
the PMA, Federal
eGov initiatives, and
the HCMP.
•FPPS
Implementation
•Linking Performance
•Integrated personnel
and payroll
•PMA BPI scorecard
•Green in
status
•HR LOB/FRD
•SES Certification
•Competency Based
Performance
Management
Outreach
Outreach ensures
a broader, more
diverse applicant
pool from which to
recruit. We believe
in diversity as our
profile reflects.
Improved Outreach
Planning &
Coordination. Hired 2
Diversity Recruiters.
Participated in 15
targeted activities.
An increase in the
number of applicants
from underrepresented sources
A more diverse, high
quality workforce.
Continue the
implementation of
our outreach plans.
Strategic
Management of
Human Capital
Initiatives on the Horizon
Future Initiatives
1. HRIS
2. Workforce
Planning
Comments
Provides a comprehensive end-to-end Human Resource Information System
as part of a government-wide, cost effective, and interoperable solution.
Positions NSF to recruit the right people, for the right positions, at the right
time; helps to ensure continued organizational excellence
3. Competency
Based HR
Provides a common “language” for all components of the human capital
lifecycle; establishes stronger links between those components
4. SES
Certification
Demonstrates NSF’s commitment to excellence; ensures that NSF executives
are compensated in accordance with their performance
5. Leadership
Development
Enhances competency and capability of NSF staff; identifies and prepares
NSF’s leaders of the future
Conclusion
NSF has demonstrated significant
achievement in Human Capital.