Human Capital Management
Assessment
Joe Burt
Director, HRM
March 31, 2004
Goal
Develop a diverse, capable, motivated
staff that operates with efficiency and
integrity.
March 31, 2004
NSF Employees
IPA
10%
Intermittent
4%
VSEE
2%
Temporary
11%
Permanent
73%
March 31, 2004
Employee Comparative Data
NSF:
Total Permanent
Employees
IPA
Temporary
Intermittent VSEE
Education: % Bachelor’s Degree or 64%
higher
61%
Not tracked 66%
by NSF
95%
100%
Supervisor: % Supervisor
17%
21%
12%
7%
0%
0%
Gender: % Female
59%
64%
34%
59%
35%
38%
PATCO: % Professional / Administrative 78%
77%
100%
62%
98%
100%
RNO: % Minority
39%
42%
24%
44%
13%
24%
Pay Group: % in Groups 4 and 5 (> 52%
$78,265)
44%
92%
34%
98%
100%
Disability: % Target Disability
1%
1%
1%
1%
0%
3%
Age: % > 46 years
56%
59%
Not tracked 28%
by NSF
95%
65%
Years of Federal Service: % > 11 years
Not
applicable
70%
Not
applicable
Not
applicable
Not
applicable
Not applicable
Years of NSF Service: % < 5 years
52%
38%
100%
75%
89%
62%
Program Category: % Science and 45%
Engineering
32%
100%
49%(1)
100%
100%
Occ Series: # Distinct Occ Series
74
30
36
20
13
243
34
42
6
8
84
MarchTitles:
31, 2004
NSF Position
# Distinct NSF titles 288
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.
March 31, 2004
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.
March 31, 2004
Identified Human Capital Goals
• Human Capital Management Roles &
Responsibilities
• Integration of Human Capital Strategy
with Organizational Strategy
• Strategic Workforce Planning
• Recruitment and Retaining
March 31, 2004
Human Capital Goals (continued)
•
•
•
•
Educating and Developing
Motivating – Performance Management
Motivating – Organizational Culture
Transitioning
March 31, 2004
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.
March 31, 2004
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.
March 31, 2004
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.
March 31, 2004
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.
March 31, 2004
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.
March 31, 2004
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.
March 31, 2004
Summary
• The HCMP was developed to be aligned
with agency and PMA goals.
• It has an accountability framework
established.
• Continue use of this framework.
March 31, 2004