USCIS Human Capital
Strategic Plan
Dr. Rich Douglas
Chief, Human Capital Strategy
US Citizenship and Immigration Services
Human Capital and Training Strategic Plan
HCT VISION:
We will be the recognized authority on and provider of human
capital and training services so that USCIS has a wellprepared and motivated work force able to fulfill the agency’s
mission.
HCT MISSION:
We will be strategic human capital partners and consultants across USCIS. We will:
• Set consistent policies and standards;
• Provide expert guidance;
• Deliver high quality services;
• Evaluate effectiveness; and
• Inform decision-makers
in all human capital subject matter areas. Our areas of subject matter expertise include:
• Human resource services;
• Labor and employee relations;
• Training and professional development;
• Workforce planning;
• Leadership development and succession management; and
• Organizational effectiveness.
The Strategic Management Framework
•
•
•
•
•
•
Tool:
Strategy
Map
1.
Develop
the
Strategy
•
•
•
•
•
Develop Outcome Measures
Establish Targets
Define Outputs
Develop Output Measures
Define Targets
Align to Budget
2.
Translate
the
Strategy
3.
Align
the
Organization
HCAAF System (1): Strategic Alignment
Conduct Workforce Analysis
Define needs and priorities
Define Outcomes
Outcomes represent HCAAF Systems:
(2) Leadership and Knowledge Management
(3) Results-Oriented Performance Culture
(4) Talent Management
HCAAF
*
• HCAAF System (5): Accountability
• Report on Project/Task status using milestones
• Evaluate Measures against targets and decide
how to proceed
DHS Workforce Strategy
4.
Plan
Operations
5.
Execute,
Monitor
and
Learn
• Establish Projects and Tasks
• Define Milestones for
completion
• Tie individual performance
goals to Projects and Tasks
6.
Revise
Strategy
& Adapt
Tool:
HCT Milestone Tracker
Tool:
Performance
Measurement System
*
Annual Operating Plan
*
USCIS Director’s Goals
NEW HCT
STRATEGY MAP:
As of 3/27/2011
Stakeholder
Perspective
Customer
Perspective
Internal
Process
Perspective
HCT “Strategic Destination”: We will be the recognized authority on and provider of human capital and
training services so that USCIS has a well-prepared and motivated work force able to fulfill the agency’s
mission.
S1: HIGH QUALITY, COMPLIANT, & CONSISTENT
SERVICES ACROSS USCIS
C1: LEADERSHIP
Build an effective, missionfocused, diverse and
inspiring leadership cadre
IP1: WELL-DEFINED
POLICIES & PROCEDURES
Policies and procedures clearly,
distinctly, and accurately describe
what USCIS managers and
employees need to know to
execute human capital& training
requirements
C2: HIRING
Recruit a highly
qualified and
diverse workforce
S2: COST EFFECTIVE SERVICE PROVISION
C3: RETENTION
Retain an engaged
workforce
IP2: USEFUL & EFFECTIVE
SYSTEMS & TOOLS
Accurate, up-to-date, easily found,
and user-friendly systems & tools
enable USCIS managers and
employees to execute human capital
and training requirements in an
efficient and timely manner
C4: PERFORMANCE-BASED
CULTURE
Solidify a unified USCIS culture of
mission performance, adaptability,
accountability, equity and results
IP3: EXCELLENT CUSTOMER
SERVICE & CONSULTING
USCIS employees receive excellent
customer service and consulting
solutions throughout the human
capital life cycle
IP4: HCT Business operations are efficiently managed
HCT People
& Culture
Perspective
PC1: Consulting,
Technical, &
Supervisory Skills and
professional
development
opportunities are
improved
PC2: Employees feel
more valued and are
more engaged
PC4: Leadership
Manages more
strategically
PC3: The culture encourages
customer focus and innovative
approaches to solutions
PC5: Staff have
sufficient
resources to be
effective
Elements of An Implementable Strategic Plan
Outcome (aka “Strategic Goal”): A condition
to be achieved; what we are able to do as a
result of what has been created or performed.
Output: A thing to be
created or a system to be
operated to produce the
Outcome.
Outcome
Output
Output
Output
Project: A major
accomplishment
required to create or
operate the Output.
Task: A significant
step in completing
the Project.
Projects or Project
Plan tasks should be
reflected in employee
performance plans
Project
Project
Project
Project
Project
Major Tasks
_________
_________
_________
Major Tasks
_________
_________
_________
Major Tasks
_________
_________
_________
Major Tasks
_________
_________
_________
Major Tasks
_________
_________
_________
Inputs
Inputs
Inputs
Inputs
Inputs
Staff
Budget
Other
Staff
Budget
Other
Staff
Budget
Other
Staff
Budget
Other
Staff
Budget
Other
Inputs: Staff, budget, and other resources
needed to complete the Project Plan
Scope, quality, and
completion dates for
Projects depend on
staff and budget
resources made
available
Budget and staffing
requests can be
justified based on
scope, quality, and
completion dates
reflected in Project
Plans
HCT
STRATEGY
MAP:
HCT “Strategic Destination”: We will be the recognized authority on and provider of human capital and training services so that USCIS has a wellprepared and motivated work force able to fulfill the agency’s mission.
As of 4/22/2011
S1: HIGH QUALITY, COMPLIANT, & CONSISTENT SERVICES ACROSS USCIS
Stakeholder
Perspective
•
•
Strong Union Relationship
Standard PDs and PPAs
C1: MORE EFFECTIVE
LEADERSHIP
Customer
Perspective
• Leadership Development
Programs
• Organizational Development
Interventions
•
C2: A QUALIFIED
WORKFORCE HIRED
• Streamlined Hiring Program
• Workforce Planning Process
•
•
•
•
•
Up-To-Date HR Guidance
Systematic Exit Process
Improved SES Hiring & Evaluation Process
Efficient MD and SOP Development Process
Process Improvement Program
IP4: HCT BUSINESS OPERATIONS
ARE EFFICIENTLY MANAGED
HCT People
& Culture
Perspective
•
•
•
•
•
•
•
Strategically Aligned Budget & Staffing
C4: SOLIDIFIED
PERFORMANCE-BASED
CULTURE
C3: AN ENGAGED WORKFORCE RETAINED
• Effective Time & Attendance
System
• Well-Administered Benefits
• Labor and Employee
Relations Advice &
Assistance
• More Consistency in
Adverse & Disciplinary
Actions
• Work Flexibility Options
• Mandatory HC Programs
• Workforce Resiliency
Programs
• High-Caliber Immigration
Training Program
• Cross-Cutting Strategic HC
Initiative Management
IP2: USEFUL & EFFECTIVE
SYSTEMS & TOOLS
IP1: WELL-DEFINED
POLICIES & PROCEDURES
Internal
Process
Perspective
S2: COST EFFECTIVE SERVICE PROVISION
Full-fledged Position Management Program
Efficient Process for Accessing Personnel Data
Well-Constructed Workforce Planning Capability
Succession Planning Process
Learning Tools for Continuous Improvement
Accessible, Useful HCT Contacts & Resources
HCAAF-Compliant Strategic Management Framework
• Standard, Quality-Driven
Performance Goals
• Results-Oriented
Recognition Program
IP3: EXCELLENT CUSTOMER
SERVICE & CONSULTING
• Timely, Relevant, Responsive Training
Consulting Services
• Improved Training & Communication for
Supervisors Addressing LER Issues
• Effective Communication System for HCT's
External Customers
• Timely, Accurate Customer Service for HCT in HR, Procurement, Budget, Equipment, Facilities
• Standard Business Processes
• Internal/Self Audit Process
PC1: IMPROVED
STAFF SKILLS
PC2: MORE ENGAGED
EMPLOYEES
PC3: INNOVATIVE
CULTURE
PC4: STRATEGIC
MANAGEMENT
• Staff Skill Improvement
• Staff Professional
Development
• Effective Internal Communication
System
• Motivational Internal Recognition
Program
• Internal Organizational
Development
• Executive Coaching
• Strategic Plan and
Implementation
Facilitation
PC5: NECESSARY
RESOURCES
• Sufficient IT and
Communications
Equipment