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TO: REE Employees

FROM: Gale A. Buchanan

Under Secretary

SUBJECT: REE Human Capital Plan 2007 -- 2010

I am very pleased to present to you the REE Human Capital Plan for 2007
-- 2010.

This plan contains the strategies and specific actions being implemented
by the REE agencies to address the Human Capital challenges we and all
Federal agencies face as we complete the first decade of this century.
This is our REE plan, and all REE employees have a responsibility for
its successful implementation.

Our goal must be to ensure we recruit and retain a high quality, highly
motivated, and technologically adept workforce capable of accomplishing
the missions of the REE Agencies.

Working together, I know we can achieve this goal.

Enclosure

ARS:AFM:HRD:HCPD:RWELLS:tmh:10/04/2007:504-1317:hcplanfinal2007-2010.doc

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**REE Human Capital Plan 2007 - 2010**

**Executive Summary**

The Research, Education and Economics (REE) Mission Area agencies have
implemented Strategic Plans that are used to guide their efforts for a
five year period. The foundation for these Strategic Plans is the Farm
Bill Proposals of 2007 and the USDA Strategic Plan which lay out the
long term view of the Nation's agricultural and food system. The
effective implementation of each of the REE agencies' Strategic Plans
(revised in 2007) enables REE to meet the challenges articulated by the
Administration's agricultural policies. Our success depends in large
part on an available REE workforce that is highly motivated, skilled,
flexible and technologically adept. Human capital planning is critical
to ensuring that the REE workforce is capable of providing effective
leadership on all food and agricultural issues facing the REE Mission
Area.

This Human Capital (HC) Plan establishes a framework of policies and
practices that will guide efforts in meeting these workforce needs. It
is results oriented, contains interdependent improvement goals, and
identifies initiatives, challenges and expectations necessary to meet
those goals. This HC Plan updates the current 2003 REE HC Plan and is
patterned after the USDA HC Plan. It commits the REE to the following
improvement goals:

**Strategic Workforce Planning and Alignment:** REE regularly assesses
its workforce requirements as a basis for human capital planning and to
assure strategic alignment with the REE Agencies' mission.

**Learning and Leadership Development:** REE is committed to continual
learning, knowledge transfer and professional development to enhance the
capabilities of its workforce.

**Recruitment and Retention:** REE recruits, acquires, and retains a
highly diverse, skilled workforce with competencies needed to achieve
its mission.

**Performance Culture:** REE has and maintains a culture that is results
oriented, motivates employees to perform, and values diversity.

The REE HC Plan is a single source for performance expectations, time
lines, and measures for meeting the human capital goals within USDA and
REE, a mechanism to respond to the Department regarding progress towards
meeting human capital goals, and a vehicle to examine and ensure greater
business efficiencies and cross-agency collaboration. The plan is
reviewed regularly to ensure it remains an effective guidance tool in
maintaining a workforce capable of meeting the challenges facing the REE
agencies.

TABLE OF CONTENTS

Introduction 1

Roles and Responsibilities 1

Major Accomplishments Under the 2003-2007 Human Capital Plan 2

Current Demographics 4

Goals 5

> Goal 1: Strategic Workforce Planning and Alignment 5
>
> Goal 2: Learning and Leadership Development 6
>
> Goal 3: Recruitment and Retention 7
>
> Goal 4: Performance Culture 8

Appendix A: Human Capital Plan Initiatives Implementation 10

Appendix B: Civil Rights Policy Statement 14

Appendix C: External and Internal Drivers 15

Appendix D: REE Agency Demographics 17

**Introduction**

The REE Mission Area consists of 4 agencies: the Agricultural Research
Service (ARS), Cooperative State Research, Education, and Extension
Service (CSREES), Economic Research Service (ERS), and the National
Agricultural Statistics Service (NASS). The first REE Human Capital
Plan, published in 2003, was the first step in fulfilling human capital
requirements of the President's Management Agenda. That Plan provided
the groundwork for each Agency's workforce plan, implementation of the
Performance Appraisal Assessment Tool (PAAT), skills gap analyses,
workforce restructuring, current development of the REE Succession Plan,
and the defining of new career ladders and management flexibilities.
Major challenges that faced the REE agencies at that time were:

1.  Communicating HC terminology and concepts to managers, supervisors,
    and employees.

2.  Developing results oriented performance plans and the matrices to
    support results-oriented performance.

3.  Addressing and assessing employee skills gaps caused by increasing
    complexity in our work, including technological advances.

4.  Preparing for the anticipated increase in staff turnover due to
    retirements through development of recruitment strategies, employee
    development, and succession planning.

5.  Recruitment designed to reduce under-representation in most mission
    critical occupations.

6.  Developing formal workforce plans.

This document updates and refocuses the REE HC Plan of 2003 -- 2007 by
building on the accomplishments and lessons learned thus providing a
foundation for success. There are four Strategic Goals outlined in this
plan:

1.  Strategic Workforce Planning and Alignment

2.  Learning and Leadership Development

3.  Recruitment and Retention

4.  Performance Culture

**Roles and Responsibilities**

The successful management of Human Capital within the REE Mission Area
requires commitment from everyone, from top management to front-line
employees. Following is a brief outline of the roles and
responsibilities:

Secretary/Subcabinet Maintain and communicate commitment to the
Department's Human Capital Initiative

> Provide leadership and resources for human capital efforts

USDA/Office Provide leadership in development of human capital planning

> of Human Capital
>
> Provide oversight and training for agency HC Plan efforts

Management Provide a mechanism for sharing best practices

> Manage accountability for the Department's HC Plan progress
>
> Provide regular reports to the Secretary, OPM and OMB

Agency Management/ Integrate human capital planning with business
processes Supervisors Participate in the development, implementation,
and oversight of

human capital plans and initiatives

> Demonstrate commitment, support and leadership in human capital
> planning
>
> Communicate commitment to human capital investment and the achievement
> of human capital goals to all employees
>
> Work with the Human Resources Division (HRD) and Civil Rights Offices
> to identify and resolve impediments to HC Plan goals and achievements

Human Resources Division Facilitate the implementation of human capital
actions/strategies

> Work with agency management to identify and resolve impediments to HC
> Plan goals and achievements
>
> Report to USDA on progress toward goals achievement

Provide updated workforce demographic information for

employees to use as a recruitment and retention tool

Agency Employees Provide feedback and suggestions to management

> Develop technical skills and sound work habits
>
> Self-assess leadership capabilities and work toward obtaining
> leadership skills
>
> Share program/technical knowledge with other employees

**Major Accomplishments Under the 2003 -- 2007 Human Capital Plan**

1.  Each of the 4 REE Agencies published and implemented Workforce
    Plans. These plans have been used by the agencies to enhance and
    help track their decision making regarding the management of their
    HC plans and programs.

2.  NASS established a multi-level performance management program in
    lieu of pass/fail. The new 5 level performance system provides clear
    distinctions between rating levels, has more meaning to employees,
    and ensures alignment with the Strategic Plan and mission of the
    agency.

3.  The REE Agencies supported 1,079 employees in leadership development
    programs, ensuring a more robust pipeline of employees able to
    assume key leadership positions in the Mission Area.

4.  ARS and ERS accomplished major workforce restructuring which
    included competitive sourcing and early out/buyout. The
    restructuring of organizations and operations has enhanced the
    efficiency of these agencies in meeting their mission by redeploying
    positions and reducing long-term operating costs.

5.  NASS redefined career ladders for its occupations, and developed a
    new relocation incentive policy to support retention and succession
    planning.

6.  NASS and ARS completed 79 Human Resources Management Evaluations
    (HRME), Human Capital Management Assessments (HCMA), and
    Consolidated Assistance Review and Evaluation (CARE) organizational
    reviews to support and improve HC Accountability. These reviews
    identify areas where improvements can be made in the management of
    an organization's Human Capital and hold mangers accountable for
    making those improvements.

7.  ARS and NASS have improved efficiencies by implementing, where
    appropriate, the consolidation of administrative services to
    multiple locations.

8.  CSREES, in partnership with selected land-grant universities, made
    on-line personal finance learning tools available through AgLearn to
    all USDA employees.

9.  ARS completed a skills gap competency assessment for all employees
    in the GS-0201 Human Resources occupational series.

10. ARS developed and implemented an agency Recruitment Plan.

11. HRD effected an internal reorganization to better align and support
    Human Capital activities, including leadership development and
    succession planning.

12. HRD implemented an internal accountability protocol focusing on
    automated systems to improve data integrity and published a REE HC
    Accountability directive.

13. ARS reduced the skills gap in the Biological Sciences Technician
    occupational series.

14. ARS has partnered with minority organizations to establish workable
    cooperative relationships through early intervention programs for
    training and future recruitment opportunities.

15. NASS has achieved the top USDA rating in the 2006 and 2004 Federal
    Human Capital Surveys.

16. CSREES implemented a new Supervisory/EEO element for supervisors'
    performance plans.

17. CSREES created and delivered three courses to employees to
    specifically meet the agency's e-Grants implementation goals, a
    major component of the CSREES workforce plan.

18. CSREES developed and implemented a Certificate of Competency in
    Accounting at Southeastern University for employees in support of
    succession planning activities by providing a pool of candidates for
    future accounting vacancies.

19. CSREES completed its first nationwide Customer Service Satisfaction
    Survey, and established three implementation teams to analyze survey
    responses and propose strategies and mechanisms for better meeting
    customer needs and expectations.

20. All REE agencies have piloted the Monster Government Solutions
    Hiring Management and have either implemented or are in the process
    of implementing it in their agencies.

**Current REE Demographics**

Although much work has been done, many of these challenges continue. The
REE workforce demographics are:

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\*Includes permanent positions only

\*\*As of June 9, 2007

Senior Leadership: SES

Senior Management: Grade 15

Mid-level Management: Grades 13 and 14

Other Supervisors: All other supervisors

An REE agency breakdown has been provided as Appendix D to this plan.

**Goals**

**Goal 1: Strategic Workforce Planning and Alignment**

REE regularly assesses its workforce requirements as a basis for human
capital planning and to assure strategic alignment with USDA's mission.
Human Capital goals are embedded in the Agency Strategic and Workforce
Plans. The challenges facing REE in workforce planning and alignment
include current and probable future flat budgets as well as the
anticipated increase in the rates of retirements resulting in brain
drains and the loss of experienced leadership and corporate knowledge.

[Initiatives:]{.underline}

-   ERS having realigned its administrative support structure will focus
    on implementing the new organization, establishing Standard
    Operating Procedures, training employees in new assignments, and
    finalizing this organization.

-   Through the annual Strategic Resources Management Planning (SRMP)
    process, ARS develops strategic approaches for managing its fiscal,
    human, and physical resources to optimize research capability and
    output. The SRMP process will continue to focus on identifying and
    supporting high priority research programs.

-   ARS will continue to use its Program Adjustment Decision Item (PADI)
    process to implement organizational changes that strengthen and
    streamline research programs and operations. This process is being
    utilized in the on-going major realignment of the ARS Beltsville
    Area in light of fiscal, human, and physical resource constraints.

-   Fully implement the National Centers for Animal Health (NCAH)
    Combined Services organization supporting ARS and APHIS programs in
    Ames, Iowa.

-   Implement the decision regarding the structure and organization of
    CSREES and ARS as proposed in a 2007 Farm Bill proposal.

-   Develop and implement the REE Succession Plan. Evaluate existing
    leadership development programs in terms of the competencies focused
    on and whether actual development and learning occur. Develop and
    offer succession planning services to REE executives and managers.

    [Challenges:]{.underline}

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-   Flat Budgets (No anticipated Congressional appropriated funding
    increases).

-   Increased rate of retirement leads to loss of experienced leadership
    and corporate knowledge.

-   Achieving a more diverse workforce across REE.

    [Expected Results:]{.underline}

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-   Streamlined, effective administrative support to ERS programs.

-   Enhance mission accomplishment through restructuring/realigning
    activities.

-   Implementation of succession strategies to counterbalance
    anticipated retirements and other losses to REE leadership.

-   Employment of a more diverse workforce.

    **Goal 2: Learning and Leadership Development**

REE is committed to continual learning, knowledge transfer, and
professional development to enhance the capabilities of its workforce.
Commitment to developing leaders and implementing a plan to replenish
the pipeline of supervisory, managerial and executive talent is key
basis to continued REE's success. Like most federal agencies, a
substantial percentage of our leadership workforce is eligible to retire
within the next 5 years. REE will take aggressive steps to ensure there
is an adequate pool of trained employees eligible to assume leadership
positions as they become available.

[Initiatives:]{.underline}

-   An REE Succession Plan will be developed, with specific sections
    tailored to the needs of each REE agency.

-   REE agencies will monitor and support the 2007 USDA SESCDP program
    candidates who successfully complete the assessments and enter the
    program.

-   Provide Succession Planning training for HR staff and key program
    leaders in each REE agency.

-   The ARS offered 2007 Training Program will include:

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-   Administrative Officer Training

-   New Research Leader Training

-   Administrative and Financial Management Workshop

-   Path-to-Leadership Program or Leadership Foundations Seminar

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-   Close skill gaps for Human Resources (HR) Specialists in the areas
    of information technology and workforce planning.

-   Make AFM workshops available to all REE Agencies.

-   Use AgLearn to host, track and report on key employee and leadership
    development activities. Increase available course content in AgLearn
    through conversion of existing materials to computer-based training.

-   Implement e-New Employee Orientation to better prepare employees for
    their Government career in REE.

-   Administer the Federal Competency Assessment Tool (FCAT-M) to REE
    supervisors.

-   NASS plans to conduct a leadership dialogue seminar for their
    managers and supervisors among their many planned career and
    leadership development training events.

-   CSREES plans to develop and release online versions of its three
    e-Grants courses through AgLearn and will develop additional
    training, as necessary, to respond to changes in the Grants.gov
    website.

-   CSREES will continue its development of GS-1101 mission critical
    employees through a three-year Grants Management Certificate
    Training Program.

-   CSREES will monitor and support the employees in the Certificate of
    Competency in Accounting Program offered by Southeastern University.
    In 2009, the students will have completed 27 hours in accounting and
    will qualify for their certificate.

    [Challenges:]{.underline}

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-   The number of REE employees across all grades and occupations who
    are eligible to retire in the next 5 years leads to a loss of skills
    and knowledge. (56% of managers and 31% of all managers and
    supervisors.)

-   Flat appropriated budgets with limited resources to support critical
    leadership development and other training activities.

    [Expected Results:]{.underline}

1.  HR skills gaps are closed as evidenced by follow up survey
    responses.

2.  REE Succession Plan published and implemented. Cadre of potential
    leaders is large enough that 50% of leadership vacancies can be
    filled by internal candidates.

    **Goal 3: Recruitment and Retention**

REE recruits, acquires, and retains a highly diverse, skilled workforce
with the competencies needed to achieve its mission. Because of
projected retirements, competition from private industry, increasingly
complex work, and the need for new technology skills, REE must employ
aggressive recruitment and retention strategies. Recruitment strategies
include the use of recruitment incentives, repayment of student loans,
flexible work schedules, and varied work/life programs.

[Initiatives:]{.underline}

-   More aggressive use of the Student Career Enhancement Program (SCEP)
    appointing authority in REE agencies as a recruitment tool to
    improve diversity and availability of new technology knowledge.
    Improved accountability for converting SCEPs to permanent positions.

-   Continue funding and support for the Native American Internship
    Program, student employment agreements, and other initiatives that
    support diversity within REE.

-   Fully implement Monster Government Solutions Hiring Management
    system.

-   Increase use of the Career Intern Program (CIP) in the REE agencies.

-   Implement Entrance and Exit Surveys to capture the reasons people
    come to work for REE and the reasons they leave. Use this data to
    develop recruitment and retention strategies.

-   Expand use of Career Enhancement Program (CEP) in REE agencies.

-   Implement a Workers' Compensation Return to Work Program in REE
    agencies.

-   Use the Career Patterns Guide to better define the structure of
    occupations in the mission area and to inform strategies for
    recruiting and retaining talent.

-   Increase the utilization within REE of retention allowances to
    maintain staff in outlying areas and the use of recruitment
    incentives for professional hires, particularly in mission critical
    and/or hard to fill series.

-   CSREES will administer the Veterinary Medicine Loan Repayment Act
    Program authorized by the National Veterinary Medical Service Act
    (NVMSA). In a collaborative effort with other USDA agencies, a
    significant portion of the NVMSA funds will help facilitate
    recruitment (through loan repayment authority) of food animal
    veterinarians in designated hard to fill positions in the food
    safety/supply sectors in rural areas.

-   ARS seeks indefinite Demonstration Project (DEMO) authority to
    continue the process of hiring temporary hires.

-   NASS seeks special salary rate increases for Mathematical
    Statisticians to restore recent locality pay losses and to close the
    pay gap between the private and federal sectors.

-   NASS plans to work cooperatively with partners to recruit minority
    enumerators to conduct data collection activities for NASS surveys,
    particularly the 2007 census of Agriculture.

-   NASS will implement recruitment strategies and redeploy current
    workforce in order to conduct the 2007 Census of Agriculture.

-   ERS will implement a research associate (post-doc) employment
    program.

    [Challenges:]{.underline}

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-   Rates of staff retirements are outpacing the rates of new hires in
    some REE agencies.

-   Current budgets make little money available for recruitment and
    retention flexibilities.

-   A lack of available talent in shortage categories such as Veterinary
    Medical Officers.

-   Retain injured employees - bring them back to work, particularly in
    ARS.

-   Achievement of a more diverse workforce in REE.

    [Expected Results:]{.underline}

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-   Increase minority employment, including women, by 1% of total
    employment using the end of FY 2006 as baseline.

-   Using the FY 2006 level as a baseline, increase CEP positions by 50%
    over the next 3 years in those agencies using the CEP Program.

-   Reduce OWCP compensation costs in REE agencies, particularly ARS, by
    5% through return-to-work programs.

-   Form strategic partnerships with diverse communities, persons with
    disabilities organizations, and minority organizations.

    **Goal 4: Performance Culture**

REE has a culture that is results-oriented, motivates employees to
perform, and values diversity. Employee and team performance is aligned
with organizational goals, evaluations are based on objective measures
and focus on results, and the performance management process is used as
a tool to improve continuous two-way communication about goals,
objectives and accomplishments.

[Initiatives:]{.underline}

-   Develop and implement Performance Appraisal Assessment Tool
    Improvement (PAAT) Plan strategies for each REE agency to improve
    employee performance and recognition programs.

-   Issue a new Policies and Procedures document covering REE agencies'
    performance management programs.

-   Assist the Department in conducting their mandated 2007 Employee
    Climate Survey.

-   Implement a new Supervisory/EEO element in ARS to improve
    supervisory accountability for performance management
    responsibilities.

    [Challenges:]{.underline}

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-   REE Agencies must make improvements to their performance management
    programs scores by the end of 2008, based on the USDA 85 point
    target score.

-   Continue to improve customer service. While REE agencies have
    achieved an excellent level of customer service in most areas,
    continued work is necessary to maintain and improve this service.

-   Ensure that top management gives critical consideration to the
    supervisory and management components of leadership positions when
    making selections and evaluating the success of incumbents of these
    positions.

    [Expected Results:]{.underline}

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-   All agency performance plans contain measurable results oriented
    goals in at least one element.

-   All supervisors' performance plans contain a supervisory performance
    element.

-   Federal Human Capital Survey and other employee climate surveys
    indicate improvement in employee perceptions of how their
    supervisors manage human resources.

-   All REE agencies achieve a score of at least 85 points on their PAAT
    scores.

-   AFM will conduct a customer satisfaction survey on administrative
    services once every 3 years and publish survey results with
    strategies for improvement.

APPENDIX A

  ---------------- -------------------------------------------- ---------------- ----------
  Human Capital                                                                  
  Plan Initiatives                                                               
  Implementation                                                                 
  Strategy                                                                       

                                                                                 

                   Initiative                                   Implementing     Agency
                                                                Document         Impacted

  Goal 1.          ERS having realigned its administrative      Agency Specific  ERS
  Strategic        support structure will focus on implementing Project Plan     
  Workforce        the new organization, establishing Standard                   
  Planning and     Operating Procedures, training employees on                   
  Alignment        new assignments, and finalizing this                          
                   reorganization.                                               

                   Through the annual Strategic Resources       SRMP Submissions ARS
                   Management Planning (SRMP) process, ARS                       
                   develops strategic approaches for managing                    
                   its fiscal, human and physical resources to                   
                   optimize research capability and output. The                  
                   SRMP process will continue to focus on                        
                   identifying and supporting high priority                      
                   research programs.                                            

                   ARS will continue to use its Program         PADI Submissions ARS
                   Adjustment Decision Item (PADI) process to                    
                   implement organizational changes that                         
                   strengthen and streamline research programs                   
                   and operations. This process is being                         
                   utilized in the on-going major realignment                    
                   of the ARS Beltsville Area in light of                        
                   fiscal, human, and physical research                          
                   programs.                                                     

                   Fully implement the NCAH Combined Services   NCAH             ARS
                   organization supporting ARS and APHIS        Implementation   
                   programs in Ames, Iowa.                      Plan             

                   Implement Congressional decisions regarding  Agency Merger    ARS &
                   the structure and organization of ARS and    Project Plan     CSREES
                   CSREES.                                                       

                   Develop and implement the REE Succession     HRD Business     All REE
                   Plan. Evaluate existing leadership           Plan             Agencies
                   development programs in terms of the                          
                   competencies they focus on and whether                        
                   actual development and learning occur.                        
                   Develop and offer succession planning                         
                   services to REE executives and managers.                      
  ---------------- -------------------------------------------- ---------------- ----------

  ------------- ------------------------------------------- ------------- ----------
  Goal 2.       An REE Succession plan will be developed,   HRD Business  All REE
  Learning and  with specific sections tailored to the      Plan          Agencies
  Leadership    needs of each REE agency.                                 
  Development                                                             

                REE agencies will monitor and support those Ongoing       All REE
                of the 2007 USDA SES CDP program candidates               Agencies
                who successfully complete the assessments                 
                and enter the program.                                    

                Provide Succession Planning training for HR HRD Business  All REE
                managers and specialists and for key        Plan          Agencies
                program leaders in each REE agency.                       

                2007's training program will include:       HRD Business  All REE
                Administrative Officer Training; New        Plan          Agencies
                Research Leader Training; Administrative                  
                and Financial Management Workshop; and                    
                Path-to-Leadership Program or Leadership                  
                Foundations.                                              

                Close skill gaps for Human Resources (HR)   HRD Business  ARS
                Specialists in the areas of information     Plan          
                technology and workforce planning.                        

                Make AFM workshops available to all REE     HRD Business  All REE
                Agencies.                                   Plan          Agencies

                Use AgLearn to host, track and report on    HRD Business  All REE
                key employee and leadership development     Plan          Agencies
                activities. Increase available course                     
                content in AgLearn through conversion of                  
                existing materials to computer-based                      
                training.                                                 

                Implement e-New Employee Orientation to     HRD Business  All REE
                better prepare selectees for their career   Plan          Agencies
                with REE.                                                 

                Administer the Federal Competency           HRD Business  All REE
                Assessment Tool (FCAT) to REE supervisors   Plan          Agencies
                GS-13 and above.                                          

                NASS plans to conduct a leadership dialogue Workforce     NASS
                seminar for their managers and supervisors  Plan          
                among their many planned career and                       
                leadership development training events.                   

                CSREES plans to develop and release online  CSREES        CSREES
                versions of its three e-Grants courses      Taskforce     
                through AgLearn and will develop additional               
                training, as necessary, to respond to                     
                changes in the Grants.gov website.                        

                CSREES will continue its development of     Ongoing       CSREES
                GS-1101 mission critical employees through                
                a three year Grants Management Certificate                
                Training Program.                                         

                CSREES will monitor and support the         Ongoing       CSREES
                employees in the certificate of Competency                
                in Accounting Program offered by                          
                Southeastern university. In 2009, the                     
                students will have completed 27 hours in                  
                accounting and will qualify for their                     
                certificate.                                              
  ------------- ------------------------------------------- ------------- ----------

  ------------- -------------------------------------------- ------------- ----------
  Goal 3.       More aggressive use of the Student Career    HRD Business  All REE
  Recruitment   Enhancement Program (SCEP) appointing        Plan          Agencies
  and Retention authority as a recruitment tool to improve                 
                diversity and availability of new technology               
                knowledge. Improved accountability for                     
                converting SCEPs to permanent positions.                   

                Continue funding and support for student     Ongoing       All REE
                employment agreements with Miami-Dade                      Agencies
                University, the Native American Tribal                     
                Colleges, and other initiatives that grow                  
                diversity within the Mission Area.                         

                Fully implement Monster Government Solutions HRD Business  All REE
                Hiring Management.                           Plan          Agencies

                Increase use of the Career Intern Program    HRD Business  All REE
                (CIP) in the REE agencies.                   Plan          Agencies

                Implement Entrance and Exit Surveys to       HRD Business  All REE
                capture the reasons people come to work for  Plan          Agencies
                us and the reasons they leave. Use this data               
                to develop informed recruitment and                        
                retention strategies.                                      

                Expand use of Career Enhancement Program     HRD Business  All REE
                (CEP) in REE agencies.                       Plan          Agencies

                Implement a Workers' Compensation Return to  HRD Business  All REE
                Work Program in REE.                         Plan          Agencies

                Use the Career Patterns Guide to better      HRD Business  All REE
                define the structure of occupations in the   Plan          Agencies
                mission area and to inform strategies for                  
                recruiting and retaining talent.                           

                Increase the use within REE of retention     HRD Business  All REE
                allowances to maintain staff in outlying     Plan          Agencies
                areas and the use of recruitment incentives                
                for professional hires, particularly in                    
                mission critical and/or hard to fill                       
                positions.                                                 

                CSREES will administer the Veterinary        NVMSA Act     CSREES
                Medicine Loan Repayment Act Program                        
                authorized by the National Veterinary                      
                Medical Service Act (NVMSA). In a                          
                collaborative effort with other USDA                       
                agencies, a significant portion of the NVMSA               
                funds will help facilitate recruitment                     
                (through loan repayment authority) of food                 
                animal veterinarians in designated hard to                 
                fill positions in the food safety/supply                   
                sectors in rural areas.                                    

                ARS seeks indefinite Demonstration Project   HRD Business  ARS
                (DEMO) authority to continue the process of  Plan          
                hiring temporary hires.                                    

                NASS seeks special salary rate increases for Agency        NASS
                Mathematical Statisticians to restore recent Initiative    
                locality pay losses and to close the pay gap               
                between the private and federal sectors.                   

                NASS will implement recruitment strategies   AG Census     NASS
                and redeploy current workforce in order to   Project Plan  
                conduct the Agriculture Census.                            

                NASS plans to work cooperatively with        Workforce     NASS
                partners to recruit minority enumerators to  Plan          
                conduct data collection activities for NASS                
                surveys, particularly the 2007 Census of                   
                Agriculture.                                               

                ERS will implement a research associate      Workforce     ERS
                (post-doc) employment program.               Plan          
  ------------- -------------------------------------------- ------------- ----------

  ------------- -------------------------------------------- ------------- ----------
  Goal 4.       Develop and implement a Performance          HRD Business  All REE
  Performance   Appraisal Assessment Tool Improvement Plan   Plan          Agencies
  Culture       for each REE agency.                                       

                Issue a new Policies and Procedures document HRD Business  All REE
                covering REE agencies' performance           Plan          Agencies
                management programs.                                       

                Use data from the Performance Appraisal      HRD Business  All REE
                Assessment Tool (PAAT) action plan to        Plan          Agencies
                improve awards and recognition programs.                   

                Assist the Department in conducting the 2007 HRD Business  All REE
                Employee Climate Survey.                     Plan          Agencies

                Implement a new Supervisory/EEO element in   HRD Business  ARS
                ARS to improve supervisory accountability    Plan          
                for performance management responsibilities.               

                                                                           
  ------------- -------------------------------------------- ------------- ----------

**APPENDIX B**

CIVIL RIGHTS POLICY STATEMENT

The REE embraces the Department's civil rights policy of building and
maintaining a dynamic and effective workforce inextricably linked to
creating and sustaining:

-   A high-quality, high performing diverse workforce

-   A workplace environment free from discrimination, harassment,
    intolerance and reprisal

Underlying the accomplishment of our goals of service to customers and
efficient management are principles providing, ensuring, and promoting a
workplace where employees and applicants for employment are:

-   Treated equitably, fairly, and justly

-   Assured equal opportunity for development and advancement

-   Encouraged and supported to reach their full potential in the
    performance of their job

-   Recognized and rewarded for their achievement and the value of their
    contributions to ensuring customers experience excellent customer
    service and equal access to all programs

Our civil rights policy prohibits reprisal, harassment, or
discrimination based on age, color, disability, national origin and
race, family, parental or marital status, political affiliation,
religion, sex (gender), sexual orientation, workforce violence, and
public assistance status.

REE is dedicated to strategic, administrative, advocacy, change
management, and employee developmental actions in line with the HC Plan,
that do not adversely affect or disproportionately impact any group of
employees or applicants.

**APPENDIX C**

EXTERNAL AND INTERNAL DRIVERS

The REE HC Plan supports our most important resource: PEOPLE (our
employees). Our current strategic planning efforts indicate a variety of
external and internal drivers that impact human capital planning. These
are:

**External drivers**

Department-wide focus on the 2007 Farm Bill proposals

Federal laws including the Government Performance and Results Act and
PMA initiatives including Budget and Performance Integration and use of
the Performance Assessment Rating Tool (PART)

Heightened national focus on Homeland Security

USDA Strategic Plan, REE Agency Strategic Plans and USDA Strategic Human
Capital Plan

Collaboration and coordination with local, state, and other Federal
emergency management groups

Citizen and congressional interest focused on civil rights issues

Changing citizen expectations of the role of Government including more
collaboration and citizen involvement

Human Resources regulations and statutes including classification
systems, the competitive recruitment process, recruitment and retention
incentives, and other policies and regulations

Various other Federal Human Capital Initiatives such as the Performance
Appraisal Assessment Tool (PAAT), Career Patterns, Federal Competency
Assessment Tool (FCAT), and Succession Planning

**Internal Drivers**

A potential significant loss of leadership due to projected high rate of
Senior Executive Service (SES) and management employees eligible for
retirement and projected dearth of replacements

Implementation of major policy initiatives such as the Farm Security and
Rural Investment Act of 2002 involving close coordination and tight
deadlines and the new 2007 Farm Bill

Funding constraints and competing requirements within the human
resources area and REE as a whole, notably other facets of the
President's Management Agenda (PMA), such as competitive sourcing

Strategic Plan and related policy initiatives of the four REE agencies

The potential for downsizing coupled with the need for new knowledge,
skills and abilities

Shift to an enterprise IT system and other automation to better support
the REE mission

These internal and external drivers help to reinforce the types of human
capital initiatives that must be in place to ensure that we have the
right number and skill mix of employees in our workforce. They will also
help to determine the impact of technology on the types of skills we
need and how our work can be performed more efficiently while continuing
to be more responsive to the customer.

**APPENDIX D**

REE AGENCY DEMOGRAPHICS

![](media/image7.jpeg){width="6.502083333333333in"
height="7.021527777777778in"}

\*Includes permanent positions only

\*\*As of June 9, 2007

Senior Leadership: SES

Senior Management: Grade 15

Mid-level Management: Grades 13 and 14

Other Supervisors: All other supervisors