# Presentation: 079128

## Unit Introduction and Overview

**Unit objectives:**
**Define human capital**
**Identify and discuss human capital considerations in continuity of operations (COOP)**

## Human Capital

## Human Capital Defined

**The sum of the talent, energy, knowledge, and enthusiasm that people invest in their work.**
**In COOP**
**Human Capital = All Employees**

## Human Capital Concerns for Continuity

**Designation of emergency employees**
**Communication with all employees**
**Providing guidance to all employees**
**Providing telework and alternate work locations**

## Designating Emergency Employees

**Ensure that the employee:**
**Possesses skills to perform the COOP function**
**Can remain calm in an emergency**
**Does not have personal hardships**
**Is identified as a primary or alternate**
**Receives formal documentation of COOP assignment**
**Is trained and equipped**

## Communicating with All Employees

**Ensure that COOP and non-COOP personnel have a clear understanding what to do in a COOP situation:**
**Schedule meetings with all personnel**
**Conduct regular exercises and simulations**
**Establish an agency notification system for COOP members**
**Communicate workplace operating status for all employees**
**Develop procedures to account for all employees in an emergency.**

## Human Capital Guidance

**Develop a partnership between agency’s COOP **
**and human resources managers**
**Human resources department is familiar with and understands human capital tools, flexibilities, and strategies.**
**Resources already exist and are available at each agency and at OPM or at the State personnel agency.**

## Human Capital Guidance

**Tools, flexibilities and strategies available:**
**Pay and leave**
**Work schedules**
**Benefits**
**Employee assistance program**

## Human Capital Guidance Resources

**Pay and leave**
**Federal Pay and Leave Information **_**[www.opm.gov/oca](http://www.opm.gov/oca)**_
**OPM Handbook on Pay and Leave Benefits for Federal Employees Affected by Severe Weather Conditions or Other Emergency Situations **_**[www.opm.gov/oca/compmemo/2005/2005-18hb.pdf](http://www.opm.gov/oca/compmemo/2005/2005-18hb.pdf)**_
**OPM Emergency Guidance Memoranda **_**[www.opm.gov/oca/COMPMEMO/emerg.asp](http://www.opm.gov/oca/COMPMEMO/emerg.asp)**_
**Pay and Hours of Work Fact Sheets **_**[www.opm.gov/oca/pay/HTML/factindx.asp](http://www.opm.gov/oca/pay/HTML/factindx.asp)**_
**Questions and Answers About Pay Administration **_**[www.opm.gov/oca/pay/HTML/PAYQAIX.asp](http://www.opm.gov/oca/pay/HTML/PAYQAIX.asp)**_
**OPM Links to Fact Sheets on Leave **_**[www.opm.gov/oca/leave/HTML/factindx.asp](http://www.opm.gov/oca/leave/HTML/factindx.asp)**_

## Human Capital Guidance Resources

**Work Schedules: **_**[www.opm.gov/oca/worksch/index.asp](http://www.opm.gov/oca/worksch/index.asp)**_
**Benefits: www.opm.gov/oca/Employment_and_Benefits/EmployeesSupport2.asp**
**Employee Assistance Program: www.opm.gov/oca/employment_and_benefits/worklife/healthwellness/eap/index.asp**

## Telework and Alternate Work Locations

## Telework Defined

**Any arrangement in which an employee regularly performs officially assigned duties at home or other work sites geographically convenient to the residence of the employee, which reduce or eliminate the employee’s commute.  Additionally, the telework arrangement must occur at least one day per week on a recurring basis.**
**CORE vs. SITUATIONAL**

## Telework and COOP

**Agencies are revising telework policies to include them in COOP plans**
**43% of agencies have incorporated telework into COOP plans (*****The Status of Telework in the Federal Government, Report to Congress, 2005*****)**
**Allows many employees to be dispersed so business can continue to operate**
**Telework may be especially useful during a **
**pandemic or other biological event.**

## Telework/COOP-OPM Suggests Agencies:

**Develop cadre of core and situational teleworkers**
**Permit teleworkers to work off site and learn to communicate electronically**
**Encourage supervisors to manage employees without face-to-face contact**

## Telework Resources

**OPM and GSA Telework Website:  www.telework.gov**
**“****Exploring Telework as a Business Continuity Strategy: A Guide to Getting Started” www.workingfromanywhere.org/pdf/TAC-ExecSummaryFINALweb.pdf**

## For Continuity, Agencies Should:

**Establish a partnership between the agency’s HR department and Emergency/COOP staff.**
**Determine availability of human resources flexibilities (staffing, pay, leave, benefits) prior to and after event.**
**Maintain up-to-date contact information for all employees.**
**Set up an agency process to account for all employees during an emergency.**

## For Continuity, Agencies Should:

**Encourage the use of telework and alternate work sites.**
**Communicate agency’s emergency policies with all employees.**
**Prepare for emergencies with training and drills.**

## More Human Capital and Continuity Resources

**OPM Websites on Hurricane Katrina:  www.opm.gov/katrina**
**OPM Emergency Guides:  www.opm.gov/emergency**
**OPM Emergency Guidance Memoranda: www.opm.gov/oca/COMPMEMO/emerg.asp**
**Annex H of the FEMA Federal Preparedness Circular 65 on Continuity of Operations: www.fema.gov/onsc**

## Points of Contact for HC and Continuity

**If you are a Federal employee:**
**Contact your Human Resources office**
**If your work in the human resources office:**
**Contact your OPM Human Capital Officer**
**If you are State or local employee:**
**Contact your State personnel agency**

## Summary and Transition

**This unit:**
**Continuity and human capital**
**Next unit:**
**Interoperable Communications (Unit 7)**

## Summary and Transition

**Questions?**