# Presentation: 507666

## Human Resources - Strategic Management of Human Capital – Supporting BPMS Logic Model

-  # Human Capital Management Annual Performance Plans linked to agency mission / budget
**Activity/S2: Conduct Annual Workforce Analysis and Update 5 year Workforce and Succession Plan**
-  % Attrition/Separation Rate of leaders / mission critical occupations (MCO)
-  # of MCOs w/Skill Gaps
-  # Leadership Positions w/Skill Gaps
-  Span of Control / Supervisory Ratio
**Activity/S3: Update and Engage 5 year Recruitment - Staffing Strategy / Annual Plan (based on Workforce Plan)**
-  Results of Placement Follow-up surveys
-  Results of exit interview surveys
-  # days to fill vacancies
-  # completed recruit actions
-  % of actual to budgeted FTE (utilization rate)
-  % diversity of new hires
**Activity/S4: Update and Engage 5 year Training & Development Strategy / Annual Plan (based on Workforce Plan)**
-  # participants / leadership competency oriented programs
-  # Knowledge Management (institutional knowledge retention) strategies implemented
-  # participants / MCO ‘skill gap closure’ training programs
**Activity/S5: Facilitate a results-driven performance culture** **based on ‘culture’ survey(s) results**
-  % of employees linked via performance plans
-  # performance recognition awards
-  % diversity of total workforce
-  results of surveys, i.e., HR customer satisfaction survey, FHCS, GALLUP
-  # web-based HR service functions to customer

**Human Resources - Strategic Management of Human Capital – ****Supporting BPMS Logic Model**

**  ****Activities** **& Outputs**       **              Intermediate Outcome Strategies                                 End Outcomes**

_**Goal**__:_
- 	Human Capital investments, activities and resources directly support agency accomplishment of organizational goals.
_**End Outcome Measures:**_** **
- (to Agency Strategic Plan / Scorecard)
**Reduce Cycle Time to Fill Vacancies**
**Reduce % of Skills Gaps of Mission Critical Occupations**
- 	*To ensure the competency and skills needs (or gaps) of mission critical occupations are effectively addressed through recruitment, training & development, diversity, retention, and related strategies.*
*                                  *Updated 11/05/04 Migyanka

_**Strategy One**_: **Improve alignment of human capital initiatives to Agency mission and goals**
-   % Human Capital Management Annual Performance Plans completed and demonstrating results
_**Strategy Two**_: **Support workforce planning & deployment**
-   % increase e-Gov HR service functions to customers
-   % reduction of MCOs w/skill gaps (feeds End Outcome Measure)
_**Strategy Three**_:  **Improve the Acquisition and Utilization of Talent**
-  % increase # of highly skilled (quality) new hires
-  % decrease of ‘voluntary’ terminations (retention)
-  % decrease in days to fill vacancy (feeds End Outcome Measure)
-  % increase in FTE utilization rate
-  % increase of diversity of new hires
_**Strategy Four**_: **Sustain Learning Environment and** **Leadership Continuity **
-   % increase in Leadership Utilization Rate
*  *% increase in KM strategies/systems implemented (e.g., AgLearn, Collaboration Web Tool)
-   % increase of the leadership talent pool ratio (succession planning)
-   % increase of participation in MCO (skill gap closure) training programs
_**Strategy Five**_: **Improve the Results-Driven Performance Culture**
-  % increase of employee performance plans linked to agency strategic plan, mission, goals
-  % awards given to documented ‘high performers’
-  % increase of diversity of total workforce
-  % improvement in culture/customer service survey(s)

## Human Resources - Strategic Management of Human Capital – Supporting BPMS Logic Model

**  ****Activities** **& Outputs**       **              Intermediate Outcome Strategies                                 End Outcomes**

_**Goal**__:_
- 	Human Capital investments, activities and resources directly support agency accomplishment of organizational goals.
_**End Outcome Measures:**_** **
- (to Agency Strategic Plan / Scorecard)
**Reduce Cycle Time to Fill Vacancies**
**Reduce % of Skills Gaps of Mission Critical Occupations**
- 	*To ensure the competency and skills needs (or gaps) of mission critical occupations are effectively addressed through recruitment, training & development, diversity, retention, and related strategies.*
* *Updated 11/05/04 Migyanka

_**Strategy One**_: **Improve alignment of human capital initiatives to Agency mission and goals**
-   % Human Capital Management Annual Performance Plans completed and demonstrating results
_**Strategy Two**_: **Support workforce planning & deployment**
-   % increase e-Gov HR service functions to customers
-   % reduction of MCOs w/skill gaps (feeds End Outcome Measure)
_**Strategy Three**_:  **Improve the Acquisition and Utilization of Talent**
-  % increase # of highly skilled (quality) new hires
-  % decrease of ‘voluntary’ terminations (retention)
-  % decrease in days to fill vacancy (feeds End Outcome Measure)
-  % increase in FTE utilization rate
-  % increase of diversity of new hires
_**Strategy Four**_: **Sustain Learning Environment and** **Leadership Continuity **
-   % increase in Leadership Utilization Rate
*  *% increase in KM strategies/systems implemented (e.g., AgLearn, Collaboration Web Tool)
-   % increase of the leadership talent pool ratio (succession planning)
-   % increase of participation in MCO (skill gap closure) training programs
_**Strategy Five**_: **Improve the Results-Driven Performance Culture**
-  % increase of employee performance plans linked to agency strategic plan, mission, goals
-  % awards given to documented ‘high performers’
-  % increase of diversity of total workforce
-  % improvement in culture/customer service survey(s)

**Activity/S1: Conduct Annual HR Strategic Planning Session**
-  # Human Capital Management Annual Performance Plans linked to agency mission / budget
**Activity/S2: Conduct Annual Workforce Analysis and Update 5 year Workforce and Succession Plan**
-  % Attrition/Separation Rate of leaders / mission critical occupations (MCO)
-  # of MCOs w/Skill Gaps
-  # Leadership Positions w/Skill Gaps
-  Span of Control / Supervisory Ratio
**Activity/S3: Update and Engage 5 year Recruitment - Staffing Strategy / Annual Plan (based on Workforce Plan)**
-  Results of Placement Follow-up surveys
-  Results of exit interview surveys
-  # days to fill vacancies
-  # completed recruit actions
-  % of actual to budgeted FTE (utilization rate)
-  % diversity of new hires
**Activity/S4: Update and Engage 5 year Training & Development Strategy / Annual Plan (based on Workforce Plan)**
-  # participants / leadership competency oriented programs
-  # Knowledge Management (institutional knowledge retention) strategies implemented
-  # participants / MCO ‘skill gap closure’ training programs
**Activity/S5: Facilitate a results-driven performance culture** **based on ‘culture’ survey(s) results**
-  % of employees linked via performance plans
-  # performance recognition awards
-  % diversity of total workforce
-  results of surveys, i.e., HR customer satisfaction survey, FHCS, GALLUP
-  # web-based HR service functions to customer