# Presentation: 079144

## Human Capital Planningand Competitive Sourcing (Organizational Change)

- Reviewing two Governmentwide President’s Management Agenda Initiatives

## Topics

- President’s Management Agenda
- Human Capital Standards for Success
- Competitive Sourcing Standards for Success
- Slides from OPM and OMB May 2005 Seminar
- Wrap-up

- Lunch and Learn Series 2006

## President’s Management Agenda

- What is the President’s Management Agenda?
- A plan of action for agencies to better manage the way government serves citizens
- What must agencies do to achieve agenda goals?
- Create a vision toward the future
- Think strategically
- Make informed decisions
- Invest in meaningful outcomes that citizen’s demand

- Lunch and Learn Series 2006

## Human Capital Standards for Success

- Two of 9 Standards for Success from PTB IV
- Analyzed existing organizational structures from service and cost perspectives and is implementing a plan to effectively deploy, restructure, delayer and use competitive sourcing, E-Gov solutions, as necessary; and has process in place to address future changes in business needs
- Meets targets for closing competency gaps in mission critical occupations (i.e., agency-specific, human resources management, information technology, and leadership), and integrates appropriate competitive sourcing and E-Gov solutions into gap closure strategy

- Lunch and Learn Series 2006

## Competitive Sourcing Standards for Success

- Two of 13 Standards for Success for PTB IV
- Annual Green competition plans must address human capital needs (e.g., closing staffing and skill gaps, restructuring, etc.)
- Annual Green competition plans must be reviewed by Chief Human Capital Officers (to ensure competitions address human capital goals)

- Lunch and Learn Series 2006

## Report Tile

- OFFICE OF MANAGEMENT AND BUDGET
- AND
- OFFICE OF PERSONNEL MANAGEMENT

**Aligning Strategic Management of Human Capital and**
**Competitive Sourcing**

**Notes:**
[INTRODUCE SELF, POSITION, ORGANIZATION, AND RELEVANT BACKGROUND]
From planning through execution, successful competitive sourcing initiatives depend on the strategic management of human capital. 

The strategic management of human capital ensures that the size, skills, location, and responsibilities of an agency’s workforce acts in concert with the agency’s mission and strategy. Competitive sourcing is an essential tool in offering agencies the flexibility to adapt and act quickly in meeting mission needs, in closing competency variations and other workforce capacity gaps as the organization addresses workload demand and the supply of people and skills to meet that demand.

## Shared Goals of Human Capital and Competitive Sourcing

- 	Human capital & competitive sourcing (public-private competition) share a common goal of improving mission performance by:
- Closing competency and skill gaps;
- Identifying and addressing redundancies, unbalanced staffing, & other inefficiencies that cut across agency functions;
- Restructuring organizations for greater efficiency; and
- Redeploying resources to higher program priorities.

## Planning and Implementation Process for Competitive Sourcing

- Monitor, Evaluate &
- Revise

- Workforce Planning Process

- Competitive Sourcing Integration

- Analyze Workforce &
- Identify Skills Gaps

- Set Strategic
- Direction

- Develop Action Plan
- & Implement

- Commercial
- Competable
- Activities

## Current Status of Human Capital and Competitive Sourcing

- Competitive Sourcing is usually identified as an option as a result of a business need during strategic planning
- SMHC plays a supporting role in Competitive Sourcing initiation and decisions
- In many agencies Human Capital (HC) planning for Competitive Sourcing activities are frequently separated from HC planning

**Notes:**
See above notes and slide.

## Positioning to Achieve Successful Linkage

- 	Congress requires agencies to report how competitive sourcing efforts are coordinated with human capital considerations.
- Ensure continuous senior leadership involvement;
- Develop accurate definitions of activities performed by the workforce;
- Ensure the agency infrastructure facilitates interaction between human resources (HR) and competitive sourcing (CS) personnel;
- Incorporate competitive sourcing activities into the agency’s strategic human capital plan; and
- Use workforce planning information to inform the competitive sourcing initiatives.

## Actions to Achieve Successful Linkage

- Ensure HR personnel actively participate in developing agency’s FAIR inventory and competition plans.
- Ensure HR and CS personnel work together to consider which commercial activities may be affected by attrition, recruitment, retention difficulties or skills imbalances;
- Ensure HR and CS personnel work together to time competitions to minimize workforce disruptions;
- Appoint an HRA to work with each agency MEO team
- Identify and plan for anticipated personnel actions that need to be taken in order to move from the old to the new organization; and
- Identify opportunities to provide soft landings for directly affected employees.

## Wrap-up

- Human capital planning and competitive sourcing are linked through the scorecard’s Standards for Success
- Departments and agencies should deliberately link human capital and competitive sourcing efforts

- Lunch and Learn Series 2006

## Your Questions

- Lunch and Learn Series 2006

## References

- PMA Standards for Success and Scorecard Ratings _[http://www.whitehouse.gov/results/](http://www.whitehouse.gov/results/)__ _
- Program Assessment Rating Tool Results _[http://www.whitehouse.gov/omb/expectmore/index.html](http://www.whitehouse.gov/omb/expectmore/index.html)_
- Annual Green Competition Plans _[http://www.whitehouse.gov/omb/procurement/comp_sourc-green_plans122203.pdf](http://www.whitehouse.gov/omb/procurement/comp_sourc-green_plans122203.pdf)__ _

- Lunch and Learn Series 2006