# Presentation: 934580

## Strategic Management of Human CapitalWorkforce Planning & Deployment Summary 

**FOREIGN AGRICULTURAL SERVICE**
**Farm and Foreign Agricultural Services**
**FY 2007-2011**
- UPDATED Jan 08

**Notes:**
From the President’s Management Agenda.
One of Five Initiatives (on the Executive Management Scorecard) – Strategic Human Capital Management.
We’ll briefly review today:
FFAS Human Capital Plan (USDA) - Improvement Goals / Standards
FFAS Human Capital Plan Status through 2nd Quarter
Two of the Goals we feel are important
FFAS Human Capital - Workforce Planning Standard
 FFAS Human Capital - Talent Standard
Let’s look at the 9 Goals of the USDA Human Capital Plan that all Mission Areas are engaging to GET TO GREEN

## Workforce Planning & DeploymentExecutive Summary 

- OMB/OPM Human Capital Standards for Success
- FFAS Workforce Demographics Summary
- Retirement Eligibility Forecast
- Skills Gap Analysis and Closure Strategies for:
- Mission Critical Occupations with projected Skills Gaps
- Leadership Positions with limited Bench Strength and Skills Gaps
- OPM Leadership Competency Chart
- FCAT-M FY07 Competency Assessment Summary
- Workforce Planning & Deployment Overview

## Workforce Planning & DeploymentFY08 OMB/OPM Standards for Success       

| CLOSING SKILLS GAPS - MCO | LEADERSHIP SUCCESSION MANAGEMENT |
| --- | --- |
| GREEN CRITERIA for Closing Mission Critical Occupations Competency Gaps

Met targets for closing competency gaps in mission critical occupations (MCO’s) (i.e., human resources management (HRM), information technology (IT), and agency-specific occupations), significantly reduced the number of vacant positions in MCO’s and used appropriate E-Gov solutions within the gap closure strategy; demonstrates how gap closure supports organizational objectives.
 | GREEN CRITERIA for Ensuring Leadership Bench Strength and Closing Competency Gaps

Succession strategies, including structured leadership development programs, result in adequate leadership bench strength; agency meets its targets for closing leadership competency gaps; and agency determined that bench strength and competency gap closure support organizational objectives.  |
| YELLOW CRITERIA for Closing Mission Critical Occupations Competency Gaps

Conducted a workforce analysis to identify competency gaps in mission-critical occupations (i.e., human resources management, information technology, acquisition, and agency-specific occupations); determine current and future human resource needs, sets targets to close gaps, including targeted employee development, recruitment and retention programs; and meets key milestones. | YELLOW CRITERIA for Ensuring Leadership Bench Strength and Closing Competency Gaps

Implemented succession management strategies, including structured leadership development programs, to assure continuity of leadership; sets targets for closing leadership competency gaps (including those addressing gaps in performance management competencies): implements gap closure strategies, and meets key milestones outlined in succession management plan. |

## Workforce Planning & DeploymentFFAS Workforce Demographics Summary (2006)

| AGENCY /  FACTOR
(as of 11/06/06) | FSA |  |  | RMA |  |  | FAS |  |  |
| --- | --- | --- | --- | --- | --- | --- | --- | --- | --- |
| Number of permanent Full Time Employees (PFT) | 5169 |  |  | 467 |  |  | 645 |  |  |
| Number of other employees  | 288 |  |  | 19 |  |  | 209 |  |  |
| Average age of PFT employees (OPM = 46 GW) | 47.4 |  |  | 48.4 |  |  | 45.4 |  |  |
| Percent of PFT employees over 50  | 41.6% |  |  | 48.2% |  |  | 33.5% |  |  |
| Percent of PFT employees with 25 or more years of service (OPM says 38.1% GW) | 28.9% |  |  | 38.8% |  |  | 25.1% |  |  |
| PFT losses to hires ratio for 2004, 2005, 2006 (PFT) | FY04
326 to 366 | FY05
271 to 395 | FY06
296 to 511 | FY04
12 to 30 | FY05
18 to 43 | FY06
24 to 43 | FY04
40 to   54 | FY05
16 to   67 | FY06
44 to    41 |
| Mission-critical occupations (updated JAN 08) | 11 |  |  | 6 |  |  | 10 |  |  |
| Leadership Positions with Continuity Challenges (updated JAN 08) | 5  |  |  | 3 |  |  | 4 |  |  |
| FY2008 Retirement Eligibility Projection (% and #) | 36.5% (2108) |  |  | 36.7% (185)  |  |  | 34.5% (278) |  |  |
| FY 2006 Actual Retirements | 5.7%  |  |  | 4.4% |  |  | 2.4% |  |  |

## Workforce Planning & DeploymentFAS Retirement Eligibility Forecast 

**Workforce Planning & Deployment**FAS Retirement Eligibility Forecast** **

***Projected Retirement Trend line***
***3% per Year***

## Office of the Administrator (OA)

**Office of the Administrator**** **(OA)

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## Office of Scientific and Technical Affairs (OSTA)

**Office of Scientific and Technical Affairs **(OSTA)

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## Office of Country and Regional Affairs (OCRA)

**Office of Country and Regional Affairs **(OCRA)

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## Office of Negotiations and Agreements (ONA) 

**Office of Negotiations and Agreements **(ONA)

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## Office of Global Analysis (OGA)

**Office of Global Analysis ****(OGA)**

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## Office of Trade Programs (OTP)

**Office of Trade Programs ****(OTP)**

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## Office of Capacity Building And Development (OCBD)

**Office of Capacity Building And Development **(OCBD)

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## Office of Capacity Building And Development (OCBD) Continued

**Office of Capacity Building And Development **(OCBD) Continued

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## Office of Administrative Operations (OAO)

**Office of Administrative Operations **(OAO)

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## Office of Foreign Services Operations (OFSO)

**Office of Foreign Services Operations **(OFSO)

**Notes:**
These nine represent the 9 Improvement Goals within the USDA Human Capital Plan and directly relate to the Human Capital Standards that get us to GREEN.  Those in BOLD we will discuss somewhat today:
Workforce Planning and Deployment: Institute a Departmentwide practice of conducting workforce planning that enables the Department and our agencies to efficiently and effectively deploy the workforce, as well as prevent skills gaps.
Accountability System: Ensure that USDA human resources programs are strategically aligned, effective, efficient, and in compliance with applicable laws, regulations, and the President’s Management Agenda (PMA) using a Departmentwide accountability system.
Talent Management: Align recruitment and retention strategies with workforce planning efforts to enhance the effectiveness of these efforts and close critical position and competency gaps.
Leadership Development and Succession Planning: Ensure leadership continuity and development through workforce planning and analysis, and optimal use of available tools and resources throughout the Department, in order to better achieve mission requirements.
Knowledge Management and Employee Development: Ensure that USDA captures and shares knowledge, and develops employee competence to better perform the Department’s mission.
Performance Management: Ensure the performance appraisal system is aligned with Departmental/organization mission accomplishment and is linked to employee development and recognition programs, ultimately improving individual and organizational performance.
Diversity Management, Equal Employment Opportunity (EEO), and Civil Rights: Ensure a diverse workforce with the necessary skills to accomplish the USDA mission and strategic goals.
Labor and Employee Relations and Conflict Management: Prevent and successfully resolve employee disputes and maintain effective working relationships with labor organizations.
We will briefly discuss Workforce Planning and Talent Management Goals 

## OPM Competency Chart

**OPM Competency Chart**
- The Leadership Journey

## FAS FCAT-M Competency Assessment 

| FAS FCAT-M Results |  |  |  |  |  |
| --- | --- | --- | --- | --- | --- |
| Highest Proficiency
 Competencies (HPC) | HPC 
Scores | Lowest Proficiency 
Competencies (LPC) | LPC 
Scores | Actual to Desired 
Competencies | GAP |
| Integrity / Honesty | 4.54 | Financial Management | 3.66 | Continual Learning | -0.65 |
| Public Service 
Motivation | 4.29 | Technology 
Management | 3.68 | Human Capital 
Management | -0.65 |
| Interpersonal Skills | 4.25 | Conflict Management | 3.76 | Developing Others | -0.60 |
| Accountability | 4.18 | Continual Learning | 3.78 | Vision | -0.55 |
| Customer Service | 4.18 | Human Capital 
Management | 3.79 | Facilitating 
Performance | -0.54 |

- In addition, a department-wide work group analyzed the 2007 FCAT-M results; and USDA/OHCM identified two competencies to focus on and to close the skills gaps for - Facilitating Performance and Understanding Performance Management in FY08.

**FAS FCAT-M Competency Assessment **
- FY07 Summary

## Workforce Planning & DeploymentWorkforce Planning & Deployment Overview 

**  **_**Objective for Workforce Planning**_
- Institutes and maintains an Agency practice of conducting workforce planning
- Timed with the Budget Cycle
- Enables the Agency to prevent skills gaps in Mission Critical Occupations
- Ensures continuity of Leadership or Leadership Bench Strength
**  **_**Related Agency Performance Measures identified in the USDA Human Capital Plan**_
-  Reduction of Skills Gaps of Mission Critical Occupations
- Increase Leadership Bench Strength
** **_**Continual collaboration between HR and Management to develop: **_** **
- Annual Recruitment and Diversity Plans
- Annual Training & Development Plans
- Leadership/MCO Succession and Retention Strategies
- Knowledge Management Initiatives
- Human Capital Management Investments