Strategic Management of Human Capital

Purpose:

To attract talented and imaginative people to federal government.

If you have questions, email: PMA.Questions@ssa.gov

SSA's Current Score:

•   Status: Green

•   Progress: Green

HUMAN CAPITAL PLAN:

Green Light Criteria:

• Agency’s Strategic Management of Human Capital institutionalizes a Human Capital Plan aligned with its mission, goals, and organizational objectives. Agency human capital strategy integrates its strategic plans, performance plans, and budgets; the results are analyzed and the Agency uses them in decision-making to drive continuous improvement.
   
• Agency’s organizational structure is citizen-centered, delayered, and mission-focused using competitive sourcing and E-Gov solutions, as necessary.
   
• Agency leaders and managers effectively manage people, ensure continuity of leadership using succession strategies, and sustain a learning environment that drives continuous improvement in performance.
   
• Agency has a diverse, results-oriented, high performing workforce, and has a multi-tiered performance management system that effectively differentiates between performance levels, and links individual/team/unit performance to organizational goals and desired results.
   
• Agency meets targets for closing competency gaps in government-wide and Agency-specific mission-critical occupations.
   
• Agency has made significant progress and continues to demonstrate improvement toward meeting hiring timeline goals.
   
• Agency conducts periodic reviews as part of an accountability system to make data-driven, results-oriented improvements.
   

SSA's Current Score:

•   Status: Green

•   Progress: Green

Agency's Plan:

• Continue past accomplishments including:

  • Annual update of the retirement wave projections for succession planning;
     
  • Implementing the Strategic Human Capital Plan guided by data-driven, results-oriented planning  
     
  • SSA leadership and executive development programs;
     
  • Recruitment and training programs
     
  • Diversity hiring with an emphasis to attract people with disabilities and veterans.
     
• Continue to pursue e-Government initiatives 
   
• Evaluate 45 day hiring model and report progress/status
   
• Continue to implement Annual Employee Surveys.
   
• Continue to implement Employee Exit Surveys and monitor results.
   
• Continue to disseminate information on knowledge management practices
   
• Continue to implement competency based management/leadership training plan.
   
• Conduct Human Resource Management assessments.
   
• Continue operating and hiring in a Career Patterns environment as part of the Agency’s Hiring Improvement Strategy.
   
• Continue implementation of a multi-tiered performance system that plans, monitors, develops, and appraises employee performance.

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