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U.S. Office of Personnel Management - Ensuring the Federal Government has an effective civilian workforce

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Retention Critical Success Factor

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Definition: Leaders, managers, and supervisors create and sustain effective working relationships with employees. The workplace is characterized by:

  • A motivated and skilled workforce
  • Attractive and flexible working arrangements
  • Compensation packages and other programs used to hire and retain employees who possess mission-critical skills, knowledge, and competencies.

When the key elements of the critical success factor Retention are effectively implemented, agencies will realize the following results:

Select this link to view the key elements and suggested performance indicators for this critical success factor.PDF File [52 KB]

Effectiveness Results

  • Workforce competency gaps are closed through the use of effective recruitment and retention strategies, creating a workforce capable of excellent performance in the service of the American people.
  • Senior leaders and managers are involved in strategic recruitment and retention initiatives, which ensures the necessary organizational focus and resources are allocated to achieve recruitment and retention goals.
  • Flexible compensation strategies are used as needed to attract and retain quality employees who possess mission-critical competencies.
  • Quality of work/life programs are provided and obstacles to recruitment and retention of a quality workforce have been addressed, positioning the agency to be successful in acquiring and retaining the talent needed for program goals and objectives.

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Compliance Result

Retention policies and practices adhere to merit system principles set forth in 5 U.S.C. 2301 and other Federal laws, rules, and regulations (e.g., 5 U.S.C. 5301 and 5706; the Federal Workforce Flexibility Act of 2004PDF File; 5 CFR 531, 550, and 575).

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