Strategic management of human capital requires that policies, processes, and structures are in place to ensure that critical workforce skills and capabilities are available and effectively used in the timeframe needed to enact the major activities of the Agency's mission. NASA's 2011 Workforce Plan is the management tool that guides and prioritizes the work of the Office of Human Capital Management and the human capital community, ensuring that work priorities are aligned with higher level Mission Support Plans, the NASA Strategic Plan, and NASA’s Transition Strategy.

The 2011 Workforce Plan focuses on five workforce goals and numerous planned deliverables that enable NASA to achieve its overarching Strategic Workforce Goal: "Identify, acquire, and sustain the workforce needed to successfully conduct NASA’s current and future missions."

Workforce Goals:

Goal 1: Plan and Position for Mission Success
Analysis, policy development, organizational design and resource alignment to guide NASA’s multi-sector workforce.

Goal 2: Recruit and Employ
Identify, attract, and employ a diverse workforce with the right skills, at the right time, at the right place.

Goal 3: Train and Develop Talent
Training and development initiatives that address today’s and tomorrow’s needs and enable mission success.

Goal 4: Sustain a High-Performing Workforce
Enable managers to sustain an environment conducive to workforce productivity, innovation and effectiveness

Goal 5: Enable Efficient HR Services
Effective human resources programs supported by comprehensive, timely and validated information

The Workforce Plan is not static. To continually ensure efficiency, effectiveness, and alignment with NASA's vision and goals, the Workforce Plan will be reviewed and updated regularly, evolving in step with changes to NASA's priorities and plans. It will position NASA's HC programs and policies to support NASA’s strategic direction.

Continuous improvement will be accomplished by:

		Evolving the Workforce Plan – assessing and adjusting focus on the right objectives and associated tasks.
		Identifying and managing robust metrics – measuring program success against Agency priorities.
		Assessing the efficiency and effectiveness of human resources programs through the continued implementation of the Human Capital Accountability System.