STRATEGIC PLAN - ASPE - U.S. Department of Health and Human ...

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CHAPTER 6: Responsible Stewardship and Effective ManagementHHS continuously reviews and refines managementpractices as needed to ensure that the Departmenthas the resources to provide first-rate administrativesupport. Through aligning its strategic plans, budgets,and performance plans and establishing measures thatassess our progress and results, HHS clearly definesits intended outcomes, and effectively projects andmanages resources required to implement programs.This section of the Strategic Plan outlines themanagement means and strategies that HHS willemploy to facilitate program success. In carrying outthese strategies, the Department places the utmostimportance on fostering a culture of leadership andaccountability. All employees are expected to assumeleadership roles in their areas of responsibility byexhibiting a willingness to develop and coach others,a commitment to teamwork and collaboration, and adrive to meet challenges with innovation and urgency.Effective Human Capital ManagementRecruit, develop, retain, and strategically manage aworld-class HHS workforce.Implement rigorous recruiting strategies to ensurethe hiring of top talent. Approximately a quarter ofall HHS nonsupervisory employees, and about half ofall HHS managers, will be eligible for retirement withinthe 5 years covered under this Strategic Plan. To ensurethat future workforce needs are met, HHS has identifiedits mission-critical and core competencies and willcontinue highly targeted recruitment efforts. Amongthe strategies the Department will use are CooperativeEducation Programs, the Direct-Hire Program, theFederal Career Intern Program, the HHS EmergingLeaders Program, the Presidential Management FellowsProgram, and the Retired Annuitants hiring process.HHS will aggressively identify robust technologysystems that will enable the Department to competewith private industry for top talent. In addition, HHSwill continually examine recruitment processes toensure that it improves the quality of the candidatesrecruited and is able to hire them in the quickesttimeframe possible.134 HHS Strategic Plan FY 2007-2012
CHAPTER 6: Responsible Stewardship and Effective ManagementStrengthen the workforce by developing staff skills,improving competencies, and retaining talent. HHSwill develop an effective learning and developmentstrategy that leverages current capabilities at HHSUniversity and also takes advantage of trainingopportunities in the operating divisions. Emphasiswill be placed on achieving better results throughmore effective utilization of the Department’s trainingrelatedfinancial resources. To ensure that resourcesare allocated to produce maximum effectiveness inan optimal timeframe, HHS will support this activitythrough traditional classroom training, online selfstudy,development programs, and career counseling.In addition, the HHS Web-based, DepartmentwideLearning Management System supports closingcompetency gaps (core and technical) in missioncriticaloccupations.Ensure that the HHS workforce reflects the diversityof the Nation it serves. A diverse workforce capitalizeson the contributions of persons of distinct ethnicities,races, cultures, and backgrounds. Leveraging thesedifferences enhances the social and business workplaceenvironment, helps to eradicate discrimination, andincreases organizational efficiency and productivity.Through personal leadership and involvement, all HHSemployees will proactively support and promote theDepartment’s Equal Employment Opportunity (EEO)and Diversity Management programs to achieve amore diverse workforce and promote a workplace freeof discrimination. Through program accountability,training, outreach, recruitment, and use of flexiblehiring techniques, HHS will ensure that representationof minorities and persons with disabilities at HHSreflects the Nation as a whole.HHS has some specific initiatives to recruitunderrepresented populations. HHS, through itspartnership with the U.S. Department of DefenseComputer/Electronic Accommodations Program andthe U.S. Department of Labor Workforce RecruitmentProgram, plans to leverage these resources to increasehiring of people with disabilities. In addition, HHSminority outreach initiatives include participationin a number of student intern programs, such as theAsian Pacific American Institute for CongressionalStudies, Bilingual/Bicultural Program, Federal CareerIntern Program, HHS Emerging Leaders Program,Hispanic Association of Colleges and UniversitiesNational Internship Program, International LeadershipFoundation, and the Organization of Chinese AmericansGovernment Internship Programs. In the area oftraining, HHS has developed the EEO and DiversityAcademy, which offers courses designed to instill inhiring managers, as well as all in HHS employees,recognition of the intrinsic value a diverse Federalworkforce brings to a Department with a diversecustomer base.Ensure the highest level of efficiency and effectivenessof HHS organizations, through regular competitionwith the private sector. In accordance with OMBCircular A-76, XL HHS will continue to ensure thatthe most efficient organization carries out theDepartment’s commercial functions. HHS will utilize acombination of standard studies, streamlined studies,and restructuring efforts to implement competitivesourcing. The savings generated from competitivesourcing studies will continue to provide benefits toHHS programs and the American taxpayer.Ensure that all HHS employees are accountablefor results. Guided by the Department’s HumanCapital Accountability System Policy, HHS willcontinue to monitor, manage, and evaluate itsformal Departmentwide, integrated human capitalaccountability system to ensure mission-aligned humancapital goals are achieved effectively, efficiently, andwithin merit system principles and related regulations.All HHS employees will have an approved performanceplan in place within 30 days of hire and will receive atleast one midyear progress review annually. The SeniorExecutive Service and Organizational PerformanceManagement System and the Performance ManagementAppraisal Program will connect expectations tomission and link performance ratings with measurableoutcomes. Performance plans for all HHS employeesare designed to cascade from the goals and objectivesoutlined in the Strategic Plan and operating divisionstrategic plans, to ensure that performance expectationsHHS Strategic Plan FY 2007-2012135
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U.S. DEPARTMENT OF HEALTH & HUMAN S
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Workforce Support Efforts..........
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108 Performance Indicators109 Meeti
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The Strategic Plan encompasses the
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CHAPTER 1: INTRODUCTION AND OVERVIE
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CHAPTER 2: Health careThe system ne
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Appendix h: endnotesEndnotesI.The S
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Appendix h: endnotesXXX.CDC. (2005)
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