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Human Capital Management Leadership & Knowledge Management

 

Overview

Leaders must assume responsibility for the development of future leaders as coaches, mentors, teachers, and most of all, exemplars within and without leadership development programs."
Organizations Growing Leaders: Best Practices and Principles in the Public Sector

The Leadership and Knowledge Management system focuses on identifying and addressing agency leadership competencies so that continuity of leadership is ensured, knowledge is shared across the organization, and an environment of continuous learning is present.

Definition

A system that ensures continuity of leadership by identifying and addressing potential gaps in effective leadership and implements and maintains programs that capture organizational knowledge and promote learning.

Standard

Agency leaders and managers effectively manage people, ensure continuity of leadership, and sustain a learning environment that drives continuous improvement in performance, and provide a means to share critical knowledge across the organization. Knowledge management must be supported by an appropriate investment in training and technology.

Critical Success Factors

Each system is based on critical success factors that make up the overall system. Critical success factors are the areas on which agencies and human capital practitioners should focus to achieve a system's standard for success and operate efficiently, effectively, and in compliance with merit system principles. The Leadership and Knowledge Management system is comprised of five critical success factors:

  • Leadership Succession Management
  • Change Management
  • Integrity and Inspiring Employee Commitment
  • Continuous Learning
  • Knowledge Management.

Each critical success factor has several key elements that indicate effectiveness and are linked to suggested indicators that identify how well the agency is doing relative to key elements. Together, these critical success factors ensure:

  • A constant flow of leaders who can properly direct an agency's efforts to achieve results
  • A workforce with the competencies required to achieve the agency's mission
  • That the workforce is motivated to use its competencies in service of the agency's mission.

Applicable Merit System Principles

The following merit system principle is especially relevant to the Leadership and Knowledge Management system:

  • Employees should be provided effective education and training in cases in which such education and training would result in better organizational and individual performance. (5 U.S.C. 2301(b)(7))

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Metrics

Metrics have been established to help agencies accomplish the standard for the three systems that implement human capital plans and programs, i.e., Leadership and Knowledge Management, Results-Oriented Performance Culture, and Talent Management.

Succession Management Critical Success Factor

Definition

The organization identifies leadership competencies and establishes objectives and strategies to ensure there is a continuous pipeline of available leadership within the organization.

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

Effectiveness Result

The agency has taken action to ensure continuity of leadership through succession planning and executive development programs that result in a diverse pool of qualified internal, other Government, and non-Government sources for all mission-critical leadership positions.

Compliance Result

The agency has established a comprehensive management succession program that provides training to employees to develop them as managers for the agency as prescribed by the Federal Workforce Flexibility Act of 2004.

Change Management

Definition

The agency has in place leaders who understand what it takes to effectively bring about changes that achieve significant and sustained improvements in performance.

When the key elements of the critical success factor Change Management are effectively implemented, agencies will realize the following result:

Effectiveness Result

The agency has in place leaders who understand what it takes to effectively bring about changes that achieve significant and sustained improvements in performance.

Integrity and Inspiring Employee Commitment

Definition

Leaders maintain high standards of honesty and ethics that serve as a model for the whole workforce. Leaders promote teamwork and communicate the organization's shared vision to all levels of the organization and seek feedback from employees. Employees respond by maintaining high standards of honesty and ethics.

When the key elements of the critical success factor Integrity and Inspiring Employee Commitment are effectively implemented, agencies will realize the following results:

Effectiveness Results

  • Leaders maintain high standards of honesty and ethics that serve as a model for the whole workforce; employees respond by maintaining high standards of honesty and ethics.
  • Leaders promote teamwork and communicate the organization's shared vision to all levels of the organization, and seek feedback from employees.

Compliance Result

The agency complies with the Ethics in Government Act of 1978 and other statutory and governing guidance compiled by the Office of Government Ethics to cover conflict of interest and ethics. The agency also complies with its own supplemental standards of conduct.

Continuous Learning

Definition

Leaders foster a learning culture that provides opportunities for continuous development and encourages employees to participate. Leaders invest in education, training, and other developmental opportunities to help themselves and their employees build mission-critical competencies.

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

Effectiveness Results

  • The agency has achieved a culture of continuous learning through investments in education, training, and other developmental opportunities that help employees build mission-critical competencies.
  • Training and development initiatives and strategies support mission-critical competencies, are linked to the agency mission, and have demonstrated a positive impact on agency mission performance.
  • The agency uses appropriate learning technology and innovative learning strategies to meet the training and development needs of the workforce.
  • The agency has developed and implemented a process to evaluate its training and development program impact in terms of learning, performance, work environment, and contribution to mission accomplishment. The results of the evaluation reflect a positive contribution to mission accomplishment.

Compliance Results

  • As prescribed by the CHCO Act of 2002 (5 U.S.C. 1402), the agency CHCO has developed and advocates a culture of continuous learning to attract and retain employees with superior abilities and sets the workforce development strategy.
  • The agency's training programs comply with the provisions of 5 U.S.C. 4101 and 5 CFR 410 and 5 CFR 412.
  • As provided in the CHCO Act of 2002 (5 U.S.C. 1103(c)), the agency:
    • Sustains a culture that cultivates and develops a high-performing workforce
    • Develops and implements a knowledge management strategy supported by appropriate investment in training and technology.

Knowledge Management

Definition

The organization systematically provides resources, programs, and tools for knowledge sharing across the organization in support of its mission accomplishment.

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

Effectiveness Results

  • The agency has developed and implemented a knowledge management process that provides a means to share critical knowledge across the organization. Leadership also encourages and rewards knowledge sharing.
  • Information technology tools that facilitate gathering and sharing knowledge within and outside the agency are available to employees to improve individual and organizational performance.

Compliance Result

As prescribed in the Chief Human Capital Officers (CHCO) Act of 2002 (5 U.S.C. 1103(c)), the agency has developed and implemented a knowledge management strategy supported by appropriate investments in training and technology.

Resources

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