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Human Capital Management Talent Management

 

Overview

Given the interest in and the importance of the work of Government, we owe it to the American people to have hiring systems in place to ensure we have the right people on board doing the vital work of the Government."
OPM News Release, 03/15/2004

The Talent Management system focuses on agencies having quality people with the appropriate competencies in mission-critical activities.

Definition

A system that addresses competency gaps, particularly in mission-critical occupations, by implementing and maintaining programs to attract, acquire, develop, promote, and retain quality talent.

Standard

The agency has closed skills, knowledge, and competency gaps/deficiencies in mission-critical occupations, and has made meaningful progress toward closing skills, knowledge, and competency gaps/deficiencies in all occupations used in the agency.

Critical Success Factors

The Talent Management system is comprised of two critical success factors that work together to ensure agencies have people with the right skills, in the right places, at the right times. Addressing the critical success factors helps eliminate gaps and deficiencies in the skills, knowledge, and competencies of employees of mission-critical occupations in the current and future workforce. The two success factors usually work together.

  • Recruitment
  • Retention

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.

Applicable Merit System Principles

The following merit system principles are especially relevant to the Talent Management system (5 U.S.C. 2301):

  • Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a work force from all segments of society, and selection and advancement should be determined solely on the basis of relative ability, knowledge and skills, after fair and open competition which assures that all receive equal opportunity. (5 U.S.C. 2301(b)(1))
  • All employees and applicants for employment should receive fair and equitable treatment in all aspects of personnel management without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition, and with proper regard for their privacy and constitutional rights. (5 U.S.C. 2301(b)(2))

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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.

Recruitment

Definition

The workforce plan drives the aggressive and strategic recruitment of diverse and qualified candidates for the agency’s workforce.

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

The Recruitment and Retention systems work together to produce many of these results.

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.
  • Recruitment strategies are appropriately aggressive and multi-faceted to ensure a sufficient flow of quality applicants to meet staffing needs identified in the workforce plan, positioning the agency for successful program accomplishment.
  • 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.

Compliance Result

Recruitment, hiring, and merit promotion processes adhere to the merit system principles in 5 U.S.C. 2301 and follow other pertinent legal and regulatory guidance (including but not limited to 5 U.S.C. 3101, 3102, 3301, 3302, 3308-3318, 3319, 3502, 3503; as well as 5 CFR 315, 316, 317, 330, 332, 335, 337, 338, 550; and other congressionally-mandated enabling legislation).

Retention

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:

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.

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 2004; 5 CFR 531, 550, and 575).

Resources

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