1

Human Capital Planning

Human capital plans link HR processes to the mission requirements of the agency. The Insitute can assist with the development of a human capital plan that is in alignment with the strategic plan and based on workforce analysis integrating data on mission-critical skills and competency gaps.

2

Employee Performance
Evaluations

From senior managers to line employees, government agencies must have systems that recognize and reward individuals for outstanding performance, while correcting inadequate performance. Most agencies do not possess adequate or meaningful employee performance management systems. To correct this, the Performance Insitute uses its Logic Model approach to ensure that employee performance evaluations tier down from the agency strategic plan and specific program performance goals—covering senior managers and line employees alike.

3

Workforce Competencies Analysis

Most government agencies do not possess adequate workforce data to effectively plan for, allocate and manage their human capital. The Institute can assist agencies in conducting a thorough workforce assessment examining workforce size and distribution, underrepresented demographic groups, rates of retirement and turnover, and competency and skills gaps.

4

Strategic Recruitment

Streamlining hiring and recruitment policies is key to winning the battle for a quality workforce. Using its mastery of civil service flexibilities and the latest hiring techniques, the Institute will work with agencies to ensure that their strategic recruitment initiatives are based on workforce analysis and human capital plans integrating strategies for filling mission-critical skills gaps.

5

HR Performance
Measurement

HR capacities must be efficiently and effectively managed and evaluated to determine their contribution to the agency’s overall mission. The Institute’s Logic Model Methodology promotes ongoing evaluation of human resources processes, such as individual recruitment initiatives, to ensure that agencies adopt the most eff ective strategies for recruiting and retaining qualified candidates and make informed resource allocation decisions.

6

Internal Change
Management

Every agency faces difficulty managing internal change—from program reorganization to redeployment of staff. To ensure successful implementation of changes, the Institute will build the skills and capacities of human resources professionals to ensure that they play an integral part in internal change management.