 |
| Performance
Institute President Carl DeMaio testifies Feb. 11 before the
Subcommittee on Civil Service and Agency Organization. |
Performance
Institute Tells Congress: Workforce Flexibilities
Require Human Capital Planning
In
testimony Feb. 11 before the House
Committee
on Government
Reform's Subcommittee on Civil Service and Agency Organization,
Performance Institute President Carl DeMaio urged Congress to
integrate strategic human capital planning into legislation that
would provide agencies greater flexibility in recruiting and retaining
their best employees. The hearing, entitled "Espirit de Corps,"
focused on H.R. 1601 and S. 129 — the "Workforce Flexibility
Act"
— which would provide more flexibility in setting pay rates
for employees, provide bonuses for recruitment and retention,
and improve the management of training activities.|
Read the Testimony
| Read the Testimony
in PDF
 Defining
the Role of HR in Competitive Sourcing
Tom Kaplan, competitive sourcing officer at the Office of Personnel
Management, spoke at HR Innovations 2003 on the importance of
linking together two core PMA initiatives: competitive sourcing
and the strategic management
of human capital. Kaplan discussed the impact of competitive sourcing
on the federal workforce as well as emerging trends, policies
and roles that HR advisors will have now and in the future. |
View the
Presentation in PowerPoint
Developing
Customer-Oriented Leadership in Government: The IRS Experience
At HR Innovations 2003, Dr. Jim Trinka, director of leadership
and organizational effectiveness at the IRS, delivered a presentation
that showed how the IRS is developing change leaders to improve
customer service and tax-enforcement. Since the program was introduced,
the efforts have yielded customer service ratings that have more
than doubled. Dr. Trinka discussed how great leaders make a great
difference in any organization. Successful leaders must balance
their roles and responsibilities across core areas of leadership;
employee satisfaction; customer satisfaction; business results;
equal employment opportunity; and diversity. The IRS has identified
21 leadership competencies and linked them to their core responsibilities.|
View the
Presentation in PowerPoint
 Strategic
Recruitment for Government
The
Performance Institute today released "Strategic Recruitment
for Government," a 92-page research report detailing federal
agencies' efforts to fulfill the human capital component of the
President's Management Agenda and recruit enough quality employees
to stem the looming "human capital crisis." | Read
More
Human
Capital Planning and Workforce Assessment
At the "Human Capital Planning and Workforce Assessment"
training in August, Cheryl Gideon from the Government Accountability
Office (GAO) briefed the audience on GAO’s strategy to become
a first-rate employer and how they are becoming results-orientated.
Cheryl told the class how to use strategic human capital planning
as the foundation to transform any organization. She said that
with the future in mind and an appropriate planning process any
agency can become results-oriented, client-focused and employee-oriented
- to the benefit of Congress, the executive branch, and the taxpayers.
| View the Presentation
Don
Winstead from the Office of Personnel Management
Speaking at an HR Innovations 2004, Don Winstead from the Office
of Personnel Management (OPM) outlined the new OPM Senior Executive
Performance Regulations. These final regulations are in conjunction
with OMB and they are designed to assist federal agencies in assuring
that their senior employee performance management systems make
meaningful decisions based on relative performance, thereby strengthening
the linkage between performance and pay.
| View
the Presentation |
