Report Tile

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Report Tile
Human Resource Management (HRM) Competency
Initiative

UNITED STATES OFFICE OF PERSONNEL MANAGEMENT
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Background
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CHCO Council HRM Competency Model

• Strategic Human Capital Management
• Linchpin of the Presidents Management Agenda
• HRM Specialist occupation determined mission
  critical
• Competency Model
• Nine competencies in four areas (HR Technical,
  People, Consulting, and Analytical
• MOSAIC research
• Recent Validation
• Agency Challenges
• Improve delivery of basic HR services
• Become a service provider - HR Line of Business
  (LOB)
• Buy services- HR LOB
• Downsize/redirect internal HR staff
• Change/expand agency mission

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CHCO Council HRM Competency Model
HR Technical
Analytical
Consulting
People
Customer Service Client Engagement/ Management
Knowledge Of the Agencys Business
Project Management Problem Solving
Interpersonal Skills Teamwork
Interpersonal Skills Teamwork
Technical Competence -Classification -Compensati
on -Employee Benefits -Employee
Development -Employee Relations -HR
Information Systems -Labor Relations -Performan
ce Management -Recruitment -Workforce
Planning Legal, Government, and Jurisprudence

• Technical Competence
• Classification
• Compensation
• Employee Benefits
• Employee Development
• Employee Relations
• HR Information Systems
• Labor Relations
• Performance Management
• Recruitment
• Workforce Planning
• Legal, Government, and Jurisprudence

Customer Service Client Engagement/
Management Knowledge of the Agencys Business
Project Management Problem Solving
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HRM Assessment Tool
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HRM Competency Assessment Tool

• OPM supplied agencies with a tool to assess the
  competency level of HRM Specialists (0201) based
  on the CHCO Council HRM Competency Model
• Assessment Tool Features
• CHCO Council HRM Competency Model
• Supervisory and Self Assessments
• Job Aids
• Website
• https//hclmsa.plateau.com/hclmsa/learner/login.js
  p

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HRM Competency Assessment Website
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HRM Competency Assessment Tool
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Proud To Be Requirements
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Skills Gaps Green Standards for Success

• Meets targets for closing competency gaps in
  mission critical occupations (i.e.,
  agency-specific, human resources management,
  information technology, and leadership), and
  integrates appropriate competitive sourcing and
  E-Gov solutions into gap closure strategy

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Skill Gaps Scorecard Checkmarks

• Identifies and Sets Competency Targets (Y)
• The agency submitted a complete gap analysis
  report (s) for the agency-specific mission
  critical occupations (MCOs) and leadership
  positions outlining the competency targets by
  September 30, 2006.
• The agency submitted its complete gap analysis
  report for the HRM Specialist occupation by June
  30, 2006, and its IT workforce Plan (Hiring and
  Gap Plans) by March 2006.
• Meets Competency Gap Targets (G)
• The agency submitted its Measure Results report
  documenting the targets and specific milestones
  were met for agency-specific MCO, HR, IT, and
  leadership positions by June 30, 2007

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Reporting Requirements Gap Analysis Report

• Alignment of targeted competencies to mission and
  strategic priorities
• What do we expect to accomplish
• Why do we need to focus on these areas
• What agency challenges were identified by the
  CHCO Council
• Current (baseline) and desired (goal) proficiency
  levels of competencies targeted for closure
• What are the HRM Assessment results
• What do we need based on workforce planning data

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Reporting Requirements Gap Analysis Report

• Competency Assessment Methodology
• CHCO Council Competency Model
• Web-based HRM Competency Assessment Survey
  (Plateau Site)
• Description of Evidence of Gap Closure
• Level 2 evaluation
• Workforce productivity

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Examples of Strategic Priorities Driving Gap
Closure from Agency Gap Analysis Reports
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Reporting Requirements Improvement Plan

• Derives from an agencys human capital and
  workforce plans
• Outlines the plan and tactics for closing
  competency gaps
• Training/retraining
• Recruitment
• Staff redeployment
• E-Gov
• Outlines the rationale for chosen tactics
• Outlines milestones, deliverables and schedule
  (by quarter)
• Provides insight into how success will be
  measured

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Reporting Requirements Measures Results Report

• Documents its results in closing competency gaps
  in mission critical occupations (i.e., agency
  specific, leadership, IT, and HRM)
• Describes the extent stated goals were achieved
• Gap closure targets
• Specific milestones and deliverables
• Assesses the effectiveness of chosen strategies
  and tactics for closing competency gaps
• Lessons learned
• Potential new strategies
• Provides updated Competency Profile (or
  equivalent) and MCO Resource Tables

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PreliminaryCompetency Assessment Results
(Updated October 2006)
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Participation

• 11,192 total individual assessments (HR
  Specialists assessed)
• PMA Agencies
• 25 of 26 PMA Agencies participated
• 10,773 individual assessments
• Small Agencies
• 23 Small Agencies participated
• 419 individual assessments
• Governmentwide response rate was approximately
  53
• 17 of 25 had a response rate over 75
• 9 agencies were above 90

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Governmentwide Assessment Results Summary

• Strongest Competencies
• Problem Solving
• Interpersonal Skills
• Teamwork
• Weakest Competencies
• Labor Relations
• Employee Relations
• Performance Management
• Greatest Differences (Agency Assessments/OPM
  Suggested Profile)
• Client Engagement/Change Management
• Legal, Government and Jurisprudence

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HR Technical Competencies
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HR Technical Competencies by grade level

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HR Technical Competencies by grade level
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HR Technical Competencies by grade level
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HR Technical Competencies by grade level
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HR Technical Competencies by grade level
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HR Technical Competencies by grade level
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HR Technical Competencies by grade level
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HR Technical Competencies by grade level
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HR Technical Competencies by grade level
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People Competencies
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Consulting Competencies
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Analytical Competencies
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Agencies Closing the Gap
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Targeted Competencies (Preliminary - Updated
October 2006)
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Strategies for Closing Gaps

• Multi-year planning addressing competency gaps in
  mission critical occupations
• Enhancing HR service delivery through process
  re-engineering
• Training employees
• Recruiting
• Utilizing the HR LOB

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• Thank You

Questions and Discussion Joseph
KennedyManager HC Planning and Measurement
Group Joseph.Kennedy_at_opm.govwww.opm.gov