Major Initiative |
Milestone or Activity |
Indicator |
Accountability |
Timeframe |
A. Strategic
Alignment |
A.1 Develop and regularly
update the Human Capital Strategic Plan and OASAM Strategic Plan to support
DOL's business goals and strategies. |
A.1.1 Update the HR Strategic Plan |
Date of distribution and publication on LaborNet of update |
HRC |
Q1 annually |
A.1.2 Update the OASAM Strategic Plan |
Date plan updated |
HRC |
Q4/FY 2005 and annually thereafter |
A.2 Maintain DOL support
for human capital initiatives through a management cross-cut budget initiative. |
A.2.1 Develop management cross-cut funding
requests for e-HR initiatives |
Specific cross-cut proposals approved for funding |
HRC |
Q3 annually |
A.2.2 Implement approved management/IT
cross-cut proposals |
Number of proposals successfully completed |
HRC lead; Agencies for specific plans |
Q3 annually |
B. Workforce
Planning and Deployment |
B.1 Complete five-year restructuring
and consolidation initiatives. |
B.1.1 Progress on implementation of
restructuring and consolidation initiatives |
Ratings on Agency Scorecards |
Agencies for specific initiatives |
Q1/FY 2004 and semi-annually thereafter |
B.2 Provide information on the DOL workforce
to improve workforce planning and analysis capability. |
B.2.1 Implement a DOL At-A-Glance Workforce
Profile System to evaluate workforce trends |
At-A-Glance reports published on LaborNet |
HRC |
Q1/FY 2004 and semi-annually thereafter |
B.3 Provide support for competitive sourcing
DOL-wide including guidance to managers on responding to personnel changes. |
B.3.1 Provide all managers with additional
operational guidance on implementation of Career Transition Assistance
and Placement Program |
Date of distribution and publication on LaborNet |
HRC |
Q4/FY 2005 |
B.3.2 Prepare a Quarterly Competitive Sourcing
Initiatives Status Report |
Date report completed |
HRC |
Q3/FY 2005 and quarterly thereafter |
B.4 Conduct a DOL assessment of the impacts
of Civil Service reform and the Workforce Flexibility Act of 2004 initiatives. |
B.4.1 Prepare a DOL Assessment Report of
the impacts of Civil Service reform |
Date completed |
HRC |
Q4/FY 2006 |
B.4.2 Develop a DOL-wide Implementation
Plan for implementing changes from TheWorkforce Flexibility Act of 2004 |
Date plan submitted |
HRC |
Q1/FY 2007 |
C. Leadership
and Knowledge Management |
| C.1 Maintain SES and mid-level management development
and training programs based on succession planning needs. |
C.1.1 Assess management development
needs |
Turnover analysis of supervisory positions |
Agencies to set needs; HRC for data analysis |
Q1/FY 2004 and annually thereafter |
C.1.2 Launch new SES Candidate Program |
Number of candidates |
Agencies and HRC |
Q4/FY 2005 and as determined needed thereafter |
C.1.3 Launch new mid-level Management Development
Program |
Number of candidates |
Agencies and HRC |
Q4/FY 2005 and as determined needed thereafter |
C.2 Continue the MBA Fellows Program. |
C.2.1 Select MBA Fellows class |
Candidates selected and job offers made |
HRC lead, Agencies provide positions |
Q3/FY 2004 and annually thereafter |
C.3 Continue the Mentoring Program. |
C.3.1 Solicit participants for the Mentoring
Program |
Program announced and mentors and mentees selected |
HRC |
Q2/FY 2004 and annually thereafter |
C.4 Provide DOL agencies with information
acquired from entrance and exit surveys for consideration in program/policy
development. |
C.4.1 Conduct an Exit Survey System Pilot |
Date pilot started |
HRC lead, agency participation |
Q3/FY 2005 |
C.4.2 Analyze exit survey results and provide
a quarterly findings report to agencies |
Date report started |
HRC |
Q4/FY 2005 |
C.4.3 Implement a DOL-wide Exit Survey
System |
Date system implemented |
HRC lead, agency participation |
Q2/FY 2006 |
C.4.4 Develop and pilot an New Hires Survey
System |
Date pilot started |
HRC |
Q4/FY 2006 |
C.5 Ensure that web sites are user friendly
and navigable. |
C.5.1 Publish/revise materials and place
them on the HR Community Web Site |
Number of new/revised materials available online |
HRC |
Q4/FY 2005 and annually thereafter |
C.5.2 Prepare and distribute a report identifying
web site content to content managers |
Date report completed |
HRC |
Q4/FY 2005 and quarterly thereafter |
D. Results
Oriented Performance Culture |
| D.1 Increase diversity DOL-wide and increase specific
representation in management and mission-critical occupations. |
D.1.1 Prepare annual EEOC MD-715 report and submit
to the EEOC |
Date plan submitted |
HRC |
Q2/FY 2005 and annually thereafter |
D.1.2 Prepare annual Federal Equal Opportunity
Recruitment Plan and Disability Plan |
Date plan submitted |
HRC |
Q1/FY 2004 and annually thereafter |
D.1.3 Evaluate effectiveness of current
targeted outreach programs |
Date evaluation completed |
HRC |
Q1/FY 2004 and annually thereafter |
D.2 Analyze linkage of performance to compensation. |
D.2.1 Assess the current linkage of performance
to compensation through awards. |
Date assessment completed |
HRC |
Q4/FY 2006 |
D.3 Implement competency-based performance
management. |
D.3.1 Update DPR 430 |
Date completed |
HRC lead, agency participation |
Q4/FY 2006 |
D.3.2 Conduct negotiations |
Date started |
HRC lead, agency participation |
Q1/FY 2007 |
E. Talent |
| E.1 Reduce knowledge and skill gaps DOL-wide. |
E.1.1 Assess progress on implementation of agency
Skill Gap Assessment Action Plans |
Ratings on Agency Scorecards |
Agencies for specific initiatives |
Q4/FY 2005 and semi-annually thereafter |
E.1.2 Reassess skill gaps in mission critical
occupations to determine if gaps have been closed as outlined in agency
Skill Gap Assessment Action Plans |
Percentage of skill gaps identified that have been eliminated |
HRC lead, agency participation |
Q4/FY 2007 |
F. Accountability |
| F.1 Improve DOL's accountability system by using
a metrics plan, accountability reviews, and methods for measuring progress. |
F.1.1 Conduct regular agency reviews using PMA-based
Agency Scorecards |
Agencies rated on scorecards |
HRC |
Q2/FY 2004 and semi-annually thereafter |
F.1.2 Conduct a routine check of DOL's
FTE Utilization Rate |
DOL Monthly Employment Analysis Memorandum (FTE Report) |
HRC |
Q4/FY 2002 and annually thereafter |
F.2 Share best practices across DOL, working
together to resolve scorecard and other issues. |
F.2.1 Collect agency best practices as
part of Scorecard review process |
Best Practices shared with agencies |
HRC, in conjunction with agencies |
Q3/FY 2004 and semi-annually thereafter |
F.3 Analyze results of the Federal Human
Capital Survey (FHCS). |
F.3.1 Analyze results of the FHCS |
Date analysis complete |
HRC and OPM |
Q4/FY 2005 and biennially thereafter |
F.3.2 Post FHCS results on LaborNet |
Date of distribution and publication on LaborNet |
HRC |
Q1/FY 2006 and biannually thereafter |
G. e-HR
Initiatives |
| G.1 Improve the e-Recruit hiring process through
the use of the DOL Online Opportunities Recruitment System (DOORS). |
G.1.1 Hire new employees in a timely manner based
on the 45-Day Hiring Model |
Number of days to hire |
HRC, in conjunction with agencies |
Q1/FY 2005 and quarterly thereafter |
G.1.2 Create a vacancy announcement using
competency based questions |
Percentage of vacancy announcements with competency based
questions |
HRC, in conjunction with agencies |
Q1/FY 2005 and quarterly thereafter |
G.1.3 Implement a FAX Imaging System to
enhance DOORS |
Date FAX Imaging System implemented |
HRC, in conjunction with agencies |
Q2/FY 2006 |
G.1.4 Implement workload reporting using
Business Intelligence tools |
Date BI tools on-line and available for use |
HRC, in conjunction with agencies |
Q2/FY 2006 |
G.2 Implement a manager-initiated e-Classification
module fully integrated with e-Recruit. |
G.2.1 Establish a Project Team |
Date Project Team appointed |
HRC, in conjunction with agencies |
Q4/FY 2005 |
G.2.2 Conduct a Requirements and Fit Gap
Analysis |
Date Requirements and Fit Gap Analysis completed |
HRC |
Q2/FY 2006 |
G.2.3 Stand-up and pilot system |
Date pilot completed |
HRC, in conjunction with agencies |
Q2/FY 2007 |
G.2.4 Implement e-Classification System
DOL-wide |
Date implementation completed |
HRC, in conjunction with agencies |
Q4/FY 2007 |
G.3 Digitize the Official Personnel File
(e-OPF). |
G.3.1 Establish Project Team |
Date Project Team established |
HRC, in conjunction with agencies |
Q4/FY 2005 |
G.3.2 Complete an e-OPF Assessment |
Date e-OPF Assessment completed |
HRC |
Q1/FY 2006 |
G.3.3 Conduct e-OPF System Pilot in 2 agencies |
Date pilot completed |
HRC, in conjunction with agencies |
Q3/FY 2006 |
G.3.4 Deploy e-OPF System DOL-wide |
Date e-OPF implemented |
HRC, in conjunction with agencies |
Q4/FY 2006 |
G.3.5 Cleanse/purge OPFs |
Date completed |
HRC, in conjunction with agencies |
Q1/FY2007 |
G.3.6 Scan paper files into electronic
system (Back-file conversion) |
Date scanning completed |
HRC, in conjunction with agencies |
Q2/FY 2007 |
G.4 Enhance HR data analysis and reporting
capabilities. |
G.4.1 Implement EHRI e-Reporting analytic
tools |
Date tools implemented |
HRC, in conjunction with agencies |
Q2/FY 2007 |
G.5 Implement an e-Learning Management
System (LMS) that provides a DOL-wide architecture for learning management
and provides flexibility for course development. |
G.5.1 Complete an Executive Business Case/Requirements
Analysis |
Date completed |
HRC, in conjunction with agencies |
Q1/FY 2006 |
G.5.2 Select a service provider |
Date service provider selected |
HRC |
Q3/FY 2006 |
G.5.3 Conduct e-LMS Pilot |
Date pilot completed |
HRC, in conjunction with agencies |
Q2/FY 2007 |
G.5.4 Complete migration to e-Training
provider |
Date migration completed |
HRC, in conjunction with agencies |
Q4/FY 2010 |
G.6 Streamline the initiation of background
investigations and security clearances. |
G.6.1 Sign Implementation Agreement for
e-QIP with OPM |
Date signed |
HRC |
Q1/FY 2006 |
G.6.2 Conduct e-QIP Pilot |
Date pilot completed |
HRC, in conjunction with agencies |
Q3/FY 2006 |
G.6.3 Implement e-QIP DOL-wide |
Date implementation completed |
HRC, in conjunction with agencies |
Q2/ FY 2007 |
G.7 Migrate to a Shared Service
Center. |
G.7.1 Sign SSC SLA and develop Transition
Plan for migration |
Date Plan completed |
HRC, in conjunction with agencies |
Q2/FY 2007 |
G.7.2 Transition to Shared Service Center |
Date transition completed |
OPM, HRC, and agencies |
Q2/FY 2008 |
G.7.3 De-commission PeoplePower |
Date de-commissioning completed |
HRC and agencies |
Q3/FY 2010 |
G.8 Ensure that the NFC Payroll System
is operating in compliance with performance and migration requirements. |
G.8.1 Develop processes to support the
NFC Payroll migration |
Number of operating procedures published |
OCFO/HRC |
Q4/FY 2006 |
H. Worklife
Initiatives |
| H.1 Increase employee participation in Worklife programs. |
H.1.1 Develop and distribute marketing plan |
Date plan completed |
HRC |
Q4/FY 2005 |
H.1.2 Implement marketing plan DOL-wide |
Date plan implemented |
HRC |
Q1/FY 2006 |
H.1.3 Monitor and analyze program participation |
Number of participants |
HRC |
Ongoing |
H.1.4 Prepare Worklife Programs Participation
Report |
Date report completed |
HRC |
Q4/FY 2006 and semi-annually thereafter |
H.2 Publish a new combined Welcome to DOL
and Benefits and Services At-A-Glance Guide. |
H.2.1 Place the Welcome to DOL and Benefits
and Services At-A-Glance Guide on LaborNet |
Date placed on LaborNet |
HRC |
Q1/FY 2006 |
