U.S. Office of Personnel Management

Human Resource Management Accountability Clearinghouse
By Agency (Alphabetical Order) | By Step/Component

Introduction:

The Human Resources Management (HRM) Accountability Systems Clearinghouse is a compendium of successful and promising applications of HRM accountability systems or their components within Federal agencies and other organizations. The main purpose of this clearinghouse is to share information and centrally record what agencies are doing in the area of accountability. Ultimately, it is hoped that this mechanism will motivate participation from organizations who want to exchange information on their experiences in assessing themselves.

The information summarized in this clearinghouse comes from different sources, such as the accountability portion of agency oversight reviews conducted by OPM; information provided by agencies on their accountability systems; meetings held by the Human Resources Management Council (HRMC) Committee on HRM Accountability; special studies conducted by OPM; and others. No items have been or will be used without the agency's permission. We also strongly encourage agency submission of its own or other agencies' promising practices in accountability. The descriptions in this Clearinghouse are offered as food for thought and to stimulate futher information-sharing among agencies.

This clearinghouse is organized around OPM's HRM Accountability System Model which is contained in the HRM Accountability System Development Guide (SDG) (PDF Color 2MB) (PDF B&W 222KB) (WP 5.1 239KB) - (Download free Adobe Acrobat Reader). The Guide includes a description of the various components of the model and how they tie together. An essential fact to understand in viewing this model - and using the Clearinghouse- is that HRM accountability refers both to legal compliance and results. "Results" means the efficiency and effectiveness of HR operations and programs and their link to overall agency mission accomplishment.

The HRM Accountability System Model has 9 main steps or components:

• Step 1: Conduct agency HRM accountability diagnosis
• Step 2: Establish agency strategic goals (with HRM involvement)
• Step 3: Establish HRM goals that support agency strategic goals
• Step 4: Establish HRM measures related to goals.
• Step 5: Communicate HRM goals and measures.
• Step 6: Establish accountability for HRM goals and measures.
• Step 7: Measure performance against HRM goals.
• Step 8: Evaluate and utilize measurement information to improve HRM
• Step 9: Assess and improve HRM accountability process and results through periodic review.

Each agency feature included in this Clearinghouse is categorized under one or more of the 9 HRM Accountability System Model components. In some cases, the agency described will have a full accountability system, in other cases only certain features. In either case, these examples are here to help other agencies in looking for ideas when developing or improving their HRM accountability systems. As an alternative, the information is also organized by agency. Agency Points of Contact (POCs) who can provide more information on their specific accountability systems or components are included as they become available.

Agencies willing to share their successful experiences in this clearinghouse, willing to provide feedback or suggestions for improving the clearinghouse, or needing general information can contact the Accountability Team at clearinghouse@opm.gov or by writing:

Office of Personnel Management

Office of Merit Systems Oversight
and Effectiveness 
Room 7454

1900 E St., NW

Washington D.C. 20415-6000