FY 2000
Budget Justification/Performance Plan
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U.S. Office of Personnel
Management FY 2000 |
| Additional Information Available on the Next Page |  |
| ES Goal 8: | A model for workforce planning, analysis, and forecasting (initially enhanced by a direct link to Census, Labor, and educational institution data, with expansion of databases in later versions) is in place so that agencies can enhance workforce quality for mission-critical occupations by selecting from a diverse pool of well-qualified applicants, and by conducting effective succession planning. |
Throughout Government, agencies have reached a stage in their downsizing and realignment efforts which requires a look towards the future to ensure that workforce needs are defined and addressed. Agencies must prepare to deal with future potential crisis (e.g., the aging workforce & Y2K) that could be averted through proper workforce planning.
OPM will respond by designing a model for workforce planning, analysis, and forecasting to assist agencies in understanding and responding to these future challenges. In FY 1997-1998, OPM began the conceptual design of an automated tool which merges information from the Central Personnel Data File (CPDF) and other internal sources to support data-driven HR strategies and decision making in agencies. This tool provides information about potential vacancies due to retirements, promotions, and restructuring. It enables users to profile agency-specific needs (e.g., by occupational series, required competencies, race, national origin, and gender) and allows users to conduct "what if" scenarios, projections, and analyses.
OPM has identified sets of data sources (e.g., Civilian Personnel Data File, Educational Pipeline for Postsecondary Educational Institutions, and Census) to be incorporated in a full-scale version of this automated tool. Results of this initiative will support effective succession planning in agencies and enable them to select from a diverse pool of applicants for mission-critical occupations.
In FY 1999 OPM will continue to work with interested agencies to refine the requirements for this tool, and to compile all of the technical requirements. By FY 2000, a fully operational prototype tool for automated workforce planning will be available. In collaboration with agencies, OPM will leverage the use of this automated workforce planning tool to surface occupationally-specific issues in areas such as staff intake, diversity, and retention. In addition, OPM will establish options for addressing these issues and lead agency stakeholders to begin broad workforce analyses of high profile occupations.
The finished workforce planning tool will be completed in FY 2001. This is an ES priority initiative.
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Design and implement operational version of existing Workforce Analysis and Planning tool, and provide to agencies on a reimbursable basis. |
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Work with interested agencies to refine the requirements for this tool, and to compile all of the technical requirements. | |
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Implement fully operational prototype tool for Workforce Analysis and Planning, and make it available to agencies on a reimbursable basis by FY 2000. | |
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The model is available to agencies as planned by the end of FY 2000, and at least two agencies will have begun to use the model. |
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Agencies will indicate that the model is assisting them in their internal workforce planning, analysis, and forecasting and additional agencies will use the model with positive feedback. | |
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In the longer term, agency performance reports will indicate that they were able to hire the high quality workforce needed to accomplish agency specific goals, and that CPDF data indicates agencies were able to recruit from a diverse workforce. | |
Additional Information Available on the Next Page
