The HUD Revised Strategic Human Capital Management Plan FY 2008
- FY 2009
We are pleased to present HUD's revised Strategic Human Capital
Management Plan. After five years of working to achieve the goals
and objectives of our original human capital plan, we are very proud
of several significant accomplishments. We have improved our hiring
process, greatly reducing the time needed to bring in new talent.
We have identified mission critical skill gaps within the workforce
and bolstered our training programs to close these gaps. We have
institutionalized succession planning programs to ensure a smooth
transition of highly energized interns to continue our mission long
into the future. Our performance management programs have been strengthened
and enhanced by the new ePerformance system and the full implementation
of SMART standards to hold all employees accountable for achieving
results. We are linking organizational performance to employee performance,
and recognizing employees with awards for their achievements. These
accomplishments are strong documentation of our substantial progress
under our three human capital goals, which are: (1) to be a mission
focused agency; (2) to maintain a high quality workforce; and (3)
to do effective succession planning.
Now, to continue building on those successes and the lessons learned,
we have set new objectives and targets under our human capital goals
to guide human capital management for the next two fiscal years.
The revised plan is entitled: "Strategic Human
Capital Management: Revised Human Capital FY 2008 - FY 2009."
This revised plan further engages all program offices in the management
of their most valuable resources-the HUD employees. By leveraging
more extensive use of new automated processes, such as eRecruit
and the new Learning Management System, program managers will be
able to quickly initiate action to address their human capital management
needs. The revised plan also incorporates the Department's Human
Capital Accountability System, which enables the Office of Human
Resources to more accurately determine our compliance with the Office
of Personnel Management's Standards for Success for effective human
capital management. Finally, the revised plan establishes a more
data driven process for making human capital decisions in the future,
and establishes critical baselines and measures under which we can
determine and document results.
Continuing with this revised plan means continuing our investment
in training and developing our employees by closing mission critical
skill gaps. It involves building effective leadership; effective
succession planning; and engaging human resources professionals
with program managers and supervisors for short and long term strategic
We thank everyone for your continued support of our human capital
programs and we look forward to every employee's assistance in implementing
this Plan for a complete success.
HUD Human Capital Steering Committee