2013 HRstat Pilot 2.0: Delivering Better Results Using...

2013 HRstat Pilot 2.0: Delivering Better Results Using Data-Driven

Reviews

HRStat 2.0 Team Employee Services

U.S. Office of Personnel Management Renee Singleton, Group Manager

Gail Redd, Project Lead Erika Viola

UNITED STATES OFFICE OF PERSONNEL MANAGEMENT

Agenda

• Welcome

• Introduction

• Background

• What is H Rstat?

• HRstat Pilot Agency Requirements

• Learning Through Collaboration

• Agency Roles and Responsibilities

• PIC Partners : Roles and Responsibilities

• OPM Partners: Roles and Responsibilities

• OPM and OMB: Roles and Responsibilities

• Milestones and Timeline

• Immediate Next Steps

• Innovation

UNITED STATES OFFICE OF PERSONNEL MANAGEMENT 2

Introduction

• 2013 HRstat 2.0 Pilot Agencies - Social Security Administration - Small Business Administration - Department of Agriculture - Department of Education - Department of Transportation - Department of Veterans Affairs - General Services Administration - Department of Housing and Urban Development

• Two-Pronged H Rstat Orientation

3/28 HRstat Webinar

4/12 H Rstat Orientation Workshop

o Collaboration

o Innovation

o Integration


Background

• GPRA Modernization Act (GPRA MA): More Efficient Government

GPRA MA requires quarterly Data-Driven Priority Goal Performance Reviews to monitor progress made on the agency goals.

HRstat mirrors the GPRA MA Reviews by aligning human capital resources to

meet agencies' performance goals.

• Fewer Reports, More Results - GPRA Modernization Act requirement to identify at least 10 percent of

duplicative or outdated plans and reports in the FY13 President's Budget.

Diversity and Inclusion Executive Order (EO) 13583 requirement to consolidate reports.

• Improved Data Systems Reduce separate reporting by agencies.

Evaluate existing EHRI data to replace some reports.

Determine the data that will need to be added to EHRI to satisfy reporting requirements.


Background HRstat 1.0 vs. HRstat 2.0

• 2012 HRstat 1.0 Pilot Agencies

- Department of Commerce

- Depa rtment of Defense

- Department of Energy

- Department of State

- Department of Treasury

- National Science Foundation

- United States Agency for International Development

- U.S. Office of Personnel Management

• HRstat 1.0 agencies will continue to evolve their HRstat processes, and will impart lessons learned at the 4/12 Orientation.

• For HRstat 2.0 -Innovate. Your review process should be your own. Build on lessons learned, but take risks, and be creative I


What is H Rstat?

• HRstat is based on the GPRA Modernization Act (GPRA MA): - GPRA MA requires alignment of human capital resources to meet agencies'

performance goals.

GPRA MA requires agencies facilitate flat least quarterly" data-driven reviews.

• Agency performance goal reviews are: - Led by the Chief Operating Officer (COO) or Agency Head.

- COO and Pia evaluate progress achieved during the most recent quarter, overall trend data, and the likelihood of meeting the planned level of performance.

• HRstat data-driven reviews are: - Led by the CHCO.

- Focus on human capital performance; key HRM metrics that drive agency performance and mission accomplishment.

CHCOs, PIOs, Goal Leaders and Program Managers evaluate the progress achieved during the most recent quarter, overall trend data, and the likelihood of meeting the planned level of performance.


Agency and Human Capital Strategy/ Performance Accountability: GPRA and CHCO Act

FEEDBACK LOOP: Agency Performance Results inform next Annual Performance Plan, and long-term strategy where appropriate.

GPRAAgency Strategic Plans

Agency Strategic Human Capital Plans

Agency Annual Performance Plans

Human Capital Annual Operational Plans

Subsidiary HCM Plans: Succession Recruitment EVS Action Accountability

FEEDBACK LOOP: HCMR Results inform next Annual Human ....... Capital Operational Plan, and long-term strategy where appropriate.

GPRAAnnual Performance Report

Human Capital Management Report

Submitted to OPM)


GPRA Agency Strategic Plans (updated 2-4 yrs) Incl Human Capital Strategy

GPRA MA: Aligns HRM with Mission Performance

FEEDBACK LOOP: Results from the Annual Performance Report should inform direction of the next Annual Performance Plan. It may also influence long-term strategy. where appropriate.

GPRA Agency Performance Plans (updated annually)

Human Capital Operational Plans (updated annually)

IssueSpecific Plans (internal HC plans updated annually)

COO-led Performance Goal Reviews (quarterly)

Program HC performance performance enables program points to HC performance requirements ~ ____ ~L-______ __

CHCO-Led HR Stat Reviews (quarterly)


EVALUATION

OMS/PIC Reviews

Performance.gov Dashboards (updated quarterly)

GPRAAnnual Performance Report

t EVALUATION

OPM/OMS HR Stat reviews

Performance.gov Dashboards for HC (updated quarterly)

Issue-Specific Reports required by law/E.O.

HRstat Pilot Agency Requirements • Attend HRstat Webinar (March 28th ) and Orientation Workshop (April 12th ).

• Collaborate with your assigned Performance Improvement Council (PIC) Internal Agency Reviews Working Group Mentor and your OPM Mentor.

- They will serve as your agency's partners, mentors and supporters.

- Introductions will occur on April 12th

• CHCOs lead at least two data-driven reviews between March and September.

• Observe your own and another agency's data-driven reviews.

• Agency CHCOs and PIOs collaborate on data-driven reviews (e.g. PIOs should attend all HRstat reviews and CHCOs should attend all relevant data-driven reviews, as appropriate.)

• Collaborate at least monthly with other pilot participants/partners (including 1.0 pilot agencies).

• Share HRstat lessons-learned and develop a set of recommendations, as a community, for OMB, OPM, the CHCOC and the PIC for implementing HRstat

Government-wide. UNITED STATES OFFICE OF PERSONNEL MANAGEMENT 9

HRstat Pilot: Learning Through Collaboration • Learning Culture

Intention is to help agencies experiment, learn and grow in a supportive environment.

Not a Ifgotcha" exercise. Not about target attainment, about Ifmaking progress."

• Learning Pods Multi-disciplinary teams include pilot agencies and partners. Agencies are assigned informal mentors from different agencies representing the Performance Improvement Council, and OPM. Pilot agency participants will have monthly meetings with other pilot agencies and partners to share lessons learned, assist each other with problem-solving and encourage risk-taking.

• Learning Forums Develop a Community of Practice via MAX or another designated site to share information across agencies.

Participate in Innovation Lab activities throughout the pilot, with your learning pod.


HRstat: Agency Roles and Responsibilities

• Identify, Measure, Analyze and Use HRM Performance Data

- Identify the levers between Human Capital Results and Performance Goal Achievement (CHCO, Pia, coo and Program Managers).

- Identify agency-specific HRM questions to ask, what data is needed, etc.

- Analyze data; what HRM actions work or don't work? Which ones appear to have an effect on program and organizational performance?

- Use data diagnostically to figure out how to improve outcomes.

- As part of recommendations for Government-wide implementation of HRStat, identify 4- 6 Government-wide HRM questions to ask, what data is needed, etc.

• Develop Quarterly Data-Driven Reviews for HRM - Agency designed and facilitated-- agency "owns" process and should be customized to

leadership styles and agency culture.

• Develop Recommendations for CHCOC and PIC: How to Implement HRstat Government-wide

- Develop an alternative evaluation mechanism to replace the HCMR; better demonstrating the integration between HRM results and mission accomplishment.

- 2013 HCMR waivedl if pilot agencies fUlfill all pilot requirements.


PIC Partners: Roles and Responsibilities

• Through assignment of Mentors, the Performance Improvement Council's (PIC) Internal Data-Driven Working Group will assist pilot agencies by:

- Helping to foster a positive learning environment.

- Helping to facilitate the 4/12 HRstat Orientation Workshop.

- Providing peer-to-peer mentoring on developing data-driven reviews.

- Sharing lessons learned, tools and resources.

- Serving as a sounding board for new ideas.

• Each pilot agency will be assigned one PIC mentor from another agency.


OPM Partners: Roles and Responsibilities

• OPM Partners will Collaborate with OMB and the Performance

Improvement Council.

• OPM Mentors will assist pilot agencies with: - Identifying what questions to ask.

- Identifying relevant data sources.

- Providing technical assistance with building data-analytic capability.

• Each pilot agency will be assigned an OPM Mentor to assist with identifying data needs, and generally providing guidance for developing and executing HR Data-driven Reviews.


OPM and OMB: Roles and Responsibilities

• OPM and OMS will lead an Annual Review (Closeout/Lessons Learned) with agencies, and work with agencies to:

- Focus on agency and Administration priorities and opportunities to make progress given each agency's performance and needs.

- Determine the format, timing and common issues to discuss at the OPM/OMB-Ied annual review.

- Develop a timeline for reaching agreement on the issues to be discussed.

• OPM Launched Prototype HRstat 1.0 Closeout Survey. Results Disseminated January 2013

• OPM Considering Administering HRstat Progress Survey

- Low -burden, high-value survey to CHCOs.

- Quarterly basis.

- Serves as a feedback mechanism on the process and substance of the data-driven meetings.


Milestones and Timeline Draft Guidance forGW Hrstat

Implement ation

3/28

HRstat 4/12

Agencies develop agency-specific HRstat reviews; collect Q2 HRM

Webinar Innovation Lab

data; get Q2 performance

results from PIO

• Schedule Data-Driven Review Observations

Planning

Identify Agency HRM Goal Focus and Data

Sources, with OPM and PIC Mentors

Launch HRstat reviews re: Q2 data; provide feedback to

PIO

Learning Pod

Progress Review:

(tbd)

Agencies collect Q3 HRM data; get

Q3performance results from PIO

GPRAMA reporting

HRtsat Agencies Closeout Session

to present Lessons Learned

Launch HRstat reviews re: Q3 data; provide feedback to

PIO

I

Immediate Next Steps

• Attend 4/12 HRstat Orientation Workshop - Save the date. Workshop invitation will be sent shortly wi agenda, and

directions to the Innovation Lab.

• Complete HRstat Assignment - Determine dates of data-driven reviews:

• At your agency.

• At your PIC Mentor's Agency/HRstat 1.0 Agency.

- Schedule to attend reviews:

• At your agency.

• At your PIC Mentor's Agency/HRstat 1.0 Agency.

Schedule your Agency's HRstat Reviews

• Come with an open mind to the Innovation Lab


Practical Definition --

innovation en): the process of improving, adapting, or developing a product, system, or service to deliver better results and create more value for people.

--PPSjIDEO Report, 2011


2013 HRstat Pilot 2.0: Delivering Better Results Using...

Documents

Transcript of 2013 HRstat Pilot 2.0: Delivering Better Results Using...