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How SHRPA Supports USDA

The SHRPA Division supports USDA through its staff of systems managers. These systems managers oversee and ensure effectiveness of each system of the Human Capital Assessment and Accountability Framework (HCAAF). The HCAAF systems and the corresponding SHRPA systems managers are as follows:

Human Capital Strategic Alignment

Promotes alignment of human capital management strategies with agency mission, goals, and objectives through analysis, planning, investment, measurement, and management of human capital programs. Specifically, the Strategic Alignment System Manager supports the development of the following:

  • Human Capital Planning
  • Workforce Planning
  • Human Capital Best Practices and Knowledge Sharing
  • Human Resources as Strategic Partner

The Strategic Alignment system focuses on having a human capital strategy aligned with mission, goals, and organizational objectives.

For more information about Human Capital Strategic Alignment contact: Tiffany.Chavez@dm.usda.gov

Talent Management

The Talent Management System focuses on agencies having quality people with the appropriate competencies in mission-critical activities and insures recruitment, hiring, and merit promotion processes adhere to the Merit System Principles in 5 USC 2301 and follow legal, regulatory, and other congressionally-mandated legislation. The Talent Management system manager works collectively with human resources staff and organizational leadership to address competency gaps through the use of effective recruitment and retention strategies.

The following merit systems principles are especially relevant to the Talent Management System:

Recruitment should be from qualified individuals from appropriate sources in an endeavor to achieve a work force from all segments of society, and selection and advancement should be determined solely on the basis of relative ability, knowledge and skills, after fair and open competition which assures that all receive equal opportunity. (5 USC 2301 (b) (1)).

All employees and applicants for employment should receive fair and equitable treatment in all aspects of personnel management without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition, and with proper regard for their privacy and constitutional rights. (5 USC 2301(b) (2)).

For more information about Talent Management contact Debra.Schmidt@dm.usda.gov

Results-Oriented Performance Culture

Focuses on having a diverse, results-oriented, high-performing workforce, as well as a performance management system that effectively plans, monitors, develops, rates and rewards employee performance. The Results-Oriented Performance Culture system manager work collaboratively to support a diverse, results-oriented, high performing workforce focusing on the following:

  • Communication
  • Performance Appraisal
  • Awards
  • Pay-for-Performance
  • Diversity Management
  • Labor/Management Relations.

The following merit system principles are especially relevant to the Results-Oriented Performance Culture system ( 5 U.S.C. 2301) ):

  • All employees and applicants for employment should receive fair and equitable treatment in all aspects of personnel management without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition, and with proper regard for their privacy and constitutional rights. ( 5 U.S.C. 2301(b)(2) (external link) )
  • Equal pay should be provided for work of equal value, with appropriate consideration of both national and local rates paid by employers in the private sector, and appropriate incentives and recognition should be provided for excellence in performance. (5 U.S.C. 2301(b)(3))
  • Employees should be retained on the basis of adequacy of their performance, inadequate performance should be corrected, and employees should be separated who cannot or will not improve their performance to meet required standards. ( 5 U.S.C. 2301(b)(6) (e) )

For more information about Results-Oriented Performance culture contact: Kathleen.Adams@dm.usda.gov

Accountability

The Accountability system (also referred to as the Evaluation system) is one of five Human Capital Assessment and Accountability Framework (HCAAF) systems that form a coherent structure in support of, and in compliance with merit system principles. The Accountability System contributes to Departmental performance by ensuring that each HCAAF system is fully operational and effective throughout USDA. This is done through (1) systematic monitoring and evaluating human capital and HR policies, programs and activities, (2) analysis of compliance with merit system principles, and (3) by identifying and monitoring necessary improvements.

Two Accountability systems outputs are the Accountability Plan and the Human Capital Management Report (HCMR) which are discussed further on the UDSA Accountability page.

The 5 HCAAF systems are:

  • Strategic Alignment:
    Aligns human capital management strategies with agency mission, goals and objectives. It is accomplished through analysis, planning, measurement and management of human capital programs.
  • Leadership and Knowledge Management:

Ensures continuity of leadership by identifying and addressing potential gaps in effective leadership and implementing / maintaining programs that capture organizational knowledge and promote learning.

  • Results-Oriented Performance Culture:
    Promotes a diverse, high-performing workforce by implementing and maintaining effective performance management systems and rewards programs.
  • Talent Management:

Addresses competency gaps, particularly in mission-critical occupations, by implementing and maintaining programs to attract, acquire, develop, promote and retain quality talent.

  • Accountability:

Monitors and evaluates the results of its human capital management policies, programs, and activities by analyzing compliance with merit system principles and by identifying and monitoring necessary improvements.

For more information about Accountability contact Brenda.Lucas@dm.usda.gov