Human Capital Management .

1. Human Capital
Management

2. Human Capital
Management
Develop a Diverse, Capable, Motivated
Staff That Operates With Efficiency and
Integrity.

3. Human Capital Lifecycle
Foundational
Areas: Organization’s
ability to manage
human capital
Operational
Components: Used to
execute and implement
human capital management
strategies and policies
Human Capital Lifecycle
Planning
Recruiting
Developing
Motivating
Transitioning
Educating
Characterization
of HRM Division
Automation
of HC
capabilities
HC Management
Roles &
Responsibilities
Integration of HC
strategy with org
strategy (e.g, through
competency -based HR
system)
Competencies of
HC professionals
Planning
Recruiting
Developing
Motivating
Transitioning
Educating
Characterization
of HRM Division
Automation
of HC
capabilities
HC Management
Roles &
Responsibilities
Integration of HC
strategy with org
strategy (e.g, through
competency -based HR
system)
Competencies of
HC professionals
Foundational
Areas: Organization’s
ability to manage
human capital
Foundational
Areas: Organization’s
ability to manage
human capital
Operational
Components: Used to
execute and implement
human capital management
strategies and policies
Operational
Components: Used to
execute and implement
human capital management
strategies and policies
Planning
Recruiting
Developing
Motivating
Transitioning
Educating
Characterization
of HRM Division
Automation
of HC
capabilities
HC Management
Roles &
Responsibilities
Integration of HC
strategy with org
strategy (e.g, through
competency -based HR
system)
Competencies of
HC professionals
Planning
Recruiting
Developing
Motivating
Transitioning
Educating
Characterization
of HRM Division
Automation
of HC
capabilities
HC Management
Roles &
Responsibilities
Integration of HC
strategy with org
strategy (e.g, through
competency -based HR
system)
Competencies of
HC professionals
•NSF’s Human Capital Management
Plan establishes strategic goals and
supporting action strategies for each
operational component of the NSF
Human Capital Lifecycle.
•Foundational areas are addressed in
a separate, complementary plan that
identifies specific goals and action
strategies for NSF’s Division of
Human Resource Management.

4. Human Capital Lifecycle
(Note: 2005 Priorities Highlighted in Italics)
Planning Recruiting/
Retaining
Educating/
Developing
Motivating Transitioning
Strategic Management of Human Capital
Improve
Hiring
Timelines
eLearning Performance
Management
Competency
Development
eGov
Initiatives
Outreach Develop
Learning
Organization
Organizational
Culture
Knowledge
Management
Coaching/
Mentoring
Succession
Planning
Human Capital Management Operations

5. Human Capital: Priorities
for 2005 Assessment
Priority Why a priority this year?
Strategic
Management of
Human Capital
The recent NSF Business Analysis indicates a
need for a robust strategic plan to manage our
human capital. It also supports the President’s
Management Agenda (PMA) in Human Capital.
Human Capital
Management
Operations
Efficiencies in operations support the PMA, Federal
eGov initiatives, and the Human Capital
Management Plan (HCMP).
Outreach Outreach ensures a broader, more diverse
applicant pool from which to recruit. We believe in
diversity as NSF’s profile reflects.

6. Strategic Management of Human Capital
Initiatives
Achievements
HCMP implemented during 2004.
79% completion rate of outlined
action strategies.
OD Plan implemented in 2004.
Conducted 34 unique workshops
and retreats with 457 participants.
Issued and analyzed 5
organizational climate surveys.
AFS Study initiated in 2005. Will
address technology driven
changes in business processes
and affect on human capital.
Achievements
HCMP implemented during 2004.
79% completion rate of outlined
action strategies.
OD Plan implemented in 2004.
Conducted 34 unique workshops
and retreats with 457 participants.
Issued and analyzed 5
organizational climate surveys.
AFS Study initiated in 2005. Will
address technology driven
changes in business processes
and affect on human capital.
ResultsResults
Factors
Human Capital
Management Plan
Organizational
Development
Administrative
Functions Study
Factors
Human Capital
Management Plan
Organizational
Development
Administrative
Functions Study

7. Human Capital Management Operations
Initiatives
Achievements
Personnel and payroll are fully
integrated. Recruitment process is
online and interfaces with OPM.
GoLearn implemented in 2004.
LMS to be implemented later in
2005 or 2006.
NSF as Federal leader in the HR
LOB during FY 04-05. Developing
the Functional Requirements
Document (FRD).
Employee performance plans
linked to NSF mission & goals.
Provisional SES Performance
Management Certification
Achievements
Personnel and payroll are fully
integrated. Recruitment process is
online and interfaces with OPM.
GoLearn implemented in 2004.
LMS to be implemented later in
2005 or 2006.
NSF as Federal leader in the HR
LOB during FY 04-05. Developing
the Functional Requirements
Document (FRD).
Employee performance plans
linked to NSF mission & goals.
Provisional SES Performance
Management Certification
ResultsResults
Factors
FPPS/eRecruit
Implementation
eLearning & LMS
HR LOB/Functional
Requirements
Performance
Management
Factors
FPPS/eRecruit
Implementation
eLearning & LMS
HR LOB/Functional
Requirements
Performance
Management

8. Outreach Initiatives
Achievements
Established and filled 2 Diversity
Recruitment positions.
Improved planning, coordination
and visibility.
Large, diverse pool of applicants
for competitive service positions;
incomplete information on
excepted service.
Achievements
Established and filled 2 Diversity
Recruitment positions.
Improved planning, coordination
and visibility.
Large, diverse pool of applicants
for competitive service positions;
incomplete information on
excepted service.
ResultsResults
Factors
Outreach Staff
Outreach Plan
Diverse Applicant
Pool
Factors
Outreach Staff
Outreach Plan
Diverse Applicant
Pool

9. Outreach
Accomplishments
Indicators of
Success
Why a Priority
Coming
Attractions/
Comments
Human Capital
Management
Operations
Priority Areas
The recent NSF
Business Analysis
indicates a need for
a robust strategic
plan to manage our
human capital. It
also supports the
PMA in HC.
•Implemented HCMP
•Organizational
Development
•“Best Place to
Work” status
•PMA HC Scorecard
•Green in
progress
•Yellow in
status
•Workforce Planning
•Admin Functions
Study
•Leadership
Development
•Competency Based
HR
Strategic
Management of
Human Capital
Efficiencies in
operations support
the PMA, Federal
eGov initiatives, and
the HCMP.
•FPPS
Implementation
•Linking
Performance
•Integrated
personnel and
payroll
•PMA BPI scorecard
•Green in
status
•HR LOB/FRD
•SES Certification
•Competency Based
Performance
Management
Improved Outreach
Planning &
Coordination. Hired 2
Diversity Recruiters.
Participated in 15
targeted activities.
An increase in the
number of applicants
from under-
represented sources
A more diverse, high
quality workforce.
Continue the
implementation of
our outreach plans.
Priority Areas in Human Capital Management
Outreach ensures
a broader, more
diverse applicant
pool from which to
recruit. We believe
in diversity as our
profile reflects.

10. 4. SES
Certification
3. Competency
Based HR
Comments
2. Workforce
Planning
Future Initiatives
Provides a comprehensive end-to-end Human Resource Information System
as part of a government-wide, cost effective, and interoperable solution.
1. HRIS
Provides a common “language” for all components of the human capital
lifecycle; establishes stronger links between those components
Demonstrates NSF’s commitment to excellence; ensures that NSF executives
are compensated in accordance with their performance
Initiatives on the Horizon
5. Leadership
Development
Enhances competency and capability of NSF staff; identifies and prepares
NSF’s leaders of the future
Positions NSF to recruit the right people, for the right positions, at the right
time; helps to ensure continued organizational excellence

11. Conclusion
NSF has demonstrated significant
achievement in Human Capital.