Our Line of Business

Planning & Accountability Line of Business role is critical to the Department of Defense ever-demanding mission requirements because we plan for the right civilian talent. Our work - workforce planning, competency and skills management, analytics, and accountability - impacts more than 900,000 DoD civilians. Planning & Accountability is committed to our role in supporting the Department and takes the responsibility seriously.

Key Functions

Planning & Accountability Line of Business is guided by Department of Defense Instruction 1400.25, Volume 250, June 7, 2016, “DoD Civilian Personnel Management System: Civilian Strategic Human Capital Planning (SHCP)” and 5 CFR 250 Part B, 5 USC 1104 and Strategic Guidance for providing advisory and consulting services to the Components, Defense Agencies and Activity offices. Our Chief Human Capital Officer and DCPAS Director maintain effective partnerships with the Components, Defense Agencies, and Activity offices, supported by Functional communities (a group of one or more occupational series with functions, competencies, and interests to accomplish a specific part of the DoD mission), to ensure we meet our strategies and initiatives. We engage with the functional community and component customers on quarterly basis since customer engagement is key for successful collaboration and negotiation.

• Strategic Workforce Planning which includes Human Capital Operating Plan, Workforce Data Analytics and Competency Management - Provide advisory/consulting services for DoD human capital planning and policy development; strategic workforce planning, competency management, workforce analytics, and the accountability/evaluation of HR practices within DoD.
• Human Resources Functional Community & Accountability Division - Accountability team assess compliance with Merit System Principles, Veteran’s Preference, and other laws and regulations and assists in annual Component-led self-assessments, virtual DoD evaluations and on site Staff Assistance Visits (SAV).

Mission

To provide world class civilian Human Capital oversight, planning, and advisory services to DoD customers across the Enterprise and to inform civilian Human Resources solutions that enhance the lethality of the Department.

Vision

Serve as the provider of choice for all Enterprise activities in Human Capital Solutions, Strategic Workforce Planning, Workforce Data Analytics, Competency Development and Management, Accountability and Oversight, and Consulting and Advisory services.

Planning and Accountability Quarterly Newsletter

Planning & Accountability newsletter is published every quarter for their customers - DoD Functional Communities, Components and Defense Agencies. The P&A newsletter keeps the customers informed about projects, initiatives, workforce planning, data analytics, competency, training, accountability, “spotlight” on functional communities, Science, Technology, Engineering and Mathematics, and CYBER initiatives, and upcoming events

• 2018 1st Quarter
• 2018 2nd Quarter
• 2017 1st Quarter
• 2017 2nd Quarter
• 2017 3rd Quarter
• 2017 4th Quarter

The 2020 Federal Employee Viewpoint Survey (FEVS) launch begins Monday, 9/14. OPM FEVS continues to be one of the most powerful platforms for employees to share their opinions and perceptions regarding their work experiences. The more of our workforce that participates, the higher the fidelity of the collective information. This survey provides a key input into for advancing Government wide human capital management.
The survey will be emailed to every eligible Federal employee in DoD. Survey dates are:

• Navy and Marine Corps on September 14th and will close on 10/26,
• Army and Army Corps of Engineers on September 15th and will close on 10/27,
• Air Force on September 16th and will close on 10/28, and
• 4th Estate on September 23rd and will close on 11/4.

Changes this year

New this year, when you respond to the FEVS, you also will have the opportunity to provide feedback about the COVID-19 pandemic. These questions will provide information on what worked well, what additional help is needed, and how we should consider moving forward should another situation like this come our way. This is an important step in our efforts to provide a survey responsive to contemporary events and needs and scoped to inform policy and programs across the Federal government, now and for the future. Because the COVID-19 pandemic items were quite extensive, a decision was made to limit the standard OPM FEVS to 38 items. While this shortens the traditional FEVS quite a bit, items and indices of wide interest have been retained, while allowing for a comprehensive suite of COVID-19 items to be included. FEVS20 will contain standard Core content including:

• Annual Employee Survey Items (following the Annual Employee Survey Regulation, 5 CFR Part 250, subpart C)
• Key Indices: Employee Engagement (including sub-indices) and Global Satisfaction
• Both forms of poor performer items
• Additional priority items
• New Demographic Content: Military spouse demographic item developed to reflect government policy and priorities.
• Eight Agency Specific Questions (ASI)

Who Participates in the FEVS Survey?

The OPM FEVS is administered to full-time and part-time, permanent, non-seasonal employees on board on October, 2019. A weekly reminder will be sent until you complete the survey which ends November 4th, 2020. Responses are anonymous, strictly confidential, and reported only at an aggregate level – no individual can be identified. For additional information, please contact Berenice Eberhart FEVS DoD/DCPAS Program Manager, Berenice.l.eberhart.civ@mail.mil.

  Let your voice be heard by participating in the FEVS.

Business Canvas