We 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. Planning & Accountability ensures that the right civilian skills, capabilities and competencies are identified across DoD to support recruitment, retention and succession planning. We work collaboratively to ensure proper design and implementation of key activities.
The DoD Strategic Workforce Planning Guide DoD Strategic Workforce Planning Guide serves as a resource for workforce planning teams tasked with the development of civilian strategic workforce plans. In collaboration with our customers at the Enterprise and Component level, Planning and Accountability developed the Guide to be scalable and easy to use. Our Strategic Workforce Planners are available to assist customers in the application of this Guide in developing Strategic Workforce Plans for their organizations.
Planning and Accountability produces Quarterly Data Decks for each Functional Community, Mission Critical Occupation, 4th Estate Agency, and for six "Special Groups" consisting of Cyber, DAWIA, Federal Wage System (FWS), Senior Executive Service (SES), ST_SL (Scientific or Professional, Senior Level), and STEM (Science, Technology, Engineering, Mathematics). The Data Decks contain snapshot of Demographic information, Gains and Losses Trend data, Recruitment Trend data, and Retirement Phasing data. In addition to the publication of our quarterly Data Decks, we regularly collaborate with our customers to provide custom data products and analyses.
The Forecast Tool uses up to 10 years of historical data to make predictions on the number of losses expected to occur in the next five years. Forecasts can be viewed at individual occupational series, at the functional community or the aggregate DoD level of detail. In addition, at each of these levels, users can view data broken out at the component level with the 4th Estate broken into DLA, DFAS, DCMA and other 4th Estate. The Forecast Tool is updated annually to coincide with data provided by DMDC from the Master Billet File; DoD’s official source for manpower targets.
The Human Capital Framework as an open system recognizes agencies must be flexible and adapt continuously based on feedback loops in the ever-changing environment. This framework presents each system from three perspectives, each representing a different level of responsibility within an organization – Strategic View: Senior Leadership (Advisors, Managers), Operational View (HR Practitioners, Program Supervisors), and Employee View (Team Leaders and Line Employees).
OPM Virtual Evaluation Guide