Human Capital Operating Plan
In today’s increasingly complex global environment, DoD’s civilian workforce continues to play a critical role in DoD’s mission to deter war and protect the security of our nation. A well-managed civilian workforce is indispensable to accomplishing DoD’s mission and goals.
The DoD FY22–26 HCOP serves as the strategic roadmap for the numerous products, services, and human capital business solutions we provide to the Department to manage the life cycle of our civilian workforce. The overarching strategic human capital goals are two-fold. First, invest in the national security workforce by 1) recruiting; 2) developing; 3) retaining; and 4) inspiring an existing and new generation to remain in public service; second, ensure the workforce is agile, information-advantaged, motivated, diverse, and highly skilled. These goals align to both the priorities of our Secretary of Defense, as well as the expectations of the President as outlined in the Biden-Harris President’s Management Agenda (PMA).
This HCOP is premised on three key human capital objectives: Manage People, Cultivate a Culture of Engagement and Inclusion, and Advance Human Resources (HR). Supporting strategies and initiatives under these objectives will further promote our far-reaching HR efforts, to include expanding our HR data analytics to aid civilian workforce management, building and strengthening DoD’s innovation workforce, and implementing a Department-wide Diversity, Equity, Inclusion, and Accessibility (DEIA) plan.