PRESIDENT’S MANAGEMENT AGENDA
STRATEGIC MANAGEMENT OF HUMAN CAPITAL
The President’s Management Agenda ...
 Significant progress made and demonstrates continued improvement
toward meeting agreed-upon aggressive timeline go...
of 2

President's Management Agenda (PMA) - Summary Document

Published on: Mar 4, 2016
Published in: Business      
Source: www.slideshare.net


Transcripts - President's Management Agenda (PMA) - Summary Document

  • 1. PRESIDENT’S MANAGEMENT AGENDA STRATEGIC MANAGEMENT OF HUMAN CAPITAL The President’s Management Agenda (PMA), announced in the summer of 2001, is an aggressive strategy for improving the management of the Federal government. It focuses on five areas of management weakness across the government where improvements and the most progress can be made: strategic management of human capital, competitive sourcing, e-Gov, budget performance integration, and financial management. The Office of Management and Budget (OMB) provide a quarterly rating of agencies’ progress towards “green”. (Link to OMB’s PMA site at http://www.whitehouse.gov/omb/budintegration/pma_index.html). In the annual report presented on July 28, 2005, to the President of the United States, the President’s Management Council reported that as a result of the PMA, the Federal Government is giving the American people more for their money. The President was informed that under PMA, the government is making a big difference by establishing management disciplines that will improve performance and efficiency. Link to report: Giving the American People More for their Money – www.whitehouse.gov/results/agenda/2005_results_report.pdf. The 2004 PMA annual report to the President showed that agencies have made real progress towards becoming results-oriented organizations. (Link to report: The Federal Government Is Results-Oriented, A Report to Federal Employees August 2004). Although OMB rates the Department of Defense as a whole, to support this rating, each of the Services and Defense Agencies is scored individually in respective initiative. The Office of the Secretary of Defense developed specific criteria to assist components in getting to green. (Link to DOD Component Criteria). In the area of Strategic Management of Human Capital, Army has steadily improved each quarter in progress toward implementing this initiative. Eight goals are rated. Our overall rating is currently green, although we have not scored green in each factor. The eight goals measured are:  Human capital strategies are linked to agency mission and goals  Organization is restructured as appropriate to provide optimal service at lowest cost and respond to changing business needs; strategies include redeployment, delayering, competitive sourcing, and E-Gov  Continuity of leadership and knowledge is assured through succession planning and professional development  Performance appraisals for Senior Executive Service and managers link to agency mission and are appropriately cascaded throughout more than 60% of the agency  Workforce is diverse, including mission critical occupations and leadership; agency consistently measures and works to sustain diversity  Current and future skill gaps in mission critical occupations are identified and reduced
  • 2.  Significant progress made and demonstrates continued improvement toward meeting agreed-upon aggressive timeline goals.  Human capital program is guided by measurable outcomes. (Link to OSD Memo implementing the PMA – Oct 27, 2003)

Related Documents