Report Tile 2005 Learning Analytics Symposium UNITED STATES OFFICE OF PERSONNEL MANAGEMENT
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Rep
ort T
ile2
00
5 L
earn
ing
An
alyt
ics
Sym
po
siu
m
UN
ITE
D S
TA
TE
S O
FF
ICE
OF
PE
RS
ON
NE
L M
AN
AG
EM
EN
T
The
Impo
rtan
ce o
f Hum
an C
apita
l Dev
elop
men
t
Jeff
T.H
. Pon
, Ph.
D.
Offi
ce O
f Per
sonn
el M
anag
emen
t Dep
uty
Dire
ctor
for
e-G
ov
Mar
ch 2
, 200
5
3
Pre
sent
atio
n A
gend
a
�T
he N
eed
for
Hum
an C
apita
l Dev
elop
men
t
�T
rans
form
atio
n of
the
Hum
an R
esou
rces
Wor
kfor
ce
�e-
Tra
inin
g In
itiat
ive:
Sol
utio
ns fo
r Im
prov
ed F
eder
al
Lear
ning
�H
uman
Res
ourc
es L
ine
of B
usin
ess
(HR
LO
B):
P
ullin
g It
All
Tog
ethe
r
4
Pre
sent
atio
n A
gend
a
�T
he N
eed
for
Hum
an C
apita
l Dev
elop
men
t
�T
rans
form
atio
n of
the
Hum
an R
esou
rces
Wor
kfor
ce
�e-
Tra
inin
g In
itiat
ive:
Sol
utio
ns fo
r Im
prov
ed F
eder
al L
earn
ing
�H
uman
Res
ourc
es L
ine
of B
usin
ess
(HR
LO
B):
Pul
ling
It A
ll T
oget
her
5
The
Issu
e
•R
egar
dles
s of
indu
stry
, the
Wor
kfor
ce m
ust a
lign
with
th
e m
issi
on a
nd th
e go
als
of th
e or
gani
zatio
n
•B
udge
ts a
re c
ontin
ually
tigh
teni
ng fo
r ac
tiviti
es
cons
ider
ed o
utsi
de th
e “c
ore
mis
sion
” of
the
orga
niza
tion
•T
here
is a
nee
d fo
r C
larit
y of
Vis
ion
in d
evel
opin
g th
e W
orkf
orce
:•
Wha
t’s Im
port
ant?
•W
hat a
re w
e do
ing
abou
t it?
•H
ow d
o w
e m
easu
re o
ur p
rogr
ess?
6
The
Agi
ng F
eder
al W
orkf
orce
•T
he F
eder
al G
over
nmen
t is
the
larg
est s
ingl
e em
ploy
er in
the
Uni
ted
Sta
tes
(App
roxi
mat
ely
1.8M
em
ploy
ees)
•A
genc
ies
have
bee
n ta
sked
with
alig
ning
thei
r W
orkf
orce
to th
eir
mis
sion
•F
eder
al C
ounc
ils h
ave
also
bee
n ta
sked
with
dev
elop
ing
stra
tegi
es fo
r in
crea
sing
the
capa
bilit
ies
of th
e F
eder
al W
orkf
orce
•A
s of
200
1, it
was
est
imat
ed th
at 3
1% o
f the
Fed
eral
Wor
kfor
ce
wou
ld b
e el
igib
le fo
r re
tirem
ent b
y F
Y20
06 a
nd a
ppro
xim
atel
y 50
%w
ould
ret
ire1
•It
is e
stim
ated
that
by
FY
2008
45%
of t
he F
eder
al IT
Wor
kfor
ce w
ill b
e 50
yea
rs o
f age
or
olde
r2
•A
s of
200
2, th
e av
erag
e ag
e fo
r a
Fed
eral
em
plo
yee
was
46
year
s3
(1)
GA
O:
FE
DE
RA
L E
MP
LOY
EE
RE
TIR
EM
EN
TS
-E
xpec
ted
Incr
ease
Ove
r th
e N
ext
5 Y
ears
Illu
stra
tes
Nee
d fo
r W
orkf
orce
Pla
nnin
g –
Apr
il 20
01(2
) G
over
nmen
t Com
pute
r N
ews,
“R
epor
t: G
over
nmen
t IT
wor
kers
nea
r re
tirem
ent i
n dr
oves
”, 1
/28/
05(3
) O
PM
: Cen
tral
Per
sonn
el D
ata
File
7
New
and
Cha
ngin
g D
eman
ds a
re A
lterin
g th
e W
ay W
e W
ork
and
Lear
n
•M
ore
is b
eing
don
e w
ith le
ss a
nd in
less
tim
e•
Pro
duct
ivity
con
tinue
s to
incr
ease
•
Less
tim
e is
ava
ilabl
e fo
r “g
oing
to tr
aini
ng”
•D
iffic
ulty
man
agin
g th
e am
ount
of i
nfor
mat
ion
out t
here
•T
he m
anne
r in
whi
ch w
e le
arn,
and
the
tool
s to
sup
port
lear
ning
,are
in
crea
sing
ly r
elyi
ng o
n te
chno
logy
to g
et th
e rig
ht in
form
atio
n at
the
right
tim
e
•T
here
is a
hig
her
leve
l of u
ncer
tain
ty•
Sec
urity
•E
cono
mic
•W
orld
Dev
elop
men
ts
•H
ighe
r de
man
ds fr
om c
usto
mer
s an
d co
nstit
uent
s•
Exp
ecta
tions
are
incr
easi
ng fo
r qu
ality
ser
vice
del
iver
y at
“In
tern
et S
peed
”
Alig
nmen
t of o
rgan
izat
iona
l goa
ls w
ith H
uman
Cap
ital
stra
tegi
es, i
nclu
ding
trai
ning
, are
crit
ical
.
8
Pre
sent
atio
n A
gend
a
�T
he N
eed
for
Hum
an C
apita
l Dev
elop
men
t
�T
rans
form
atio
n of
the
Hum
an R
esou
rces
Wor
kfor
ce
�e-
Tra
inin
g In
itiat
ive:
Sol
utio
ns fo
r Im
prov
ed F
eder
al L
earn
ing
�H
uman
Res
ourc
es L
ine
of B
usin
ess
(HR
LO
B):
Pul
ling
It A
ll T
oget
her
9
Hig
h
Low
Tim
e
Tra
nsfo
rmed
HC
/HR
Tra
ditio
nal H
R
Val
ue
Cos
t
Val
ue a
nd C
ost O
ver
Tim
e•
HR
bud
gets
will
con
tinue
to
tigh
ten
and
HR
will
be
expe
cted
to c
ontin
ue to
tr
im c
osts
.
•H
R o
pera
tions
will
nee
d to
st
rike
a ba
lanc
e be
twee
n pr
ovid
ing
high
val
ue
busi
ness
sol
utio
ns w
hile
m
aint
aini
ng a
nd
decr
easi
ng o
pera
ting
cost
s.
The
Cha
lleng
e to
Hum
an R
esou
rces
10
Fed
eral
Hum
an R
esou
rces
Util
izat
ion
Sou
rce:
GA
O e
stim
ate
Fed
eral
Age
ncy
Nee
dsA
s es
tabl
ishe
d in
the
Pre
side
nt’s
Man
agem
ent A
gend
a
Str
ateg
ic M
anag
emen
t of H
uman
Cap
ital
-R
estr
uctu
re a
genc
ies
to b
e m
ore
citiz
en-c
ente
red
-A
dopt
inno
vativ
e us
es o
f IT
to c
aptu
re e
mpl
oyee
s’kn
owle
dge
and
skill
s-
Acq
uire
and
dev
elop
tale
nt a
nd le
ader
ship
Com
petit
ive
Sou
rcin
g-
Sim
plify
and
impr
ove
proc
edur
es to
eva
luat
e pu
blic
and
priv
ate
sour
ces
-B
ette
r pu
blic
ize
activ
ities
sub
ject
to c
ompe
titio
n-
Ens
ure
seni
or-le
vel a
genc
y at
tent
ion
to c
ompe
titio
n
Impr
oved
Fin
anci
al P
erfo
rman
ce-
Bas
elin
e er
rone
ous
paym
ents
and
est
ablis
h go
als
for
thei
r re
duct
ion
-E
nsur
e fe
dera
l fin
anci
al s
yste
ms
prod
uce
accu
rate
and
tim
ely
info
rmat
ion
Exp
ande
d E
lect
roni
c G
over
nmen
t-
Sim
plify
and
uni
fy
-S
uppo
rt p
roje
cts
that
offe
r pe
rfor
man
ce g
ains
that
tran
scen
d tr
aditi
on
agen
cy b
ound
arie
s-
Max
imiz
e in
tero
pera
bilit
y of
sys
tem
s-
Min
imiz
e re
dund
anci
es a
cros
s th
e fe
dera
l gov
ernm
ent
Bud
get a
nd P
erfo
rman
ce In
tegr
atio
n-
Use
per
form
ance
info
rmat
ion
to m
ake
info
rmed
bud
get d
ecis
ions
-Li
nk p
erfo
rman
ce a
nd c
ost i
n a
perf
orm
ance
bud
get
80 70 60 50 40 30 20 10
0% of Time Spent
75%
25%
Adm
inis
trat
ive
Str
ateg
ic
Des
pite
a h
ost o
f str
ateg
ic im
pera
tives
, Fed
eral
HR
func
tions
con
tinue
to b
e ov
erw
helm
ingl
y ad
min
istr
ativ
e in
nat
ure.
Thi
s fu
ndam
enta
l mis
mat
ch b
etw
een
need
s an
d ut
iliza
tion
is o
nly
inte
nsify
ing
the
exis
ting
hum
an c
apita
l cha
lleng
e.
HR
Nee
ds v
s. U
tiliz
atio
n
11
Str
ateg
y 5
%
Per
f. E
nhan
cem
ent
Tra
nsac
tions
Adm
inis
trat
ion
Adm
in
Tra
nsac
tions
Per
form
ance
Enh
ance
men
t
Str
ateg
y
Cur
rent
Fut
ure
Less
of t
he
wor
kfor
ce
invo
lved
in
adm
inis
trat
ive
func
tions
.
Mor
e of
the
wor
kfor
ce to
co
ncen
trat
e on
st
rate
gic
Hum
an
Cap
ital p
riorit
ies
25%
30%
40%
25%
45%
15%
10%
A m
ajor
tran
sfor
mat
ion
is n
eede
d to
ena
ble
HR
sta
ff to
focu
s on
str
ateg
ic
man
agem
ent o
f Hum
an C
apita
l and
mov
e aw
ay fr
om th
e ta
sks
that
are
ad
min
istr
ativ
e in
nat
ure.
HR
Tra
nsfo
rmat
ion
The
Pus
h fo
r T
rans
form
atio
n
12
Adm
in
Tra
nsac
tions
Per
form
ance
Enh
ance
men
t
Str
ateg
y
Fut
ure
25%
45%
15%
15%
Tra
nsfo
rmat
ion
enco
mpa
sses
two
inte
rdep
ende
nt o
utco
mes
: low
er c
ost o
f H
R s
ervi
ces
and
grea
ter
cont
ribut
ion
to s
trat
egic
bus
ines
s re
sults
.
Effi
cien
cy
Effe
ctiv
enes
s
Red
ucin
g th
e re
sour
ce d
eman
ds
and
time
requ
ired
to d
evel
op,
deliv
er, a
nd u
se k
ey H
R p
rodu
cts,
se
rvic
es, a
nd p
roce
sses
.
Dev
elop
ing,
del
iver
ing,
and
us
ing
HR
pro
duct
s an
d se
rvic
es th
at h
ave
a pr
oduc
tive
impa
ct o
n th
e w
orkf
orce
and
th
e or
gani
zatio
n.
The
Res
ults
of T
rans
form
atio
n
13
Pre
sent
atio
n A
gend
a
�T
he N
eed
for
Hum
an C
apita
l Dev
elop
men
t
�T
rans
form
atio
n of
Hum
an R
esou
rces
Wor
kfor
ce
�e-
Tra
inin
g In
itiat
ive:
Sol
utio
ns fo
r Im
prov
ed F
eder
al L
earn
ing
�H
uman
Res
ourc
es L
ine
of B
usin
ess
(HR
LO
B):
Pul
ling
It A
ll T
oget
her
14
Wha
t is
e-G
over
nmen
t?
•T
here
are
24
e-G
over
nmen
t Ini
tiativ
es th
at a
re a
dvan
cing
the
Pre
side
nt’s
Man
agem
ent A
gend
a (P
MA
)
•T
he P
MA
cal
ls fo
r an
act
ive,
but
lim
ited
Gov
ernm
ent t
hat:
•E
mpo
wer
s st
ates
, citi
es, a
nd c
itize
ns•
Ens
ures
res
ults
thro
ugh
acco
unta
bilit
y•
Is c
itize
n-ce
nter
ed, r
esul
ts-o
rient
ed, a
nd m
arke
t-ba
sed
•T
he O
ffice
of P
erso
nnel
Man
agem
ent m
anag
es 5
e-G
over
nmen
t In
itiat
ives
that
focu
s on
Hum
an C
apita
l:•
Rec
ruitm
ent O
ne S
top
•e-
Pay
roll
•e-
Tra
inin
g•
e-C
lear
ance
•E
HR
I
�R
etire
men
t Sys
tem
s M
oder
niza
tion
15
OP
M e
-Gov
Pro
gram
M
issi
on a
nd V
isio
n S
tate
men
ts
MIS
SIO
N�
OP
M’s
e-G
ov P
rogr
am is
ded
icat
ed to
car
ryin
g ou
t the
m
anda
te o
f the
Pre
side
nt’s
Man
agem
ent A
gend
a, th
e e-
Gov
ernm
ent A
ct o
f 200
2, a
nd th
e F
eder
al E
nter
pris
e A
rchi
tect
ure.
The
mis
sion
of O
PM
’s e
-Gov
Pro
gram
is to
de
velo
p w
orld
cla
ss s
ecur
e, m
oder
n, c
ross
-age
ncy,
hu
man
res
ourc
e so
lutio
ns th
at tr
ansf
orm
the
man
agem
ent
of F
eder
al h
uman
cap
ital.
VIS
ION
�F
eder
al a
genc
ies
use
OP
M e
-Gov
hum
an r
esou
rce
solu
tions
to im
prov
e th
eir
abili
ty to
bui
ld s
ucce
ssfu
l, hi
gh
perf
orm
ance
org
aniz
atio
ns.
16
Bac
kgro
und
on th
e e-
Tra
inin
gIn
itiat
ive e-
Tra
inin
g S
ervi
ce P
rovi
der
Con
sort
ium
The
Ser
vice
Pro
vide
r C
onso
rtiu
m w
orks
clo
sely
with
ag
enci
es to
iden
tify
and
supp
ort t
heir
e-Le
arni
ng n
eeds
for
the
stra
tegi
c de
velo
pmen
t of H
uman
Cap
ital a
cros
s th
e F
eder
al G
over
nmen
t. e
TS
PC
and
the
e-T
rain
ing
Initi
ativ
e ar
e w
orki
ng to
tran
sfor
m th
e G
oLea
rn.g
ov s
ite in
to a
por
tal
conn
ectin
g th
e F
eder
al W
orkf
orce
to a
vaila
ble
lear
ning
op
port
uniti
es th
roug
hout
the
Gov
ernm
ent.
Vis
ion
To
crea
te a
pre
mie
r e-
Tra
inin
g en
viro
nmen
t tha
t sup
port
s de
velo
pmen
t of t
he F
eder
al
Wor
kfor
ce a
nd a
dvan
ces
the
acco
mpl
ishm
ent o
f age
ncy
mis
sion
s th
roug
h si
mpl
ified
and
one
-st
op a
cces
s to
hig
h qu
ality
e-T
rain
ing
prod
ucts
and
ser
vice
s.
Gov
ernm
ent-
wid
e e-
Lear
ning
Por
tal
A G
over
nmen
t-w
ide
reso
urce
man
aged
by
OP
M th
at,
once
tran
sfor
med
, will
be
a ce
ntra
l acc
ess
port
al
conn
ectin
g th
e F
eder
al W
orkf
orce
and
app
ropr
iate
no
n-F
eder
al w
orke
rs to
iden
tifie
d fo
rmal
and
info
rmal
le
arni
ng o
ppor
tuni
ties
acro
ss th
e sp
an o
f e-L
earn
ing
syst
ems,
con
tent
, and
/or
perf
orm
ance
sup
port
tool
s av
aila
ble
in th
e F
eder
al G
over
nmen
t.
17
�R
educ
e re
dund
anci
es a
nd a
chie
ve e
cono
mie
s of
sca
le in
the
purc
hase
and
/or
deve
lopm
ent o
f e-L
earn
ing
cont
ent a
nd in
fras
truc
ture
(E
ffici
ency
)�
Con
solid
atio
n, a
nd/o
r sh
arin
g of
har
dwar
e/so
ftwar
e w
here
ver
poss
ible
(E
ffici
ency
)�
Leve
rage
com
pone
nts
of e
xist
ing
e-Le
arni
ng s
yste
ms
(e.g
., LM
S, L
CM
S, o
r IT
ha
rdw
are)
whe
re c
lear
val
ue p
ropo
sitio
ns e
xist
(E
ffici
ency
)�
Offe
r us
er-f
riend
ly, o
ne-s
top
acce
ss to
a r
obus
t and
hig
h-qu
ality
e-L
earn
ing
envi
ronm
ent
(Effi
cien
cy)
�E
ncou
rage
e-L
earn
ing
inve
stm
ents
as
part
of a
str
ateg
ic, s
yste
mat
ic, a
nd c
ontin
uous
de
velo
pmen
t of F
eder
al G
over
nmen
t Hum
an C
apita
l (E
ffect
iven
ess)
�E
nhan
ce g
over
nmen
twid
e co
mpe
tenc
y de
velo
pmen
t in
coor
dina
tion
with
Fed
eral
C
ounc
ils
�B
oost
dat
a ca
ptur
e an
d re
port
ing
func
tiona
lity
�P
rese
nt s
earc
habl
e tr
aini
ng a
nd d
evel
opm
ent o
ppor
tuni
ties
in th
eF
eder
al
Gov
ernm
ent t
hrou
gh a
por
tal
�A
ugm
ent f
eatu
res
of th
e W
orkf
orce
Dev
elop
men
t Roa
dmap
�E
stab
lish
Com
mun
ities
of P
ract
ice
/kno
wle
dge
dom
ains
Act
iviti
es o
f the
e-T
rain
ing
Initi
ativ
e
Goa
ls*
Nex
t Ste
ps
* N
ote:
In
coor
dina
tion
with
the
e-T
rain
ing
Ser
vice
Pro
vide
r C
onso
rtiu
m.
18
Fed
eral
Ser
vice
Pro
vide
rs o
f the
e-T
rain
ing
Initi
ativ
e
Gen
eral
use
–F
eder
al
empl
oyee
s
GoL
earn
Ser
vice
Pro
vide
r
Tar
gete
d D
emog
raph
ic
Bac
kgro
und
Sta
te a
nd L
ocal
gov
ernm
ent,
Firs
t R
espo
nder
s, e
tc.
NT
IS
Hig
hly
secu
red
gove
rnm
ent
pers
onne
l
Fas
Tra
c
•O
pera
ted
out o
f the
Offi
ce o
f P
erso
nnel
Man
agem
ent
•F
orm
erly
DO
T’s
TV
U p
rogr
am•
Leve
rage
CO
TS
Pro
duct
s•
Pri
mar
ily fo
cuse
d on
civ
ilian
ag
enci
es
•N
atio
nal T
echn
ical
Info
rmat
ion
Ser
vice
•S
elf-
supp
ortin
g ag
ency
of t
he U
.S.
Dep
t of C
omm
erce
•P
rim
arily
focu
sed
on th
e se
cure
de
liver
y ov
er th
e op
en in
tern
et o
f se
nsiti
ve tr
aini
ng c
onte
nt to
spe
cial
ized
ci
vilia
n an
d de
fens
e st
uden
t po
pula
tions
for
trai
ning
req
uirin
g ce
rtifi
catio
n an
d/or
acc
redi
tatio
n
•O
pera
ted
out o
f the
Nat
iona
l S
ecur
ity A
genc
y an
d U
.S. D
ept
of T
reas
ury
•O
rigin
ally
dev
elop
ed fo
r th
e In
telli
genc
e co
mm
unity
•P
rim
arily
focu
sed
on g
loba
l or
gani
zatio
ns r
equi
ring
heig
hten
ed s
ecur
ity p
reca
utio
ns
Gov
Onl
ine
Lear
ning
Cen
ter
(e-T
rain
ing
Initi
ativ
e)G
over
nanc
e
and
Coo
rdin
atio
n
Service Delivery
19
Sam
plin
g of
Sol
utio
ns O
ffere
d to
the
Fed
eral
G
over
nmen
t
Gov
Onl
ine
Lear
ning
Cen
ter
(e-T
rain
ing
Initi
ativ
e)
Lear
ning
M
anag
emen
t S
yste
m
Vie
w c
ours
e lib
rarie
s or
ot
her
e-Le
arni
ng
serv
ices
, re
gist
er fo
r co
urse
s an
d co
mpl
ete
oppo
rtun
ities
(I
LT o
r C
BT
).
Col
lect
ion
poin
t for
tr
aini
ng d
ata
Cou
rsew
are
Cou
rse
libra
ries
cove
ring
high
in
tere
st a
reas
su
ch a
s IT
, P
roje
ct
Man
agem
ent,
Hum
an
Res
ourc
es,
and
Lead
ersh
ip,
incl
udin
g le
gisl
ativ
ely
man
date
d co
urse
s
Onl
ine
Boo
ks
Ele
ctro
nic
book
s to
co
mpl
emen
t e-
cour
sew
are
offe
red
E-M
ento
ring
Ena
ble
user
s to
ask
spe
cific
qu
estio
ns to
su
bjec
t m
atte
r ex
pert
s in
a
“cha
t roo
m”
atm
osph
ere
in
conj
unct
ion
with
cou
rses
in
the
cata
log
or
by to
pic
Sea
rch
and
Sel
ect
Rec
eive
an
answ
er b
y en
terin
g a
"nat
ural
la
ngua
ge"
ques
tion
rela
ted
to a
n av
aila
ble
topi
c.
Res
ults
are
pr
esen
ted
like
an In
tern
et
sear
ch
Com
pete
ncy
-W
orkf
orce
D
evel
opm
ent
Roa
dmap
s
Bas
ed o
n G
over
nmen
t oc
cupa
tiona
l se
ries,
co
mpe
tenc
ies
are
used
to
cond
uct s
kills
as
sess
men
ts
(gap
ana
lyse
s)
and
to v
iew
av
aila
ble,
ap
prop
riate
le
arni
ng
oppo
rtun
ities
Com
mun
ities
O
f Pra
ctic
e
Col
labo
rativ
e co
mm
unity
po
rtal
s di
rect
ed
tow
ards
G
over
nmen
t-w
ide
inte
rest
gr
oups
(T
hrea
ded
disc
ussi
ons,
ta
cit
know
ledg
e sh
arin
g,
docu
men
t sh
arin
g, p
orta
l)
Man
agem
ent
Con
tent
Per
form
ance
Sup
port
Col
labo
ratio
n
Com
pete
ncy
Tra
ckin
g Res
ourc
e T
rain
ing
and
Dev
elop
men
t
Suc
cess
ion
Pla
nnin
g
Rec
ruitm
ent
Gov
Onl
ine
Lear
ning
Cen
ter
(e-T
rain
ing
Initi
ativ
e)
20
7. D
evel
op a
nd
depl
oy
solu
tion
1. Id
entif
y or
gani
zatio
nal
need
s2.
Ass
ess
and
iden
tify
lear
ning
ne
eds/
goal
s
3. Id
entif
y LM
S,
perf
orm
ance
to
ols,
feat
ures
an
d fu
nctio
ns
4. S
elec
t LM
S a
nd
perf
orm
ance
tool
s to
de
ploy
5. Id
entif
y C
hang
e M
anag
emen
t nee
ds
6. D
evel
op
impl
emen
tatio
n st
rate
gy
8. T
rack
pe
rfor
man
ce
and
repo
rt (
RO
I,
Eva
luat
ion)
Typ
ical
e-
Lear
ning
Sol
utio
n Im
plem
enta
tion
Life
cycl
e
Ser
vice
Pro
vide
r-Im
plem
ente
d S
olut
ions
Alig
n to
the
Org
aniz
atio
n
21
Mod
els
for
Eva
luat
ion
Leve
l of e
valu
atio
nW
hat i
t mea
sure
s
4 3 2 1
Res
ults
Per
form
ance
Lear
ning
Rea
ctio
nD
id le
arne
rs li
ke th
e tr
aini
ng?
Did
the
y co
mpl
ete
it?
Wha
t ski
lls a
nd k
now
ledg
e di
d th
e le
arne
r ac
quire
?
How
muc
h is
job
perf
orm
ance
impr
oved
? W
hat
can
lear
ners
app
ly to
thei
r jo
bs?
How
wel
l did
the
orga
niza
tion
mee
t its
bus
ines
s go
als?
*Ada
pted
fro
m
Kir
kpat
rick
, D
.L.
(199
4). E
valu
atin
g T
rain
ing
Pro
gram
s:
The
Fou
r L
evel
s. S
an
Fra
nci
sco,
CA
: B
erre
tt-
Koe
hler
4 3 2 1
Bus
ines
s R
esul
ts
Job
App
licat
ions
Lear
ning
Rea
ctio
n/
Pla
nned
Act
ion
Wha
t are
par
ticip
ants
’rea
ctio
ns to
the
prog
ram
, an
d w
hat d
o th
ey p
lan
to d
o w
ith th
e m
ater
ial?
Wha
t ski
lls, k
now
ledg
e, o
r at
titud
es h
ave
chan
ged
and
by
how
muc
h?
Did
the
part
icip
ants
app
ly w
hat t
hey
lear
ned
on
the
job?
Wha
t ski
lls, k
now
ledg
e, o
r at
titud
es h
ave
chan
ged
and
by
how
muc
h?
5R
OI
Wha
t are
par
ticip
ants
’rea
ctio
ns to
the
prog
ram
, an
d w
hat d
o th
ey p
lan
to d
o w
ith th
e m
ater
ial?
Kirk
patr
ick
*Ada
pted
fro
m P
hill
ips,
Ja
ck J
. (1
996)
. M
easu
rin
g R
OI:
The
F
ifth
Lev
el o
f E
valu
atio
n.
http
://w
ww
.ast
d.or
g/N
R/r
don
lyre
s/D
0BC
F25
9-8
80D
-4E
EC
-BF
89-
7F1B
9A88
F43
0/0/
phil
lips
Phi
llips
22
Pre
sent
atio
n A
gend
a
�T
he N
eed
for
Hum
an C
apita
l Dev
elop
men
t
�T
rans
form
atio
n of
Hum
an R
esou
rces
Wor
kfor
ce
�e-
Tra
inin
g In
itiat
ive:
Sol
utio
ns fo
r Im
prov
ed F
eder
al L
earn
ing
�H
uman
Res
ourc
es L
ine
of B
usin
ess
(HR
LO
B):
Pul
ling
it A
ll T
oget
her
23
Tyi
ng it
All
Tog
ethe
r
The
cha
lleng
e of
the
e-T
rain
ing
Initi
ativ
e an
d H
R L
OB
is n
ot ju
st
to r
educ
e re
dund
anci
es, c
onso
lidat
e H
R a
nd tr
aini
ng r
esou
rces
, an
d en
cour
age
inve
stm
ent,
but t
o sh
ape
the
HR
wor
kfor
ce to
ut
ilize
and
leve
rage
the
tool
s an
d te
chno
logi
es H
R
IT b
rings
to
the
grow
ing
prac
tice
of H
uman
Cap
ital M
anag
emen
t
24
Line
s of
Bus
ines
s O
ppor
tuni
ties
�T
he fo
llow
ing
LOB
s sh
are
core
bus
ines
s
requ
irem
ents
and
sim
ilar
busi
ness
proc
esse
s.
�F
inan
cial
Man
agem
ent (
FM
)
�H
uman
Res
ourc
es M
anag
emen
t (H
R)
�G
rant
s M
anag
emen
t (G
M)
�F
eder
al H
ealth
Arc
hite
ctur
e (F
HA
)
�C
ase
Man
agem
ent (
CM
)
The
US
Offi
ce o
f Man
agem
ent a
nd B
udge
t (O
MB
) an
d th
e Li
ne o
f Bus
ines
s T
ask
For
ces
are
focu
sed
on a
bus
ines
s-dr
iven
, com
mo
n so
lutio
n de
velo
ped
thro
ugh
arch
itect
ural
pro
cess
es.
The
US
Offi
ce o
f Man
agem
ent a
nd B
udge
t (O
MB
) an
d th
e Li
ne o
f Bus
ines
s T
ask
For
ces
are
focu
sed
on a
bus
ines
s-dr
iven
, com
mo
n so
lutio
n de
velo
ped
thro
ugh
arch
itect
ural
pro
cess
es.
Com
mon
Sol
utio
n: A
bus
ines
s pr
oces
s an
d/or
tech
nolo
gy b
ased
sh
ared
ser
vice
mad
e av
aila
ble
to
gove
rnm
ent a
genc
ies.
Bus
ines
s D
riven
(vs
. Tec
hnol
ogy
Dri
ven)
: Sol
utio
ns a
ddre
ss d
istin
ct
busi
ness
impr
ovem
ents
that
di
rect
ly im
pact
LoB
per
form
ance
go
als.
Dev
elop
ed T
hrou
gh A
rchi
tect
ural
P
roce
sses
: Sol
utio
ns a
re d
evel
oped
th
roug
h a
set o
f com
mon
and
re
peat
able
pro
cess
es a
nd to
ols.
Com
mon
Sol
utio
n: A
bus
ines
s pr
oces
s an
d/or
tech
nolo
gy b
ased
sh
ared
ser
vice
mad
e av
aila
ble
to
gove
rnm
ent a
genc
ies.
Bus
ines
s D
riven
(vs
. Tec
hnol
ogy
Dri
ven)
: Sol
utio
ns a
ddre
ss d
istin
ct
busi
ness
impr
ovem
ents
that
di
rect
ly im
pact
LoB
per
form
ance
go
als.
Dev
elop
ed T
hrou
gh A
rchi
tect
ural
P
roce
sses
: Sol
utio
ns a
re d
evel
oped
th
roug
h a
set o
f com
mon
and
re
peat
able
pro
cess
es a
nd to
ols.
25
The
HR
LO
B C
omm
on S
olut
ion
The
HR
Com
mon
Sol
utio
n:•
Evo
lutio
nary
mod
el, t
rans
ition
ing
sele
cted
act
iviti
es fr
om a
genc
y to
sha
red
serv
ice
cent
ers
•Le
vera
ges
exis
ting
OP
M e
-Gov
ernm
ent I
nitia
tives
as
Poi
nt S
olut
ions
�R
ecru
itmen
t One
Sto
p�
e-P
ayro
ll�
e-T
rain
ing
�e-
Cle
aran
ce�
EH
RI
•C
ente
rs e
stab
lishe
d th
roug
h co
mpe
titiv
e pr
ocur
emen
t am
ong
publ
ican
d pr
ivat
e se
ctor
s
•G
over
nanc
e st
ruct
ure
in th
e fo
rm o
f a m
ulti-
agen
cy e
xecu
tive
stra
tegy
co
mm
ittee
and
a J
oint
Hum
an R
esou
rces
Man
agem
ent I
mpr
ovem
ent
Pro
gram
(J-
HR
MIP
)
The
com
mon
sol
utio
n es
tabl
ishe
s sh
ared
ser
vice
cen
ter
s -
utili
zing
a s
uite
of
inte
rope
rabl
e, p
orta
ble,
and
sca
labl
e H
R s
olut
ions
.
The
com
mon
sol
utio
n es
tabl
ishe
s sh
ared
ser
vice
cen
ter
s -
utili
zing
a s
uite
of
inte
rope
rabl
e, p
orta
ble,
and
sca
labl
e H
R s
olut
ions
.
26
HR
LO
B P
rimar
y G
oals
Impr
oved
Man
agem
ent
�Im
prov
e th
e go
vern
men
twid
est
rate
gic
man
agem
ent o
f Hum
an C
apita
l (fa
ster
de
cisi
on m
akin
g, m
ore
info
rmed
pol
icy
mak
ing,
mor
e ef
fect
ive
wor
kfor
ce
man
agem
ent,
impr
oved
res
ourc
e al
ignm
ent w
ith a
genc
y m
issi
ons)
Ope
ratio
nal E
ffici
enci
es
�A
chie
ve o
r in
crea
se o
pera
tiona
l effi
cien
cies
in th
e ac
quis
ition
,dev
elop
men
t, im
plem
enta
tion
and
oper
atio
n of
hum
an r
esou
rces
man
agem
ent a
nd s
uppo
rtin
g sy
stem
s (im
prov
ed s
ervi
cing
rat
io /
resp
onse
tim
es, r
educ
ed c
ycle
tim
es,
impr
oved
aut
omat
ed r
epor
ting)
Cos
t Sav
ings
/Avo
idan
ce
�A
chie
ve o
r in
crea
se c
ost s
avin
gs/a
void
ance
from
HR
sol
utio
n ac
tiviti
es (
redu
ced
dupl
icat
ive
softw
are
/ har
dwar
e / o
pera
tions
/ la
bor
reso
urce
s, in
crea
sed
com
petit
ive
envi
ronm
ent)
Impr
oved
Cus
tom
er S
ervi
ce
�Im
prov
e cu
stom
er s
ervi
ce (
incr
ease
d ac
cess
ibili
ty to
clie
nt a
nd v
alue
, im
prov
ed
com
mun
icat
ion
and
resp
onsi
vene
ss, e
nhan
ced
qual
ity, t
imel
ines
s, a
ccur
acy
and
cons
iste
ncy)
27
HR
LO
B a
t a G
lanc
e
Sta
tus:
•In
itial
Gov
erna
nce
stru
ctur
e es
tabl
ishe
d•
Bas
elin
e ta
rget
arc
hite
ctur
e de
velo
ped
•H
R L
OB
Whi
te P
aper
and
Tra
nsiti
on A
ppro
ach
docu
men
ts d
evel
oped
•D
evel
oped
and
sub
mitt
ed F
Y06
Bus
ines
s C
ase
Nex
t Ste
ps:
•D
esig
n an
d es
tabl
ish
perm
anen
t Gov
erna
nce
stru
ctur
e•
Con
tinue
pla
nnin
g ac
tiviti
es fo
r im
plem
enta
tion
Par
ticip
atin
g A
genc
ies:
•O
PM
, DH
S, D
oC, D
oD, D
oE, D
oI, D
oJ, D
oL, E
D, E
PA
, GS
A, H
HS
, Int
el, N
SF
, U
SD
A, V
A, T
reas
ury,
US
AID
, SS
A, S
mal
l Age
ncy
Cou
ncil,
Inte
llige
nce,
NA
SA
, N
SF
Ex-
offic
io A
genc
ies:
•O
MB
; OP
M-D
ivis
ions
for:
Str
ateg
ic H
uman
Res
ourc
es P
olic
y; H
uman
Cap
ital
Lead
ersh
ip a
nd M
erit
Sys
tem
Acc
ount
abili
ty; H
uman
Res
ourc
es P
rodu
cts
and
Ser
vice
s
28
In C
losi
ng…
Crit
ical
Que
stio
ns:
•D
o yo
u kn
ow th
e cr
itica
l occ
upat
ions
that
you
nee
d to
dev
elop
inth
e ne
xt 1
–3
year
s?•
Can
you
nam
e th
e pe
ople
in th
ose
occu
patio
ns r
ight
now
?•
Whe
n w
as th
e la
st ti
me
you
fore
cast
ed w
hat y
our
tale
nt p
ool l
ooks
like
?•
Wha
t are
you
r pl
ans
to c
lose
that
gap
?•
How
will
you
mea
sure
you
r pr
ogre
ss/s
ucce
ss?
Tre
nds
to W
atch
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HR
Tod
ayF
utur
e•
Silo
ed
•D
istr
ibut
ed
•H
R s
yste
ms
are
com
plex
and
tr
ansa
ctio
nal b
ased
•A
genc
ies
have
diff
eren
t tax
onom
ies
whe
n ta
lkin
g ab
out t
alen
t
•Li
ttle
or n
o su
cces
sion
pla
nnin
g
•In
nova
tive
•S
tand
ardi
zed
•In
tero
pera
ble
•W
eb-e
nabl
ed
•S
ecur
e
•M
onito
ring,
mod
elin
g, a
nd fo
reca
stin
g in
rea
l tim
e
29
Str
ateg
ies
for
Impr
oved
HR
Alig
nmen
t and
F
eder
al W
orkf
orce
Edu
catio
n
•T
he H
uman
Res
ourc
es W
orkf
orce
sho
uld:
•O
ffset
the
amou
nt o
f tra
nsac
tiona
l act
ivity
con
duct
ed to
incr
ease
its
focu
s on
st
rate
gic
initi
ativ
es•
Use
lear
ning
dat
a to
ass
ess
empl
oyee
s ag
ains
t com
pete
ncie
s, id
entif
ying
ski
ll ga
ps a
nd w
hat l
earn
ing
inte
rven
tions
are
nee
ded
•M
ake
reso
urce
s av
aila
ble
in a
mul
ti-m
etho
d ap
proa
ch (
i.e.,
blen
ded
lear
ning
, m
ento
rs, e
tc.)
to c
lose
ski
ll ga
ps
•Le
arni
ng a
ligns
Hum
an C
apita
l per
form
ance
•H
ighl
y av
aila
ble
e-Le
arni
ng s
yste
ms
can
prom
ote
“just
in ti
me”
lear
ning
of a
ll ty
pes
•C
ompe
tenc
y-ba
sed
trai
ning
ens
ures
lear
ning
inte
rven
tions
alig
n w
ith th
e st
rate
gic
dire
ctio
n of
the
occu
patio
n, a
s it
appl
ies
to th
e A
genc
y m
issi
on
The
Fed
eral
HR
Lin
e of
Bus
ines
s ef
fort
will
ass
ist
in
acco
mpl
ishi
ng th
ese
stra
tegi
es
30
Que
stio
ns
31
Con
tact
Info
rmat
ion
Dr.
Jef
f Pon
Jeff.
Pon
@O
PM
.gov
(202
) 60
6-86
32
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