WORKFORCE PLAN GOAL 1:
Strategic Human Capital Planning and Positioning for Mission Success

Objective: Analysis, policy development, organizational design and resource alignment to guide NASA's multi-sector workforce.

• Workforce Planning and Analysis
• Policy Development
• Organization Design
• Position Management/Classification
• Succession Management

		Implement the new labor accounting structure and workforce planning process to facilitate matching workforce with the new human space flight work portfolio
		Facilitate human capital contributions to human space flight transition activities, including Shuttle Transition Liaison Office services and Congressional reporting
		Support multi-sector workforce initiatives, including services inventory report
		Prepare workforce to adjust to program needs as portfolios, plans, and budgets mature
		Define workforce skills and competencies needed for the Agency's future directions in technology development and deep space exploration
		Manage skill gaps – understand skills needed to support new missions (demand) and current skills (supply)
		Implement a succession management program
		Provide enhanced position description and classification tools and guides to supervisors
		Electronic Position Description System (ePDS) Enhancements
		Classification Quick Reference Guide

WORKFORCE PLAN GOAL 2:
Recruit and Employ a Highly-Qualified, Diverse Workforce

Objective: Identify, attract, and employ a diverse workforce with the right skills, at the right time, at the right place.

• Staffing
• Recruiting
• Student Pipeline
• Alternative Hiring Sources
• Suitability
• On-Boarding

		Continue implementing hiring reform
		Increase diversity, including early career hires and implementing Federal hiring initiatives
		Develop alternative recruitment methods
		Expand legislative flexibilities to facilitate partnering with industry/academia (such as Industry Exchange)
		Hire a multi-generational workforce with skills needed now and in the future
		Strengthen our pipelines to backfill and refresh our workforce (including branding to attract early career persons), capitalizing on STEM education pipelines
		Use hiring flexibilities (term, temp, perm, etc.)

WORKFORCE PLAN GOAL 3:
Train and Develop Talent

Objective: Training and development initiatives that address today's and tomorrow's needs and enable mission success.

• Training
• Career Management
• Mentoring/Coaching
• Needs Assessment
• Leadership Development
• Executive Development

		Foster infusion of new ideas and innovation by expanding details, IPAs, rotations – particularly externally
		Expand rotations and details to, and with, academia and industry
		Expand use of rotations within NASA
		Build skills across all levels of the workforce through leadership development opportunities
		Train and Re-train to provide skills to close gaps
		Improve communications – to drive engagement, motivation and sense of value as NASA transforms
		Implement Agency-wide orientation program
		Implement Executive Orientation Program
		Require executive development plans
		Expand executive development curricula
		Continue and expand executive summits

WORKFORCE PLAN GOAL 4:
Sustain a High-Performing Workforce

Objective: Enable managers to sustain an environment conducive to workforce productivity, innovation and effectiveness.

• Employee Relations/Labor Relations
• Performance Management
• Employee Recognition
• Organizational Development
• Work/Life Programs
• Diversity and Inclusion
• Transition Assistance

		Build upon and enhance the telework program
		Improve performance management (addressing poor performers)
		Achieve and sustain an effective labor-management dialogue
		Pilot an automated performance management tool
		Utilize results from the Employee Viewpoint survey to improve NASA's FY11 "5th Best Place to Work" ranking

WORKFORCE PLAN GOAL 5:
Enable Efficient Human Capital Services

Objective: Effective human resources programs supported by comprehensive, timely and validated information. .

• HR IT Systems
• Business Management
• Workforce Accountability
• Personnel Action Processing Review
• Liaison Services

		Enhance NASA's hiring system
		Integrate the Federal Personnel Payroll System (FPPS) with NASA's Workforce Transformation and Tracking System (WTTS)
		Support USAJOBS 3.0
		Implement workforce transition tools that enable effectively transitioning employees to new work
		Deploy organizational charting tool
		Develop an Executive dashboard that provides key performance indicators and other relevant metrics
		Develop an Enterprise Architecture for HR systems
		Implement an HR messaging system
		Assess HR operations at three NASA Centers to ensure efficiency and effectiveness
		Complete a comprehensive review of the Agency's personnel action processing program
		Develop a comprehensive Human Capital Management Report