HRM ACCOUNTABILITY STANDARDS

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HRM ACCOUNTABILITY STANDARDS

• What Are They, and Why are They Important

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What is HRM Accountability?

• Defined Broadly HRM Accountability is the
  authority and responsibility for getting the work
  done cost-effectively in a way that is fair and
  equitable.
• It covers strategic human capital management to
  legal compliance, and everything in between.

3
What is the Legal Authority for Agency
Accountability?

• Under 5 U.S.C. OPM may delegate any function
  vested in the OPM Director to the heads of
  agencies, who in turn may delegate to
  subordinate officials the authorityto take on
  matters pertaining to the employment direction,
  and general administration of personnel under his
  agency. (5 U.S.C. 301).
• These authorities carry with them accountability,
  not only for legal compliance, but also for
  program effectiveness. Each agency is
  responsible for preventing Prohibited Personnel
  Practices from occurring and complying with
  applicable civil service laws (5 U.S.C. 2302) as
  well as for reviewing the efficiency and
  effectiveness of its human resources management
  programs (5 U.S.C. 305).

4
Who is Accountable?

• Generally, the manager is directly accountable
  for the program impact of the HRM decision, while
  the HRM staff is directly accountable for the
  regulatory compliance of the action.
• Shared accountability" means that both HR staff
  and managers are ultimately accountable for
  effective, legally compliant HRM.
• Top management is accountable for committing
  the organization to shared accountability.

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What is the Hierarchy of Accountability?
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HRM Accountability System
Assess Accountability Process and Results
Evaluate and Use Measurement Information to
Improve HRM
Establish Accountability for Goals Measures
Measure Perform-ance
Establish/Update HRM Goals Measures Aligned to
Agency Mission
Agency Diagnosis
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Civil Service Rule X

• By Executive order, Jan. 25, 2001
• The Director of the Office of Personnel
  Management may require an agency to establish and
  maintain a system of accountability for merit
  system principles that

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Civil Service Rule X (cont.)

• (1) sets standards for applying the merit system
  principles,
• (2) measures the agencys effectiveness in
  meeting those standards, and
• (3) corrects any deficiencies in meeting these
  standards.

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Director James Memorandum

• Each department and agency was asked to develop
  internal accountability standards.
• The standards are part of OMBs Human Capital
  Standards for Success.
• The standards are fully aligned with the Human
  Capital Scorecard and Human Capital Standards for
  Success (Red, Yellow, Green) and Human Capital
  Scorecard.

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PRESIDENTS MANAGEMENT AGENDA

HC
EG
CS
FM
BP
HCSS
HRM Accountability Standards
HC Scorecard
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HRM Accountability Standards The Development
Process

• Developed by Interagency Task Force
• Reviewed by Agencies and OPM
• Transmittal Signed by Director James on January
  4, 2002

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Purpose of the Standards Document

• Set standards for establishing maintaining
  internal HRM accountability systems required
  under civil service rule X .
• Give OPM a framework for reviewing or assessing
  these systems.

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Scope of the Standards

• Very broad, extending to all activities of the HR
  staff and line organization to manage people in
  accordance with the MSPs avoiding PPPs.
• Applies to all Executive agencies subject to the
  MSPs regardless of specific authorities under
  which their HR systems operate.

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The 4 Accountability Standards

• Mission Support
• Problem Identification and Resolution
• Balanced Measurement of HRM
• Documentation of the System

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HRM Balanced Measures

• Strategic Alignment
• HRM Program Effectiveness
• HR Process Efficiency
• Legal/Regulatory Compliance

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Resource for Agencies

• HRM Accountability System Development Guide
• -basis for standards
• -new version underway to delete obsolete
  references

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Intrinsic Reasons to Have an Agency
Accountability System

• Systematic, disciplined, fact-based approach to
  HRM -- analogous to what financial management has
  had for many years
• A comprehensive framework for continuous HRM
  improvement in support of mission accomplishment