U.S. Agency for International Development Human Resources Assessment 2007 (posted 10/17/07)
U.S. Agency for International Development
The U.S. Agency for International Development (USAID) plays a vital role in promoting U.S. national security, foreign policy, and the War on Terrorism. Its mission, providing economic and humanitarian assistance overseas, is one of the three key pieces of the nation’s foreign policy apparatus (i.e., defense, diplomacy, and development). To help strengthen its human resource function, USAID has asked for a top-to-bottom assessment of the organizational structure and operations of the Office of Human Resources, with the aim of identifying additional staffing, technological, business processes and/or structural changes required to modernize the agency’s human resources function. The National Academy of Public Administration (the Academy), together with its partners Pivotal Insight and EquaTerra, will:
• Define USAID’s current HR delivery model, including its true costs, capabilities, and effectiveness;
• Compare USAID’s model to best practices;
• Recommend an optimum delivery model for USAID’s HR, reflective of its unique mission and global scope;
• Identify gaps between the current state and the ideal future state model; and
• Recommend a plan for implementing the optimum HR delivery model, taking into consideration both internal and external-to-the-agency influences that may affect its transformation.
As a result of our work, USAID will be provided with
• A summary of salient points and recurring themes from previous studies of the USAID HR deliver model;
• A map of the current HR delivery model (and supporting narrative) for human resources business processes as defined by the Office of Personnel Management;
• An optimum HR delivery model; and
• A gap analysis, implementation plan, sequencing suggestions, and recommended next steps to address significant priority gaps between USAID’s current human resources delivery model and the optimum model.
Ed Stephenson
The Academy has appointed the following individuals to a Panel to provide advice on the study. The public may send comments on the composition of the panel for a period of seven (7) days after the posted date to mditmeyer@napawash.org.
Steven R. Cohen*–Consultant; Former Executive Advisor, Booz Allen Hamilton; Senior Advisor for Homeland Security, U.S. Office of Personnel Management. Former positions with the U.S. Office of Personnel Management: Senior Policy Advisor to the Director; Acting Director; Associate Director, Office of Merit Systems Oversight and Effectiveness; Director, Office of Workforce Relations; Associate Director, Human Resource Systems Services; Regional Director, Chicago Region.
Doris Hausser*—Former positions with U.S. Office of Personnel Management: Senior Policy Advisor to the Director, Assistant Director of Workforce Compensation and Performance, Office of Performance and Compensation Systems Design; Director for Strategic Initiatives and GPRA Implementation and Reports; Director, Position Classification, Performance Management and Incentive Awards Programs; Director, Training and Leadership Development.
Kenneth Hunter – President, KSH Associates; Senior Consultant and former Deputy Director, Center for Human Resources Management, National Academy of Public Administration. Former Business Development Executive, Oracle Services Inc.; Deputy Assistant Secretary of State for Passport Services; Executive Director, Foreign Service Institute (FSI), Deputy Assistant Secretary of State for Human Resources; Office Director, U.S. Department of State; Director of Personnel, Deputy Director, Director of EEO, Employee Relations Specialist, Federal Trade Commission.
* Academy Fellow
Meeting 1: Monday, October 29, 2006; 11:30 am (closed)
Meeting 2: Monday, December 10, 2007; 11:30am (closed)
For further information, contact Marty Ditmeyer at (202) 347-3190, or at MDitmeyer@napawash.org.
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