Content created by Office of Budget (OB)
Fiscal Year 2020
Released March, 2019
Topics on this page: Goal 5. Objective 2 | Objective 5.2 Table of Related Performance Measures
Goal 5. Objective 2: Manage human capital to achieve the HHS mission
As the Department looks to FY 2020 and beyond, it imagines all the achievements that can be reached when workforce performance is heightened, efficiencies achieved, and accountability strengthened. The Department must continue to create a flexible and agile workforce that responds and adapts to change: change in technology, change in society, change in expectations, and change in scientific findings. HHS needs the leaders of tomorrow today. To this end, the Department will continue to build a world-class federal management team and a workforce ready to collaborate with colleagues within the Department, among other federal departments, and outside the federal government, to seek change that improves and enhances the health and well-being of Americans.
The Office of the Secretary leads this objective. All divisions contribute to the achievement of this objective.
Objective 5.2 Table of Related Performance Measures
Increase HHS employee engagement through Federal Employee Viewpoint Survey (FEVS) (Lead Agency - ASA; Measure ID - 2.6)51
| FY 2013 | FY 2014 | FY 2015 | FY 2016 | FY 2017 | FY 2018 | FY 2019 | FY 2020 | |
|---|---|---|---|---|---|---|---|---|
| Target | N/A | Baseline | 67% | 68% | 69% | 72.5% | 75% | 75% |
| Result | N/A | 66% | 68% | 70% | 72% | 73% | 12/31/19 | 12/31/20 |
| Status | N/A | Historic Actual | Target Exceeded | Target Exceeded | Target Exceeded | Target Exceeded | Pending | Pending |
Among very large federal agencies (greater than 75,000 employees), HHS had the highest employee engagement score for FY 2017 (72 percent). In FY 2017, HHS senior executives focused on achieving a minimum of 70 percent in each of the 5 areas of HHS FEVS performance: participation, employee engagement, satisfaction, belief that action will be taken based on survey results, and effective communication. The FEVS places emphasis on organizations taking local action to support enterprise improvement in the above 5 areas of focus, as well as other areas for improvement as appropriate. In FY 2019 and 2020, HHS will continue to use FEVS data to monitor the impact of its efforts to support enterprise improvement.
Decrease the cycle time to hire new employees (Lead Agency - ASA; Measure ID - 2.8)
| FY 2013 | FY 2014 | FY 2015 | FY 2016 | FY 2017 | FY 2018 | FY 2019 | FY 2020 | |
|---|---|---|---|---|---|---|---|---|
| Target | N/A | N/A | N/A | N/A | N/A | 80 days | 80 days | 80 days |
| Result | N/A | N/A | N/A | 108 days | 101 days | 94 days | 12/31/19 | 12/31/20 |
| Status | N/A | N/A | N/A | Historic Actual | Historic Actual | Target Not Met but Improved | Pending | Pending |
HHS has engaged its Human Resources Center Subject Matter Experts as well as our program area customers to try to identify ways to streamline the hiring process via the HHS ReImagine Maximize Talent initiative. The Department determined that it can reduce some duplicative effort through standardization and sharing of efforts across staffing organizations. ReImagine projects are building the capacity to share certificates, build and share standard recruitment packages, and eventually share recruitments. These enhanced business practices are still emerging and so their impact will not be fully felt until next year. In FY 2019 and FY 2020, ASA will continue using this process to identify and implement ways to streamline the time-to-hire cycle. More about the ReImagine Maximize Talent initiative can be found in the Major Management Priorities section of this report (page 58).
51 This measure reports employee engagement index results collected through the FEVS.