Human Capital Management Plan Fiscal Years 2003- 2010
Western, like many other Federal agencies, will face significant and challenging human capital issues in the next decade. The Federal workforce is aging; baby boomers, with their valuable skills and experience, are drawing nearer to retirement and new employees joining the Federal workforce today have different career expectations from the generation that preceded them. The average age of Western’s workforce is approaching 48. Almost a third of the workforce is between 50 and 54 years and most will be eligible to retire in five years. Western has almost twice as many employees who are 55 and older as it has who are 35 and younger. As the workforce ages, the proportion of younger workers is shrinking. The U.S. Census Bureau says you can expect these developments for the next 20 years. The 45 to 65 year-old work group will grow by 54 percent but the 18 to 44 population will rise by only 4 percent. According to the Bureau of Labor Statistics workers age 25 to 44 will decline by 3 million, dropping from 51 percent of the labor force in 1998 to 44 percent in 2008. Western employees who will retire include highly skilled workers in fields such as information technology, engineering, and craft occupations. Deregulation of the electric utility industry and the establishment of regional transmission organizations and independent system operators are also demanding new and different skill mixes than those currently available in Western. Changes in workforce demographic, in the education and skills that will be required in the future, and an increasingly competitive job market, will require flexible and responsive human capital tools to attract and retain talented employees. These trends were the reason for a comprehensive review of Western’s human capital programs to determine its readiness for the future. In July 2001, a team of managers conducted a comprehensive assessment of Western’s human capital needs. The team used the assessment to draft a framework that addresses the most critical human capital challenges in Western. Comments on the draft plan were then solicited from Western’s EEO committees and managers and supervisors. The framework outlines seven initiatives for implementation: 1) Develop a human capital plan linked to Western’s strategic goals. 2) Develop and implement a Westernwide workforce planning program. 3) Establish a succession planning program. 4) Create and foster a workplace environment that will attract and retain talented employees. 5) Establish a Western-wide recruitment program. 6) Develop a training program on human capital management for managers and supervisors. 7) Develop pay options for improving the link between pay and performance. Our goal in developing this plan is to help Western achieve its mission to be a premier power marketing and transmission organization. This plan serves as a first step in addressing Western’s human capital issues in the next decade.
- Research Organization:
- Western Area Power Administration
- Sponsoring Organization:
- USDOE Western Area Power Administration
- OSTI ID:
- 1133067
- Report Number(s):
- WAPA-HumCapPlan
- Country of Publication:
- United States
- Language:
- English
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