Leadership and Workforce

Leadership and Workforce

Agencies shall:

1. Ensure the workforce related to acquiring, managing, maintaining, and using information resources has the appropriate knowledge and skill for facilitating the achievement of the performance goals established for the portfolio and evaluate the extent to which the executive-level workforce of the agency has appropriate information and technology related knowledge and skills.
2. Ensure the Chief Human Capital Officer (CHCO) and CIO jointly establish an agency-wide critical element (or elements) to be included in all bureau CIOs' performance evaluations. In addition, the CIO shall identify “key bureau CIOs” and provide input to the rating official for at least all “key bureau CIOs” at the time of the initial summary rating and for any required progress reviews. The rating official will consider the input from the CIO when determining the initial summary rating and discuss it with the bureau CIO during progress reviews.
3. Ensure the CIO is involved in the recruitment and approves the selection of any new bureau CIO (includes bureau leadership with CIO duties but not title). The title and responsibilities of current bureau CIOs may be designated or transferred to other agency personnel by the agency head or his or her designee as appropriate, and such decisions may take into consideration recommendations from the agency CIO.

4. Ensure the CIO and CHCO develop a set of competency requirements for IT staff, including information security and IT leadership positions, and develop and maintain a current workforce planning process to ensure the agency can:

   1. Anticipate and respond to changing mission requirements,
   2. Maintain workforce skills in a rapidly developing IT environment, and
   3. Recruit and retain the IT talent needed to accomplish the mission.

5. Ensure the CIO, CHCO, and other hiring managers capitalize on flexible hiring authorities for specialized positions, as established by the Office of Personnel Management.