Workforce Planning

Case Study: Comprehensive Workforce Planning

Lindholm & Associates, Inc. brings to bear world-class human capital and workforce planning experience. Several team members are former managers and executives from the US Office of Personnel Management (OPM) who were directly involved in designing Federal human capital practices, policies, and strategies including the development of the Government wide workforce planning model, still widely used today.

Lindholm & Associates, Inc. has extensive knowledge and experience in Human Capital initiatives. Lindholm & Associates, Inc. have led efforts to create Strategic Human Capital Plans, Workforce Analyses, and Workforce Plans covering multiple agencies of all sizes and missions across government.

Lindholm & Associates, Inc. has conducted human capital and workforce planning efforts at numerous agencies including Department of State

Department of Labor

Department of Transportation

Department of Treasury

Department of State

Department of Health and Human Services

Federal Election Commission

Consumer Financial Protection Bureau

Department of the Interior

EEOC

Department of Homeland Security

and others.

As an example, in February 2010, the Government Accountability Office (GAO) recommended that the Commissioner of the Food and Drug Administration (FDA) take several actions to improve FDA’s strategic planning and management, such as developing a strategic human capital plan and working to make the agency’s performance measures more results-oriented. FDA agreed with the recommendations.

As part of a team with A+ Government Solutions, Lindholm & Associates, Inc. consultants were responsible for developing the FDA Strategic Human Capital and Workforce Plans.

Over a 4 month period, the team reviewed FDA and Center documents, gathered data, and prepare over-arching goals and objectives. Lindholm experts analyzed FDA and Center specific workforce data; conducted interviews and gathered information from key leaders on practical WFP issues; identified gaps between workforce needed and the future to achieve long-term success; and, identified how talent gaps can be strategically eliminated.

The final result was a Strategic Human Capital Plan; Workforce Analysis, and Workforce Plan covering all Centers of the FDA.

In November 2012, the Partnership for Public Service (PPS), with the support of The Pew Charitable Trusts, issued a report entitled, “The State of the FDA Workforce.” In it, PPS noted that “The FDA’s 2010–2012 Strategic Human Capital Plan and the associated 2010 Workforce Analysis and 2011–2012 Workforce Plan are a good starting point. Their main strengths are twofold: They are thoughtful and well written, and should have provided a good ‘overarching guide’ to FDA centers and offices to help in development of their own plans. Specific performance measures are included to gauge progress toward achieving the enumerated goals and objectives and addressing the identified challenges.”

Like the FDA plan, two other human capital and workforce plans (those for FEMA and the Federal Election Commission) developed by a Team Carney member and created for the Congress and OMB were touted by Congressional staffers as “outstanding” and important supplements for the agencies’ budget submissions.

[1] Partnership for Public Service, “The State of the FDA Workforce,” November 2012.