GSA Human Capital Evaluation System (HCES)

1.  Purpose

The purpose of this Order is to establish an evaluation system for GSA’s human capital policies, programs, practices and activities that:

     a.  establishes requirements to ensure human capital activities complies with Federal civil service laws, regulations and agency policies and adhere to merit systems principles; 

     b.  ensures effective and efficient accomplishment of human capital goals aligns with GSA’s Strategic Plan and Human Capital Operations Plan (HCOP); 

     c.  provides a path to measure performance and outcomes in each of the four human capital framework systems (strategic planning and alignment, talent management, performance culture, and evaluation); and

     d.  defines roles and responsibilities for key personnel responsible for human capital accountability in support of GSA’s mission accomplishment.

2.  Background

Subpart B of Title 5 Code of Federal Regulations Part 250 (5 CFR 250) requires agencies to establish a human capital evaluation system to ensure that human capital programs and practices  are effective, efficient and uphold  merit system principles. It serves to promote results-driven performance, continuous improvement, and adherence to merit system principles and other personnel laws and regulations aligned with the agency’s mission.

3.  Scope and Applicability

     a.  This policy applies to all GSA organizations and human capital management programs. 

     b.  The Office of Inspector General (OIG) has independent personnel authority. The Inspector General Act of 1978, as amended, 5 U.S.C. App. 3, § 6(a)(7) (Inspector General is authorized to select, appoint, and employ such officers and employees as may be necessary for carrying out the functions, powers, and duties of the Office of the Inspector General); GSA Order, ADM 5450.39D CHGE 1, GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the [OIG];” determinations in the Delegations Manual do not limit that authority). Similarly, the agency recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management.

     c.  This Order applies to the Civilian Board of Contract Appeals (CBCA) only to the extent that the CBCA determines it is consistent with the CBCA’s independent authority under the Contract Disputes Act, and it does not conflict with other CBCA policies or the CBCA mission.

4.  Cancellation

This Order cancels and supersedes HRM 9250.1

5.  Revisions

The following revisions were made to this Order:

     a.  Updated the Purpose section to add clarity and plain language

     b.  Combined Scope and Applicability sections

     c.  Updated the review cycle for the Order from two to annually in Chapter 1

     d.  Updated the Authorities and References in Chapter 2.

     e.  Moved Definitions from Appendix A to Chapter 3

     f.  Updated the Roles and Responsibilities in Chapter 4 to remove redundancy and add clarity and plain language

     g.  Updated the Evaluation System and Assessment Activities in Chapter 5 to remove redundancy and add clarity and plain language.

     h.  Removed Appendix B (GSA Human Capital Evaluation Plan) and Appendix C (Human Capital Communication Plan) from the Order to allow both plans to be easily updated each year.  Both plans will be posted on OHRM’s Accountability page on Insite.