Annual Performance Plan - 2014, Revised Final Performance Plan - 2013 Page 55
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89Strategic Objective 4.1
Strengthen Our Workforce-Recruit, Train,
Develop, And Retain Superior Employees
Ø Recruit and Retain a Highly-Skilled, Multi-Generational, and Multi-Cultural
Workforce, Including Veterans, Individuals with Disabilities, and Bilingual
Employees
Ø Sustain a Positive Work Environment that Values Diversity and Inclusion and
STRATEGIES
Encourages Employee Innovation and Input
Ø Offer High-Value Learning and Leadership Development Opportunities
Ø Refresh Our Training and Technical Support Resources
The landscape of the Federal workplace and workforce continues to change, as do the needs of the
public that we serve. We must be prepared to meet 21st century business demands by having a diverse,
highly-skilled, and agile workplace. Technological advances have changed the way the public conducts
business with us. Technology has not only changed our service delivery methods, but our physical
workplace as well. The advent of portable electronic work is changing our traditional business models.
We continue to face the challenge of maintaining a workforce that provides exceptional customer
service to the American public. In FY 2011 and FY 2012 combined, we lost over 7,600 permanent
employees. We anticipate that this trend will continue. Most of our losses are due to retirements. By
2015, we project that over 30 percent of our current workforce will be eligible to retire; by FY 2020, this
projection will increase to over 40 percent. Although we are beyond the peak of our retirement wave,
we expect employees to continue to retire at a steady rate, even as our workloads continue to remain
high.
We are committed to creating an environment that fosters learning and develops talent. We have
expanded our development programs so that we can seamlessly pass the leadership of our agency to a
well-prepared generation of new leaders. While continuing to provide excellent training opportunities,
we will also leverage technology to develop tools and methodologies that facilitate learning and address
the various learning styles of the four generations of employees currently working in the agency. We
use a blended learning delivery approach that achieves effective training.
We place a high value on diversity and inclusion to foster a workplace that draws from everyone’s
collective talents, respects individual differences, and leverages diversity throughout the agency. We
seek to enable all employees to participate and contribute to their full potential while harnessing the
innovation and creativity inherent to diversity. We will also continue to make special efforts to recruit a
high-performing workforce that includes veterans and persons with disabilities, particularly our own
beneficiaries in the Ticket to Work program.
We will strengthen our workforce through the following principles and activities:
Diversity and Inclusion (D&I):
We have a long-standing record of being among the most diverse
public sector Federal agencies. We continually strive to recruit, promote, and retain a highly-skilled,
diverse workforce that draws from all segments of society. In FY 2012, we developed our D&I Strategic
Plan that aligns with the government-wide D&I Strategic Plan and supports Executive Order 13583,
Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal
Annual Performance Plan for FY 2014 and Revised Final Performance Plan for FY 2013
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