Carlos Arroyo

24 July 2014
PAPA 6324
OPM Guide Analysis
In order for agencies to maintain a diverse and high quality workforce, there are various
factors that should be analyzed in order to determine possible solutions. It is my belief that this
question should be analyzed in two distinct ways. The first analysis should be focused on the
design and the second focus should be on the implementation phase.
I am of the belief that the suggestions listed in the OPM Guide are very well crafted and
designed in order to address building and maintaining a diverse and high quality workforce.
Some of the ideas that should be noted by OPM are:
Expanding the list of job search locations to attract diverse applicants (Office of Personnel
Management, 2001).
Offering presentations at meetings and conferences of professional associations (Office of
Personnel Management, 2001).
Selecting a diverse cadre of recruiters that includes representatives from program areas as well as
staff areas such as human resources and EEO/civil rights/special emphasis. They should have the
ability to deliver the recruiting message effectively. This is an essential step in achieving quality
results in recruiting for diversity (Office of Personnel Management, 2001).
Regularly monitoring the agency workforce profile. Periodic analysis of the resulting data will
help determine progress and successes. In turn, the data may be used to adjust recruiting
strategies and other workforce planning initiatives as needed (Office of Personnel Management,
2001).

 Building accountability for hiring, retaining, and developing a diverse, high-quality workforce
into the performance management systems for managers and supervisors (Office of Personnel
Management, 2001).
Based on some of the discussions in class, I believe that the ideas presented by OPM should be
expanded on in order to ensure that the government is not only able to recruit a diverse
workforce but to retain that workforce as well. While I do believe that these ideas have great
potential in the workforce, there may be an issue when translating these ideas from design to
implementation in an organization.
There are many obstacles that face federal Chief Human Capital Officers (CHCOs) in
todays political climate. One of the main obstacles facing CHCOs is budget cuts. Budget cuts
have impeded the government in numerous ways such as reducing hiring for various positions,
increasing the workload for employees, and suspending training which hinders the workforce
from ensuring their skills are up to date. The second obstacle that CHCOs face would be
difficulty with hiring process. As a result of the inflexible hiring process, for example the
application processing time or processing security clearances, agencies are finding it increasingly
difficult to achieve objectives related to workforce diversity. The final obstacle that CHCOs face
would be the need to strengthen that HR workforce. Strengthening the federal HR workforce will
require a highly skilled workforce with the appropriate resources and direction. One idea that
should be noted is, while managers are responsible for good workforce management, they need a
HR workforce capable of providing support, advice and assistance in order to achieve their
mission.

In order to attempt to resolve the issues illustrated previously, I would recommend that
agencies need to reinvest in training and development for both human resource employees and
management in order to determine a strategic plan on how to best attract a diverse workforce.
There should be a working relationship between HR and the organization where HR leaders and
managers can clarify roles, responsibilities, and expectations for all stakeholders involved. I
would also add that Congress should revamp the federal governments pay and job classification
system. The current merit system is often categorized as antiquated and ineffective which
hinders the governments ability to attract and retain employees effectively and efficiently.

Finally, I would task the Office of Management and Budget (OMB) and Office of
Personnel Management to work jointly to strengthen the HR workforce, improve the HR
systems, structures, and policies to allow agencies more flexibility in their hiring needs.

Bibliography
Office of Personnel Management. (2001, 11). Building and Maintaining a Diverse, High-Quality
Workforce. Retrieved 2014, from http://archive.opm.gov/diversity/guide.htm