Human Capital Management Report
The Architect of the Capitol Human Resources Act, 2 U.S.C. §1831 (HR Act) requires the Architect of the Capitol (AOC) to evaluate its personnel management system for compliance with the requirements of the HR Act and all other relevant laws, rules and regulations. The AOC provides the results of this evaluation to the Speaker of the House of Representatives, the House Office Building Commission, the Senate Committee on Rules and Administration and the Joint Committee on the Library on an annual basis. The elements of the AOC’s personnel management system include:
Fair employment system Equal employment opportunity/affirmative action programs Classification of positions Employee training and development Performance appraisal system
Fair and equitable system to address misconduct and performance
Employee assistance program Absence and leave
Fair Employment System
The HR Act requires the AOC to have a human resources system that ensures the agency appoints, promotes and assigns employees and applicants for employment based on merit and fitness after the fair and equitable consideration of all applicants and employees through open competition. The agency promotes fairness in hiring and promotion actions through policies and procedures that ensure equal employment opportunity to achieve a diverse workforce, with selection and advancement being determined based on operational requirements and candidates’ knowledge, skills and abilities. The AOC’s Career Staffing Plan policy, AOC Order 335-1, provides uniformity in conducting and documenting the recruitment and hiring process. This policy supports the AOC’s mission and functions consistent with best practices in the federal government and the private sector.
Program Highlights:
Hiring 101 Training. To support its commitment to fairness in hiring and promotions, the AOC mandates that all supervisors attend training on the agency’s hiring and promotions process. The training focuses on the hiring officials’ responsibilities in ensuring fair employment and promotion practices. This training is offered biennially to all AOC supervisors.
CareerPath Training. The AOC promotes the career development of its employees through the CareerPath training program. The program provides instruction on how to navigate the AOC hiring process, write effective resumes and prepare for interviews. The training provides transparency about the hiring and selection process and assists employees in competing for positions under the AOC merit system. This three-part training program is offered twice a year to interested employees.
Integrated Talent Management. Throughout FY 2019, the AOC worked with its jurisdictions to identify workforce requirements and to develop comprehensive talent management plans. These efforts identified priorities for short- and long-term workforce needs, training requirements and succession planning strategies to mitigate the loss of institutional knowledge and expertise due to employee separations and retirements.
Strategic Talent Acquisition. To attract and retain talent, the AOC participated in recruitment events targeting skilled trades, veterans, university and community college populations and professional associations this fiscal year. This included a visit to initiate a relationship with the American College of Building Arts in Charleston, South Carolina to source talent for hard-to-fill jobs such as masons and decorative plasterers. The AOC continues to build its employer brand through building relationships with other organizations and through increasing its presence on social media to identify prospective employees.
Section II: Performance Information provides additional information on the AOC’s hiring and career advancement programs.
Equal Employment Opportunity/Affirmative Action Programs
The HR Act requires the AOC to have an equal employment opportunity program that includes an affirmative employment program for employees and applicants. The HR Act also requires that the AOC have procedures for monitoring progress in ensuring a diverse workforce. The AOC’s Diversity, Inclusion and Dispute Resolution (DI/DR) office carries out the agency’s Equal Employment Opportunity Program, outlined in Policy Memorandum 24-3, Workforce Diversity, Inclusion and Equal Employment Opportunity. The AOC hires and advances individuals based on merit without regard to race, color, sex, religion, age, national origin, sexual orientation, gender identity, genetic information or disability. The DI/DR office monitors employment data to promote affirmative employment, assists employees in addressing and resolving concerns and
154 Section IV • Other Information ARCHITECT OF THE CAPITOL
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