ing principles, we would constructa set of common policies and practicesthat are so fundamental that<strong>the</strong>y, too, should cover every federalagency, regardless of mission or circumstance—forexample, a commonbut modernized job classificationsystem to ensure generally equal payfor equal work across agencies anda common, market-based compensationregime tied to that classificationstructure to ensure parity with<strong>the</strong> U.S. labor market. A commonsenior executive corps—today <strong>the</strong>reas many as seven—would foster interagencymobility and <strong>the</strong> developmentand deployment of <strong>the</strong> cadreof leaders so critical to enterprisegovernment.The enterprise civil service systemwe propose is not rigid. There istoo much variety—in statutory base,size and scope, mission, constituencyand budget—across <strong>the</strong> federalenterprise to force lockstep uniformity.Instead, it would balance commonalityat <strong>the</strong> core with built-inagency flexibility. Thus, agencieswould be given considerable discretion—moreso than today’s rules allow—totailor elements of <strong>the</strong> commonstructure to meet <strong>the</strong>ir ownunique needs so long as <strong>the</strong>y staytrue to <strong>the</strong> system’s foundational elementsand parameters.For example, we would permitagencies to customize salary ratesfor mission-critical occupations,promotion and career patterns, performancemanagement policies anda host of o<strong>the</strong>r workplace practices.Consistent with today’s demonstrationauthority, we would affordagencies <strong>the</strong> authority to customizeeven components that are intendedto be common across <strong>the</strong> enterprise,subject to collective bargainingwhere required. An agency wouldearn approval to operate a customizedsystem by demonstrating highmission performance, includingemployee engagement and high internalintegrity, as well as by showingthat it has <strong>the</strong> human capital andleadership capacity necessary to operateresponsibly outside <strong>the</strong> lines.This autonomy would have to be periodicallyreexamined and renewed.Such a civil service systemwould improve <strong>the</strong> ability of <strong>the</strong>enterprise to recruit and retain ournation’s best and brightest talent.None<strong>the</strong>less, much would dependon <strong>the</strong> substance of <strong>the</strong> human capitalpolicies. And if <strong>the</strong>re is one lessonwe have learned over <strong>the</strong> decades“The civil service today reflects<strong>the</strong> needs and characteristics of<strong>the</strong> last century’s governmentwork and workforce, not thoserequired for today’s complex,interagency challenges.since <strong>the</strong> last time <strong>the</strong> civil servicesystem was modernized, it is <strong>the</strong> importanceof strategic human capitalplanning.Thus, OPM should devise anenterprise strategic human capitalplan with consultation from enterprisegoal leaders and ratified by <strong>the</strong>PMC. The plan would have two primarypurposes. First, it would lookinto <strong>the</strong> near- and medium-term futureto address critical, cross-cuttinghuman capital challenges affectingmost agencies—for example, recruitingand retaining talent in cybersecurityand science, technology, engineeringand math.The second purpose would be tocontinuously assess <strong>the</strong> enterpriseefficacy of human capital policiesand strategies. This rarely is donetoday.OPM evaluates individual departmentsand agencies, mostly froma compliance standpoint. But it hasnot stepped back to evaluate froma whole-of-government perspectiveregarding how well <strong>the</strong> GeneralSchedule classification systemstacks up against state-of-<strong>the</strong>-artprivate-sector practices, <strong>the</strong> effectsof pay freezes on retention or <strong>the</strong>value of tuition loan repayment onrecruiting talent. Such comparisonslargely have been left to <strong>the</strong> GAO or<strong>the</strong> Merit Systems Protection Board.Both do a credible job, but <strong>the</strong>ir studiesrarely translate into action.This would change under anenterprise strategic human capitalplanning process that regularlyconsiders such issues, assesses <strong>the</strong>irimpact on <strong>the</strong> ability of agencies andenterprise goal leaders to recruitand retain talent, and proposes andputs into effect medium- and longtermsteps to address human capitalneeds. •”22 PARTNERSHIP FOR PUBLIC SERVICE | BOOZ ALLEN HAMILTON
CONCLUSIONOn July 8, 2013, President Obama told his Cabinetto develop an “aggressive management agenda… that delivers a smarter, more innovative andmore accountable government for its citizens.”The president said he wants this agenda to build onhis first-term objectives: <strong>the</strong> delivery of services that citizensexpect in smarter, faster and better ways; identificationof new ways to reduce waste and save taxpayers’money; and an increase in transparency by opening hugeamounts of government data to <strong>the</strong> American people.We wholeheartedly agree with <strong>the</strong>se goals, but believe<strong>the</strong> administration has <strong>the</strong> opportunity to go evenfur<strong>the</strong>r by embracing <strong>the</strong> strategies in this report. Thepresident could accomplish all he has outlined and a greatdeal more by taking a coordinated enterprise-wide approachto managing government missions and internaloperations ra<strong>the</strong>r than relying on <strong>the</strong> narrow programandagency-centric framework now in place.In fact, <strong>the</strong> Obama administration is pursuing manyelements of it already. The Government Performance andResults Modernization Act of 2010 provided a foundationfor moving government in this direction, and <strong>the</strong> administrationhas named goal leaders who are implementing aseries of cross-agency priority goals. OMB and GSA arespearheading an expansion of strategic sourcing, and <strong>the</strong>federal CIO and CIO Council are helping agencies findeconomies and efficiencies through shared services andresources.What remains is to join <strong>the</strong>se disparate efforts into <strong>the</strong>aggressive agenda <strong>the</strong> president seeks and to drive <strong>the</strong>mto full-scale execution. President Obama and his managementteam can accomplish this by making enterprisegovernment <strong>the</strong> focal point of management reform. Thiswill take sustained attention, enthusiastic evangelism,powerful leadership and unity of purpose. Though muchof what we recommend is within <strong>the</strong> power of <strong>the</strong> executivebranch to attain, truly achieving enterprise governmentwill take coordination and consultation with thosemembers of Congress who value and support improvedgovernment performance and some legislative changes.The success of this management agenda depends on<strong>the</strong> care, dedication, talent, expertise and evidence employedin crafting <strong>the</strong> enterprise performance plan thatis at its core. Drafting it must be <strong>the</strong> top priority of <strong>the</strong>President’s Management Council and a key accomplishmentof <strong>the</strong> Cabinet and White House staff. <strong>Enterprise</strong>government cannot endure unless <strong>the</strong> president and <strong>the</strong>management council name a cadre of excellent, capableand intrepid goal leaders. And <strong>the</strong>y cannot overcome <strong>the</strong>stovepipes of current agency structure without a willing,well-prepared, mobile and modernized civil service.These are not small changes. They will not beachieved without collaboration and contention. Yet <strong>the</strong>yare unavoidably necessary lest we fail in effectively performinggovernment’s critical missions. No single agencycan accomplish any one of <strong>the</strong>m alone, especially in thisera of austerity.BUILDING THE ENTERPRISE 23