BUPERSINST 12273.1-2001 CIVILIAN HUMAN RESOURCES MANAGEMENT (HRM) ASSESSMENT.pdf

DEPARTMENT OF THE NAVY
BUREAU OF NAVAL PERSONNEL
5720 INTEGRITY DRIVE
MILLINGTON TN 38055-0000
IN REPLY REFERTO
BUPERSINST 12273
PERS-08
19No01
BUPERS INSTRUCTTON 12273
Suoj:CエVエLエ AN HUMAN RESOURCES MANAGEMENT(HRM) ASSESSMENT
Ref
(a)SECNAVINST 12273
S.C.2301,2302
(c)42U.S.C.2000e-16
(d) OPNAVINST 5354 1E
(e) SECNAVINST 5040.3A
(f) Guide No.273-01(Department of Navy Civilian Human
Resources Management, A Self-assessment Guide for
Line Managers of 16 Mar 99)
1. Purpose. To provide policy and quidance to assess civilian
Human Resource Management (HRM) programs. This includes all
personnel functions, including equal employment opportunity
(EEO), within Bureau of Naval Personnel(BUPERS) Claimanc
Assessment will be conducted in conjunction with the Inspector
General(IG)visit, or if needed, other BUPERS visits
Background
a. Reference(a) requlres activities to perform an
assessment of their civilian HRM programs and ensure ongoing
effectiveness and continuous improvement in provided services
References(b)through(f)provide basic framework and
quidelines for HRM programs
b. Assessment of civilian HRM programs and program results
will focus on the following five key areas
(1)Communication. Extent to which HRM information is
made available to managers, supervisors and employees in
serviced organizations
2) Organization Health. Ability and motivation of the
orkforce to perform the organizations mission; environment in
which work is performed; and organization skill mix that has
dequate breadth, depth and diversity for both short-term and
ong-term successes
BUPERSINST 12273 1
9 NOV 01
(3) Equal Employment Opportunity(EEO). Work
environment that is free from discrimination based on race,
color, religion, sex, national origin, age, handicap, and sexual
harassment
(4) Accountability and Responsibility. How the
organization makes public policy, ethical requirements and risk
factors a part of its management responsibllity
(5)Human Resources Management(HRM)Results. Extent to
hich the organization has been successful in achieving HRM
goals and objectives
NOTE: Drug and Alcohol Programs implementation wi11 be
assessed, where applicable, and includes Abuse Prevention
Education, Deglamorization, and Health Promotion Services
Obiective
a. Obiective of civilian HRM assessment is to
(1) improve the delivery of HRM services
2) ensure compliance with applicable merit systems
principles, Federal laws and regulations, including EEO laws
3) target areas identified as needing improvement
b HRM assessment and IG visits are consolidated to avoid
redundancy and duplication of Secretary of the Navy( SECNAV)
inspection process, and eliminate inspections that are not
mission relevant. Aso, consolidated visits e nate
inspections that detract from mission performance or readiness
When required, on-site visits are as brief and minimally
Intrusive as possible
C. Each program wi11 be evaluated with respect to three
roaram elements. These include
( 1) support for mission accomplishment. This area
covers how the HRM program supports mission accomplishment, and
basic HRM program goals. This includes Human Resources Office<