RGS empowers your staff to get the right things done at the right time in the right way to help realize your mission and generate results.

We identify, develop, design, implement, and evaluate Human Capital Management (HCM) strategies and tools based on best practices that deliver workforce capability and organizational culture.

Our HCM is a strategically focused line of business that improves these areas of your organizational/workforce performance.

Workforce Planning

Designing and reengineering workforce planning models based on business strategies and competency management systems are critical to the deployment and readiness of the workforce needed to carry out your mission and goals. Our methodology seeks to explicitly define the workload demand signal, work funding variances, and workforce supply capabilities. We translate this into meaningful data that can be used to forecast current and future workload demands against existing workforce supply. We also help you establish career roadmaps and planning guides that foster organizational and individual developmental planning, as well as learning processes to identify and align workforce competencies to your future needs.

We translate this into meaningful data that can be used to forecast current and future workload demands against existing workforce supply. We also help you establish career roadmaps and planning guides that foster organizational and individual developmental planning, as well as learning processes to identify and align workforce competencies to your future needs.

Our consultants provide the tools, expertise, and support to improve the capabilities of your workforce by applying the following strategies:

  • Workforce analysis/forecasting

  • Organizational design and position management

  • Succession planning

  • Competency alignment

  • Diversity & Inclusion

Performance Management

RGS’s performance management methodology effects positive change in your organizational culture, systems, and processes by establishing a shared understanding of what you want to achieve and how to get there. Our approach to managing people increases the probability of achieving success by creating a high-performing organization. We begin by helping you design strategic (SMART) goals that are cascaded throughout the organization from employee levels to upper management. These goals are linked to rating systems and the recognition process through the following strategies:

  • Use performance planning to establish clear expectations and set SMART goals for employees to channel their efforts toward achieving organizational objectives

  • Identify performance metrics for establishing successful results and/or outcomes

  • Design feedback strategies that address employee achievement of goals to increase the effectiveness of the organization

  • Consistently apply employees’ ratings based on strategically aligned performance objectives. These determine a summary record rating that accurately reflects employee contributions and areas that require increased managerial focus.

Strategic Alignment

Our Human Capital Management Framework begins by ensuring that all affected policies, strategies, and resources are aligned to execute your organization’s human capital plan. The development of your human capital plan with relevant and appropriate goals is only the first step.

The successful deployment of your strategic plan depends on intricate change management and communication strategies. It must focus on:

  • Translating strategy into execution through measurable goals

  • Developing executable actions and effective communications

  • Identifying key performance measures and metrics

  • Providing meaningful feedback along the stages of the strategic planning process

Finally, the process must be repeatable so that it can be implemented to support decision making across your enterprise. This begins with top-level leadership buy-in to provide official direction for alignment.

Talent Management

RGS offers federal workforces unique perspectives and skills in the design and application of talent management techniques and strategies. Today’s issues include changing demographics, including a longer life expectancy of personnel, increased higher education, greater diversity, increased demand for flexibility in the workplace, and work patterns.

When combined with federal systems, structures, and policies that have been virtually unchanged for many decades, we face challenges in recruiting, developing, and retaining a high-quality workforce.

RGS uses a Talent Management Strategy – People Capability Maturity Model:

  • Acquire Talent

  • Develop Capabilities

  • Engage Employees

  • Retain People – particularly high performers

In order to successfully accomplish these stages, RGS utilizes key HCM strategies and tools, including:

  • Competency assessments/management

  • Leadership development assessments and programs

  • Learning plans/knowledge management tools and strategies

  • Organizational development and instructional system design tools 

Client Successes

RGS Transforms Team Ships’ Workforce

The Challenge

Team Ships (Program Executive Offices Ships and SEA 21), one of the Defense Department’s largest acquisition organizations, provides acquisition and complete lifecycle support for all Navy non-nuclear surface ships. To better meet the sophisticated and complex needs of the fleet, Team Ships focuses on developing a high-performing workforce and culture with more innovative and adaptive capabilities. This requires a human capital (HC) strategy to strengthen workforce capability and institutionalize optimal workforce management practices to sustain long-term business performance. This strategy would provide:

  • A more strategic and deliberate approach to the execution of human capital initiatives

  • A systematic approach to maximizing talent

  • Improved workforce management efficiency and effectiveness through the implementation of human capital best practices

  • Continued ability to mobilize Team Ships to meet emerging organizational needs

The Solution

The Workforce Management Office (WFM) chose to consult with RGS to devise a results-driven strategy that would establish a stronger workforce – one that is more diverse, innovative, adaptive, and mission-focused, and capable of achieving Team Ships’ mission requirements.

RGS is developing and implementing the Team Ships’ Strategic HC Plan that aligns with its strategic business goals, as well as those of NAVSEA. The plan also complies with higher-level authority (DON/DOD and OPM) HC planning requirements.

Phase I – Assess Key Human Capital Management Processes
One of the key objectives was to assess the current state of key HC management processes. To accomplish this, RGS introduced the People Capability Maturity Model (People CMM), a framework of proven industry-based best practices, as part of the gap analysis process. In addition, we interviewed stakeholders and incorporated the findings of recent organization HC assessments and culture surveys. An in-depth gap analysis, using People CMM methodology, included HC processes such as:

  • Staffing (includes recruiting, hiring, staffing and on-boarding)

  • Training and development

  • Performance management

  • Compensation

  • Work environment

  • Communication and coordination

Phase II – Recommend Gap Closure Strategies
Based on the overall findings of the assessments and interviews, we identified common themes that served as the basis for a set of short-term, mid-range, and long-term gap closure strategies and initiatives. The recommended strategies and initiatives are designed to address gaps at People CMM Level 2 and help advance Team Ships to the next level workforce capability (Maturity Level 3). Using a set of robust metrics, each initiative is measured for effectiveness and results achieved. Over time, these strategies and initiatives will transform the culture to the desired adaptive and innovative culture that Team Ships desires.

Phase III – Develop Strategic Human Capital Plan, Implementation Plan, and Communication Plan
The Strategic Human Capital Plan provides a roadmap for the WFM to develop and implement innovative HC initiatives to support Team Ships’ unique needs – while maintaining support to the war fighter. The goals and objectives are intended to:

  • Shape the workforce

  • Develop capability and competency

  • Build workgroups and culture

  • Motivate and manage performance

The implementation plan further details the HC initiatives. It also establishes an action plan that effectively and efficiently integrates the improvements in process and workforce practices. The communication plan is essential to generating awareness, understanding, alignment, and support for the Strategic HC Plan and its resultant strategies and initiatives.

Business Results

From design to implementation, the Strategic Human Capital Plan is one of the first efforts within PEOs to successfully formalize a strategic planning approach for its talent. Our approach ensures that strategic human capital planning:

  • Aligns to the Department of Defense, Department of Navy, and NAVSEA human capital planning requirements

  • Institutionalizes strategic planning processes for human capital

  • Serves as a model for other NAVSEA organizations

We will continue working closely with the WFM to enhance current human capital programs. We will establish new initiatives to bring Team Ships even closer to meeting its human capital goal: To attract, develop, engage, and retain a world-class workforce capable of translating war fighter requirements necessary to support the Team Ships’ mission.