The performance goals listed for the DOT workforce development objective under Organizational Excellence are a great start. I would like to see goals added to support the rest of the facets of the objective; I fear that efforts will focus on the goals listed and the other parts of the objective will receive less attention.
Document competencies required for projected workforce needs and institute learning and development programs that develop those competencies;
Institute and support formal mentoring programs, including reverse mentoring to disseminate skills brought by new, younger workers to the rest of the workforce;
Validate and advertise employee competencies, including competencies developed informally, to connect offices and programs that have needs to people who can offer or develop solutions;
Develop and refine knowledge management programs to document and disseminate information on agency business processes, lessons learned in project implementation, and insights or practices of key and seasoned staff members, and facilitate communities of practice to support knowledge sharing;
Formally grant employees time to participate in process improvement teams, communities of practice, and to contribute and refine contributions to IdeaHub and other forums for process and worklife improvement;
Add support for innovation, learning, staff development and knowledge sharing to supervisors' performance elements.