* selecting and implementing human capital strategies that are targeted
toward addressing these gaps and issues; and:

* evaluating the success of the human capital strategies.

However, they also reported that federal agencies often implement these
steps differently and focus on a variety of issues based on their
particular circumstances when preparing their strategic workforce
plans. For example, faced with a long lead time to train employees
hired to replace those retiring and an increasing workload, SSA focuses
a large part of its workforce planning effort on estimating and
managing retirements. Unlike SSA, PBGC officials faced a future
workload that could rise or fall sharply. Consequently, PBGC focused
its November 2002 workforce plan on identifying skills to manage the
combined efforts of federal staff and contractors to address a volatile
workload.

Principle 1: Involve Top Management, Employees, and Other Stakeholders
in Developing, Communicating, and Implementing the Strategic Workforce
Plan: