Evaluation of HUD’s Learning and Knowledge Management Programs Through Employee Skills Assessments
Business Process & Strategy

Evaluation of HUD’s Learning and Knowledge Management Programs Through Employee Skills Assessments

U.S. Department of Housing and Urban Development (HUD); Office of the Chief Human Capital Officer (OCHCO); HUD Learning, Enrichment, and Resource Network (HUD LEARN)

Our Challenge

The mission of HUD LEARN is to implement a department-wide learning and development strategy and to create a learning culture. Additionally, HUD LEARN serves as the central point for all training data management, reporting requirements, and training policy issues. As part of its mission, HUD LEARN administers department skills assessments to guide competency-based human capital strategy and activities, such as providing cost-effective, coordinated training and development opportunities that support HUD’s mission.

During 2016 and 2017, DFC was tasked with analyzing the Fiscal Year (FY)16 Skills Assessment study data. Through this analysis, DFC identified current skill levels, skill gaps, and training needs. DFC also provided HUD LEARN with a mechanism to evaluate progress toward closing the skill gaps identified by the previous FY14 Skills Assessment.  Based on DFC’s level of support for HUD LEARN during that time period, HUD LEARN awarded DFC a contract of similar scope for FY18. The period of performance of this new award is August 2018 through August 2019.

Our Strategy

DFC understands the complex process of analyzing and reporting on skills assessment results spanning several occupational series, program areas, and field offices. DFC practitioners are vital in helping HUD:

  • Assess employee skills identified as critical to the success and achievement of the department’s mission;
  • Improve the workforce’s skillset by identifying training and development opportunities targeted at highly important skills with the largest proficiency gaps; and
  • Transform into a data-driven organization and foster a culture of learning and development.

Our Results

DFC assisted HUD to more effectively use HUD’s existing staff skills and in obtaining, developing, and maintaining the capabilities necessary to support HUD’s mission-critical program delivery. DFC’s support yielded the following results in 2017 and will yield similar results in 2019:

  • Identified skill gaps within the HUD workforce;
  • Identified training needs and provided recommendations of future trainings to include in the HUD LEARN curriculum;
  • Compared the results of the FY14, FY16, and FY18 Skills Assessments to assess progress toward gap closure and the success of existing training; and
  • Detected and characterized data trends across the completed skills assessment results.