Standards for public agencies

2020 Edition

Human Resources Management (PA-HR) 1: Human Resources Planning

The agency assesses as part of annual planning the composition of its workforce compared with current and future workforce needs and develops an assessment-based workforce development plan to meet current and future workforce needs that:
  1. is aligned with its strategic plan;
  2. establishes recommendations  for recruitment, employment, advancement, training, and leadership development; and
  3. identifies associated costs and relevant stakeholders.
2020 Edition




The agency's human resources practices attract and retain a competent and qualified workforce that is capable of supporting the agency's mission and strategic goals.
Examples: Workforce composition assessments can take into account things such as: 
  1. number of employees;
  2. upcoming retirement eligibility;
  3. personnel qualifications;
  4. personnel competencies; and
  5. demographics of personnel compared to the service population.
Note: Please see the Workforce Assessment and Planning Tip Sheet for additional guidance on this standard.
Full Implementation, Outstanding Performance
A rating of (1) indicates that the agency's practices fully meet the standard and reflect a high level of capacity.  
  • All elements or requirements outlined in the standard are evident in practice, with rare or no exceptions: exceptions do not impact service quality or agency performance. 
Substantial Implementation, Good Performance
A rating of (2) indicates that an agency's infrastructure and practices are basically sound but there is room for improvement.
  • The majority of the standards requirements have been met and the basic framework required by the standard has been implemented. 
  • Minor inconsistencies and not yet fully developed practices are noted; however, these do not significantly impact service quality or agency performance.

Partial Implementation, Concerning Performance
A rating of (3) indicates that the agency's observed infrastructure and/or practices require significant improvement.  

  • The agency has not implemented the basic framework of the standard but instead has in place only part of this framework.  
  • Omissions or exceptions to the practices outlined in the standard occur regularly, or practices are implemented in a cursory or haphazard manner.  
  • Service quality or agency functioning may be compromised.  
  • Capacity is at a basic level.
Unsatisfactory Implementation or Performance
A rating of (4) indicates that implementation of the standard is minimal or there is no evidence of implementation at all.  
  • The agency’s observed administration and management infrastructure and practices are weak or non-existent; or show signs of neglect, stagnation, or deterioration.
Self-Study EvidenceOn-Site EvidenceOn-Site Activities
County/Municipality Administered Agency, State Administered Agency (Central Office), or other Public Entity
  • Annual assessment of workforce needs 
  • Workforce development plan and/or see relevant portion of strategic planning documents related to workforce development goals in PA-AM 3
  • Community Demographic Profile
State Administered Agency (Regional Office)
  • Regional annual assessment of workforce needs 
  • Regional workforce development plan 
  • Community Demographic Profile
All Agencies
  • Documentation of actions taken to address workforce needs
County/Municipality Administered Agency, State Administered Agency (Central Office), or other Public Entity
  • Interviews may include:
    1. Agency leadership
    2. HR Director
    3. Supervisory personnel
State Administered Agency (Regional Office)
  • Interviews may include:
    1. Regional Director
    2. Regional HR personnel
    3. Supervisory personnel