According to the report, the FDA also lacks a plan to recruit external executive talent, something that is needed to bring in fresh eyes, and it also lacks a means of giving managers rotational assignments to broaden their experience.
The report calls on the FDA to involve key managers in updating its strategic human capital plan agency-wide and for each FDA center, as well as to hold those managers accountable for meeting the goals and objectives they help establish.
HR managers and others partaking in restructuring the HR system must be included in determining how to assess progress meeting scientific hiring needs, such as by gathering identifying competency gaps, PPS said.
It recommended that the FDA also better define career paths for STEMM employees, as well as to develop succession strategies to ensure a pipeline of mission-critical talent is always available.
