A Model and Process for the Certified Assessment of HR Systems

The National Academy of Public Administration (the Academy) recently unveiled an innovative model for improving human resources systems at one of the nation's most prestigious and respected public universities, the University of California (the University). In a presentation at the July 2007 Board of Regents meeting, the Academy and the University of California reported on the success of their partnership in which they designed and tested an assessment and assurance system for the University’s human resources operations.

At that meeting, Client Executive Randolph Scott underscored the University’s need for high quality human resources (HR) policies and programs to support its world class academic and research operations. With support from the Academy, the University is accountable to the Board of Regents for ensuring that HR policy is applied appropriately and consistently throughout the ten campuses, five medical centers and two national laboratories that comprise the University system. To satisfy these needs, University leadership sought validated HR standards to measure and assess performance against standards, identify any remedial actions that may be required, and certify compliance.

No off-the-shelf HR standards or existing assessment models matched the University of California’s requirements. Despite recent advances, “human resources” remains a relatively ill-defined practice, with little overall consensus on a universal set of standards against which HR can be measured. Moreover, while there are programs to certify individual HR professionals on the basis of their credentials or expertise, no program exists to certify HR systems as a whole. As a result, the University turned to the National Academy of Public Administration for assistance.

The Certified Assessment of Human Resources Systems (CAHRS) was developed to ensure that University human resources operations exhibit the same level of excellence that the University enjoys in its primary mission areas of education, medical care and research. Unlike the finance and information technology functions within an organization, there are no nationally recognized standards to which HR systems must adhere. The CAHRS model, with HR Standards that have been validated by the larger HR community, addresses a critical gap. Indeed, HR professionals involved in the design and test of CAHRS are beginning to ask whether it might provide a path off the high-risk list for government-wide strategic human capital.

Click here to download the full report: NAPA - CAHRS.

Visit the National Academy of Public Administration.