Skip Navigation Skip to Sitemap

MHS Stakeholders

human capital lifecycle graphic with no highlights link to planning section link to recruiting link to educating and developing link to retaining link to transitioning link to partnerships link to information managementThe Military Health System (MHS) Human Capital Office (HCO) has a strategic plan designed to help meet the numerous challenges we face together with our partner organizations:

  • A demanding war requiring increased numbers of medical and behavior health specialists
  • Staffing of positions that are difficult to recruit and retain
  • A growing and changing beneficiary population
  • An increased need to support joint missions

To accomplish our mission, we have three goals and accompanying objectives:

Goal 1:  Strengthen partnerships with internal and external organizations.

1.1:  Champion partnerships and promote collaborative information exchange with stakeholders
1.2:  Promote the development of collaborative ventures including VA, JTF CapMed, PHS and METC

Goal 2:  Facilitate initiatives to support the Human Capital Lifecycle for the Total Medical Force.  The Human Capital Lifecycle spans the phases of an employer/employee relationship and includes planning, recruiting, educating, developing, retaining and transitioning.

2.1:  Create human capital solutions to address changes in mission requirements, healthcare delivery trends, and emerging healthcare needs
2.2:  Perform a scan to understand the environment and make recommendations related to issue that impact MHS to further improve human capital initiatives
2.3:  Share human capital best practices among stakeholder groups to increase effectiveness
2.4:  Pursue authorities/initiatives to benefit Service recruiting strategies
2.5:  Identify, design and recommend joint education and training programs to leverage common capabilities and efficiencies across the Services
2.6:  Promote leadership programs to enhance career development and succession planning for the Federal civilian workforce
2.7:  Support leadership recognition programs for the Federal civilian and military workforce
2.8:  Pursue authorities/initiatives to benefit Service retention strategies
2.9:  Define the need and champion the development of career paths across the Total Medical Force

Goal 3:  Promote an enterprise-wide view of MHS human capital that provides the ability to respond to inquiries through use of a unified information management capability.

3.1:  Assist IM/IT working group and provide input into future systems and tools which impact MHS human capital
3.2:  Develop internal controls for prioritizing change requests

Please find more information on our website about current initiatives and former accomplishments related to the Human Capital Lifecycle and goals above.  I hope you see links and information that improve your work and expand your opportunities.   Please check back often for updates.