C.3.3.1 - HR strategy
HR Strategy develops effective human capital management strategies to ensure federal organizations are able to recruit, select, develop, train, and manage a high-quality, productive workforce in accordance with merit system principles.
This sub-function includes: conducting both internal and external environmental scans; developing human resources and human capital strategies and plans; establishing human resources policy and practices; managing current and future workforce competencies; developing workforce plans; developing succession plans; managing the human resources budget; providing human resources and human capital consultative support; and measuring and improving human resources performance. The recommended provisional security categorization for HR strategy information is as follows:
Security category
Confidentiality Low
The confidentiality impact level is the effect of unauthorized disclosure of HR strategy information on the ability of responsible agencies to develop effective human capital management strategies to ensure federal organizations are able to recruit, select, develop, train, and manage a high-quality, productive workforce in accordance with merit system principles, and will have only a limited adverse effect on agency operations, assets, or individuals. The consequences of unauthorized disclosure of the majority of HR strategy information will result in a limited adverse effect on agency operations, agency assets, or individuals. Special Factors Affecting Confidentiality Impact Determination: Where more sensitive information is involved, it will probably be personal information subject to the Privacy Act of 1974, the Health Insurance Portability and Accountability Act of 1996, or other laws and executive orders affecting the dissemination of information regarding individuals. In such cases, the consequences of unauthorized disclosure of HR strategy information could be serious. In such cases, the confidentiality impact level might be moderate. In a few cases (e.g., where some employees are potential targets for retaliation by criminal elements or targets of foreign intelligence organizations), unauthorized disclosure of some HR strategy information (e.g., succession plans, names, addresses, title, organization, dependents' information) can have life-threatening consequences and has a high confidentiality impact level. 74 Recommended Confidentiality Impact Level: The provisional confidentiality impact level recommended for disclosure of HR strategy information is low.
Integrity Low
The integrity impact level is based on the specific mission and the data supporting that mission, not on the time required to detect the modification or destruction of information. The consequences of unauthorized modification or destruction of HR strategy information depends mostly on the criticality of the information with respect to agency mission, protection of agency assets, and safety of individuals. Although there can be serious short-term effects for individuals, the effects of modifications or deletion of this information are generally limited with respect to agency mission capabilities or assets. Recommended Integrity Impact Level: The provisional integrity impact level recommended for HR strategy information is low.
Availability Low
The availability impact level is based on the specific mission and the data supporting that mission, not on the time required to re-establish access to HR strategy information. HR strategy processes are generally tolerant of delay. Typically, disruption of access HR strategy information can be expected to have only a limited adverse effect on agency operations, agency assets, or individuals. Recommended Availability Impact Level: The provisional availability impact level recommended for HR strategy information is low.