Abstract
The Chief Human Capital Officer (CHCO) Act, enacted as part of the Homeland Security Act of 2002, modifies existing human capital rules and establishes the position of CHCO in cabinet-level agencies. Although a CHCO raises the awareness of federal human capital issues, the CHCO’s actual range of authority, impact, and long-termrole remain untested. This article compares key provisions of the CHCO Act to provisions creating similar agency strategic management positions and questions whether the CHCO achieves the same status. Issues discussed includewhether elevating the role of strategic human capitalmanagement is best achieved through a politically appointed CHCO or a career senior executive; integration issues influencing the CHCO’s ability to effect workforce change within an agency; and institutionalization issues, in light of a concurrently established CHCO council and the Office of Personnel Management’s centralized role in defining, issuing, and administering government-wide workforce regulations.
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