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Department of Justice, Executive (11 - 20 of 27 items)
Senior Executive Service: Enhanced Agency Efforts Needed to Improve Diversity as the Senior Corps Turns Over
GAO-03-34: Published: Jan 17, 2003. Publicly Released: Feb 26, 2003.
The federal government faces large losses in its Senior Executive Service (SES), primarily through retirement but also because of other normal attrition. This presents the governmental with substantial challenges to assuring an able management cadre and also provides opportunities to affect the composition of the SES. GAO estimated the number of SES members who would actually leave service through...
Federal Employees' Health Benefits: Effects of Using Pharmacy Benefit Managers on Health Plans, Enrollees, and Pharmacies
GAO-03-196: Published: Jan 10, 2003. Publicly Released: Jan 10, 2003.
Rising prescription drug costs have contributed to rising employer health plans premiums in recent years. Most federal employees, retirees, and their dependents participating in the Federal Employees Health Benefits Program (FEHBP), administered by the Office of Personnel Management (OPM), are enrolled in plans that contract with pharmacy benefit managers (PBM) to administer their prescription dru...
Major Management Challenges and Program Risks: Office of Personnel Management
GAO-03-115: Published: Jan 1, 2003. Publicly Released: Jan 1, 2003.
This is GAO's first performance and accountability series report on the Office of Personnel Management (OPM), the federal government's human capital agency. OPM faces challenges in four key areas: leadership, oversight, internal management, and administration of the federal retirement and health insurance programs. The data presented in this report are intended to help sustain congressional attent...
Federal Employee Retirements: Expected Increase Over the Next 5 Years Illustrates Need for Workforce Planning
GAO-01-509: Published: Apr 27, 2001. Publicly Released: May 4, 2001.
If the federal government is to effectively manage the tasks and programs assigned to it through legislation, it must have a sufficient and qualified workforce. One important element that agencies must consider in their workforce planning is the number and kinds of employees who will retire during the next five years. GAO projects that the number of employees retiring will be roughly equivalent to...
Managing for Results: Human Capital Management Discussions in Fiscal Year 2001 Performance Plans
GAO-01-236: Published: Apr 24, 2001. Publicly Released: Apr 24, 2001.
The Government Performance and Results Act calls for agencies to address human capital in the context of performance-based management. The act requires that annual performance plans describe how agencies will use their human capital to accomplish their goals and objectives. Designing, implementing, and maintaining a strategic human capital management focus are critical to maximizing performance a...
Senior Executive Service: Diversity Increased in the Past Decade
GAO-01-377: Published: Mar 16, 2001. Publicly Released: Apr 16, 2001.
This report analyzes the gender and racial/ethnic diversity in the career Senior Executive Service (SES) governmentwide. GAO examines (1) whether the composition of the career SES changed during the 10-year period ending in fiscal year 1999 to include more minorities and women, (2) what proportion of women and minorities were appointed to the career SES annually during this 10-year period and whet...
Personnel Practices: Career Appointments of Former Political and Congressional Employees
GGD-97-165: Published: Sep 2, 1997. Publicly Released: Sep 15, 1997.
Pursuant to a congressional request, GAO provided information on the appointments of 36 former political appointees and legislative branch employees to positions in the executive branch between January 1996 and March 1997, focusing on whether: (1) appropriate authorities were used and proper procedures were followed in appointing former political appointees and legislative branch employees; and (2...
Personnel Practices: Career Appointments of Legislative, White House, and Political Appointees
GGD-96-2: Published: Oct 10, 1995. Publicly Released: Oct 19, 1995.
Pursuant to a congressional request, GAO examined the number and patterns of career appointments to the civil service made between October 1984 and June 1994.GAO found that: (1) between October 1984 and June 1994, 1,090 former political and congressional employees received career appointments, including 552 noncompetitive appointments under the Ramspeck Act, 502 competitive appointments, and 36 Wh...
The Public Service: Issues Confronting the Federal Civilian Workforce
GGD-93-53: Published: Mar 16, 1993. Publicly Released: Mar 16, 1993.
Pursuant to a legislative requirement, GAO provided information on the Office of Personnel Management's (OPM) efforts to improve federal human resource management and the status of key open recommendations made to Congress, OPM, and other agencies.GAO found that: (1) during 1992, the Office of Government Ethics strengthened federal employees' financial disclosure and standards of conduct regulatio...
Employee Drug Testing: A Single Agency Is Needed To Manage Federal Employee Drug Testing
T-GGD-91-6: Published: Feb 19, 1991. Publicly Released: Feb 19, 1991.
GAO discussed how 18 federal agencies implemented their drug testing programs and whether centralized management could improve the administration of such programs. GAO noted that: (1) federal employees were not always being treated equitably because each agency had different implementation guidelines; (2) agencies had significantly different drug testing costs due to wide variations in the amounts...