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Office of Personnel Management, Independent Agencies (11 - 20 of 579 items)
Federal Veterinarians: Efforts Needed to Improve Workforce Planning
GAO-15-495: Published: May 26, 2015. Publicly Released: May 26, 2015.
The U.S. Department of Agriculture (USDA) has taken actions to ensure that component agencies include veterinarians in workforce planning efforts for meeting routine needs, but the Department of Health and Human Services (HHS) has not done so. GAO has identified top leadership involvement as a key principle for workforce planning. For example, USDA provided guidance to its component agencies to as...
Human Capital: Update on Strategic Management Challenges for the 21st Century
GAO-15-619T: Published: May 20, 2015. Publicly Released: May 20, 2015.
Serious human capital shortfalls can erode the capacity of federal agencies and threaten their ability to cost-effectively carry out their missions. GAO's prior work has shown that continued attention is needed to ensure agencies have the human resources to drive performance and achieve the results the nation demands. Key areas where the federal government has taken some actions but additional att...
Federal Workforce: Preliminary Observations on Strengthening Employee Engagement During Challenging Times
GAO-15-529T: Published: Apr 16, 2015. Publicly Released: Apr 16, 2015.
GAO's ongoing work indicates that the recent government-wide decline in engagement, as measured by the Office of Personnel Management's (OPM) Employee Engagement Index (EEI) masks the fact that the majority of federal agencies either sustained or increased employee engagement levels during the same period. Government-wide, engagement has declined 4 percentage points from an estimated 67 percent in...
Federal Workforce: Improved Supervision and Better Use of Probationary Periods Are Needed to Address Substandard Employee Performance
GAO-15-191: Published: Feb 6, 2015. Publicly Released: Mar 9, 2015.
Federal agencies have three avenues to address employees' poor performance:Day-to-day performance management activities (such as providing regular performance feedback to employees) can produce more desirable outcomes for agencies and employees than dismissal options. However, supervisors do not always have effective skills, such as the ability to identify, communicate, and help address employee p...
Results-Oriented Management: OPM Needs to Do More to Ensure Meaningful Distinctions Are Made in SES Ratings and Performance Awards
GAO-15-189: Published: Jan 22, 2015. Publicly Released: Feb 23, 2015.
In 2012, the Office of Personnel Management (OPM) facilitated development of a new Senior Executive Service (SES) performance appraisal system with a more uniform framework to communicate expectations and evaluate the performance of executive branch agency SES members. The new system is expected to promote consistency, clarity, and transferability of performance standards and ratings across agenci...
Federal Workforce: OPM and Agencies Need to Strengthen Efforts to Identify and Close Mission-Critical Skills Gaps
GAO-15-223: Published: Jan 30, 2015. Publicly Released: Jan 30, 2015.
Lessons learned from initial efforts to try to close skills gaps could strengthen future approaches. For example, the Chief Human Capital Officer (CHCO) Council Working Group (Working Group) identified skills gaps in six government-wide occupations, such as cybersecurity and auditors. Although this effort was an important step forward, GAO's work has identified skills gaps in nearly two dozen occu...
Human Capital: OPM Needs to Better Analyze and Manage Dual Compensation Waiver Data
GAO-15-252: Published: Dec 29, 2014. Publicly Released: Jan 5, 2015.
Agencies' use of reemployed annuitants has increased, with the number of on-board retired uniformed and civil service annuitants increasing from over 95,000 in fiscal year 2004 to around 171,000 in fiscal year 2013 (from about 5 percent to 8 percent of the federal workforce). This is inclusive of reemployed annuitants with and without dual compensation waivers. The Department of Defense (DOD) acco...
Federal Retirement Processing: Applying Information Technology Acquisition Best Practices Could Help OPM Overcome a Long History of Unsuccessful Modernization Efforts
GAO-15-277T: Published: Dec 10, 2014. Publicly Released: Dec 10, 2014.
In a series of reviews, GAO found that the Office of Personnel Management's (OPM) efforts over two decades to modernize its processing of federal employee retirement applications were fraught with information technology (IT) management weaknesses. Specifically, in 2005, GAO made recommendations to address weaknesses in project, risk, and organizational change management. In 2008, as OPM was on the...
Labor Relations Activities: Actions Needed to Improve Tracking and Reporting of the Use and Cost of Official Time
GAO-15-9: Published: Oct 23, 2014. Publicly Released: Nov 18, 2014.
The ten agencies GAO reviewed reported using 2.5 million official time hours in fiscal year 2013 compared to about 2 million hours in fiscal year 2006. Although the total number of hours charged increased by 25 percent, 7 of the 10 selected agencies reported lower official time rates in fiscal year 2013 as compared to fiscal year 2006. Three agencies reported increased official time rates over the...
Program Evaluation: Some Agencies Reported that Networking, Hiring, and Involving Program Staff Help Build Capacity
GAO-15-25: Published: Nov 13, 2014. Publicly Released: Nov 13, 2014.
In a governmentwide survey of agency Performance Improvement Officers (PIO), GAO found uneven levels of evaluation expertise, organizational support within and outside the organization, and use across the government. The Government Performance and Results Act of 1993 (GPRA) is a key component of the enabling environment for federal evaluation capacity, having established a solid foundation of agen...