Office of Personnel Management (31 - 40 of 639 items)
Human Capital: Strategies to Help Agencies Meet Their Missions in an Era of Highly Constrained Resources
GAO-14-168: Published: May 7, 2014. Publicly Released: Jun 6, 2014.
GAO convened a forum of chief human capital officers (CHCO) who described a number of difficulties their agencies face in maintaining the capacity to meet their missions during lean fiscal times. GAO's analysis identified three broad recurring human capital challenges and strategies to address them. While these challenges were not new nor exclusively a result of constrained budgets, reduced resour...
Office of Personnel Management: Agency Needs to Improve Outcome Measures to Demonstrate the Value of Its Innovation Lab
GAO-14-306: Published: Mar 31, 2014. Publicly Released: Apr 30, 2014.
In March 2012, the Office of Personnel Management (OPM) opened its innovation lab, a distinct physical space with a set of policies for engaging people and using technology in problem solving. The goals of OPM's innovation lab are to provide federal workers with 21st century skills in design-led innovation, such as intelligent risk-taking to develop new services, products, and processes. OPM's lab...
Human Capital: Agencies Should More Fully Evaluate the Costs and Benefits of Executive Training
GAO-14-132: Published: Jan 31, 2014. Publicly Released: Mar 4, 2014.
Chief Human Capital Officers (CHCO) from 26 agencies reported that, from fiscal years 2008 through 2012, they spent almost $57 million (in constant 2012 dollars) on executive training provided by external providers. CHCOs reported using the Office of Personnel Management (OPM) Federal Executive Institute and the Harvard Kennedy School of Government most often. Agencies are required to maintain rec...
Oil and Gas Management: Continued Attention to Interior's Human Capital Challenges Is Needed
GAO-14-394T: Published: Feb 27, 2014. Publicly Released: Feb 27, 2014.
The Department of the Interior continues to face challenges hiring and retaining staff with key skills needed to manage and oversee oil and gas operations on federal leases. Interior officials noted two major factors that contribute to challenges in hiring and retaining staff: lower salaries and a slow hiring process. In response to GAO's survey, officials from a majority of the offices in the thr...
Oil and Gas: Interior Has Begun to Address Hiring and Retention Challenges but Needs to Do More
GAO-14-205: Published: Jan 31, 2014. Publicly Released: Feb 19, 2014.
The Department of the Interior (Interior) continues to face challenges hiring and retaining staff with key skills needed to manage and oversee oil and gas operations on federal leases. Interior officials noted two major factors that contribute to challenges in hiring and retaining staff: lower salaries and a slow hiring process compared with similar positions in industry. In response to GAO's surv...
Personnel Security Clearances: Actions Needed to Ensure Quality of Background Investigations and Resulting Decisions
GAO-14-138T: Published: Feb 11, 2014. Publicly Released: Feb 11, 2014.
Several agencies have key roles and responsibilities in the multi-phased personnel security clearance process, including the Director of National Intelligence (DNI) who, as the Security Executive Agent, is responsible for developing policies and procedures related to security clearance investigations and adjudications, among other things. The Deputy Director for Management at the Office of Managem...
Federal Workforce: Recent Trends in Federal Civilian Employment and Compensation
GAO-14-215: Published: Jan 29, 2014. Publicly Released: Jan 29, 2014.
From 2004 to 2012, the federal non-postal civilian workforce grew by 258,882 employees, from 1.88 million to 2.13 million (14 percent). Permanent career employees accounted for most of the growth, increasing by 256,718 employees, from 1.7 million in 2004 to 1.96 million in 2012 (15 percent). Three agencies--the Departments of Defense (DOD), Homeland Security (DHS), and Veterans Affairs (VA)--accou...
Telecommunications: GSA Needs to Share and Prioritize Lessons Learned to Avoid Future Transition Delays
GAO-14-63: Published: Dec 5, 2013. Publicly Released: Jan 6, 2014.
Complex acquisition processes and weaknesses in project planning contributed to the delays experienced on the Networx transition, resulting in cost increases and missed savings. In particular, the complexity of the acquisition process was related to duplicative contract vehicles, the large number of service options, and changes related to the process for ensuring fair competition among service pro...
Federal Employees Health Benefits Program: Oversight of Carriers' Fraud and Abuse Programs
GAO-14-39: Published: Nov 14, 2013. Publicly Released: Dec 16, 2013.
The Office of Personnel Management (OPM) Healthcare & Insurance--Federal Employee Insurance Operations office, which we refer to as OPM's contracting office, monitors Federal Employees Health Benefits Program (FEHBP) carriers' compliance with requirements and other guidance for preventing, detecting, and eliminating fraud and abuse. These requirements include establishing a program to assess vulne...
Personnel Security Clearances: Actions Needed to Help Ensure Correct Designations of National Security Positions
GAO-14-139T: Published: Nov 20, 2013. Publicly Released: Nov 20, 2013.
In July 2012, GAO reported that the Director of National Intelligence (DNI), as Security Executive Agent, had not provided executive branch agencies clearly defined policy and procedures to consistently determine if a position requires a personnel security clearance. Absent this guidance, agencies are using an Office of Personnel Management (OPM) position designation tool to determine the sensitiv...