Office of Personnel Management (121 - 130 of 638 items)
Office of Personnel Management: Key Lessons Learned to Date for Strengthening Capacity to Lead and Implement Human Capital Reforms
GAO-07-90: Published: Jan 19, 2007. Publicly Released: Jan 19, 2007.
As the agency responsible for the federal government's human capital initiatives, the Office of Personnel Management (OPM) must have the capacity to successfully guide human capital transformations necessary to meet the governance challenges of the 21st century. Given this key role, GAO was asked to assess OPM's capacity to lead further reforms. In June 2006, GAO testified on several management ch...
Long-Term Care Insurance: Federal Program Has a Unique Profit Structure and Faced a Significant Marketing Challenge
GAO-07-202: Published: Dec 29, 2006. Publicly Released: Dec 29, 2006.
Spending on long-term care services--about $193 billion in 2004--is expected to rise. In 2000, Congress passed the Long-Term Care Security Act, requiring the federal government to offer long-term care insurance. To do so, the Office of Personnel Management (OPM) contracted with Long Term Care Partners LLC (Partners) to create the Federal Long Term Care Insurance Program. This is the second of two...
Information Technology: Status and Challenges of Employee Exchange Program
GAO-07-216: Published: Dec 15, 2006. Publicly Released: Dec 15, 2006.
Recognizing the importance of human capital to information technology (IT) and the need to improve the skills of federal IT workers, Congress created the Information Technology Exchange Program (ITEP) as part of the E-Government Act of 2002. ITEP aims to improve federal IT skills through exchanges of staff between the government and the private sector. The Office of Personnel Management (OPM) was...
DOD Personnel Clearances: Additional OMB Actions Are Needed to Improve the Security Clearance Process
GAO-06-1070: Published: Sep 28, 2006. Publicly Released: Oct 30, 2006.
The damage that unauthorized disclosure of classified information can cause to national security necessitates the prompt and careful consideration of who is granted a security clearance. However, long-standing delays and other problems with DOD's clearance program led GAO to designate it a high-risk area in January 2005. DOD transferred its investigations functions to the Office of Personnel Manag...
Human Capital: Aligning Senior Executives' Performance with Organizational Results Is an Important Step Toward Governmentwide Transformation
GAO-06-1125T: Published: Sep 26, 2006. Publicly Released: Sep 26, 2006.
The government's senior executives need to lead the way in transforming their agencies' cultures. Credible performance management systems--those that align individual, team, and unit performance with organizational results--can help manage and direct this process. In past work, GAO found that the performance management systems for senior executives fell short in this regard. In November 2003, reco...
The Federal Workforce: Additional Insights Could Enhance Agency Efforts Related to Hispanic Representation
GAO-06-832: Published: Aug 17, 2006. Publicly Released: Sep 20, 2006.
Hispanic representation in the federal workforce has historically been lower than in the Civilian Labor Force (CLF). Understanding factors affecting representation is important to developing and maintaining a high-quality and inclusive workforce. In this report, GAO identifies and analyzes factors affecting Hispanic representation in the federal workforce, examines oversight roles of EEOC and OPM,...
Tax Debt: Some Combined Federal Campaign Charities Owe Payroll and Other Federal Taxes
GAO-06-887: Published: Jul 28, 2006. Publicly Released: Jul 28, 2006.
The continued success of the Combined Federal Campaign (CFC), which is administered by the Office of Personnel Management (OPM), is predicated on donor confidence that each donation reaches a legitimate charitable organization. The Ways and Means Committee's review of tax-exempt entities has led to concerns that charities listed in CFC are failing to remit payroll and other taxes to IRS as require...
Human Capital: Trends in Executive and Judicial Pay
GAO-06-708: Published: Jun 22, 2006. Publicly Released: Jul 21, 2006.
Critical to the success of the federal government's transformation are its people--human capital. Yet, the government has not transformed, in many cases, how it classifies, compensates, develops, and motivates its employees to achieve maximum results within available resources and existing authorities. GAO has reported that the federal government as a whole may face challenges in offering competit...
Office of Personnel Management: OPM Is Taking Steps to Strengthen Its Internal Capacity for Leading Human Capital Reform
GAO-06-861T: Published: Jun 27, 2006. Publicly Released: Jun 27, 2006.
General recognition exists of a need to continue to develop a governmentwide framework for human capital reform to enhance performance, ensure accountability and position the nation for the future. Potential governmentwide human capital reform and likely requirements that the Office of Personnel Management (OPM) assist, guide, and ultimately certify agencies' readiness to implement reforms, raise...
Equal Employment Opportunity: Improved Coordination Needed between EEOC and OPM in Leading Federal Workplace EEO
GAO-06-214: Published: Jun 16, 2006. Publicly Released: Jun 16, 2006.
In April 2005 GAO reported on the EEO policy framework in the federal workplace and the roles of EEOC and OPM. This report, in response to a congressional request, provides information on (1) federal agency EEO and human capital managers' views of the EEO framework requirements; (2) their views on the usefulness of guidance and feedback from EEOC and OPM concerning these requirements; and (3) how...