Performance appraisal (1 - 10 of 42 items)
Federal Workforce: Additional Analysis and Sharing of Promising Practices Could Improve Employee Engagement and Performance
GAO-15-585: Published: Jul 14, 2015. Publicly Released: Jul 15, 2015.
From 2006 through 2014, government-wide engagement levels—as measured by the Office of Personnel Management's (OPM) Employee Engagement Index (EEI)—increased to an estimated high of 67 percent in 2011 and then declined to an estimated 63 percent in 2014. This decline is attributable to several large agencies—including the Department of Defense—bringing down the government-wide average. The...
Issues Related to Poor Performers in the Federal Workplace
GAO-05-812R: Published: Jun 29, 2005. Publicly Released: Jun 29, 2005.
Many factors contribute to an organization's success in accomplishing its mission, but none more than the effective management and utilization of its greatest asset--its employees. A high-performing organization relies on a dynamic workforce with the requisite talents, multidisciplinary knowledge, and up-to-date skills to ensure that it is equipped to accomplish its mission and achieve its goals....
Federal Human Resource Management Issue Area Plan--Fiscal Years 1996-98
IAP-95-19: Published: Jul 1, 1995. Publicly Released: Jul 1, 1995.
GAO presented its Federal Human Resource Management issue area plan for fiscal years 1996 to 1998.GAO plans to: (1) identify and assess alternatives for decentralizing and streamlining federal human resources management; (2) analyze alternative strategies for fundamentally reshaping the public service; (3) determine whether to privatize the services and functions that federal employees currently p...
Framework for Implementation: Job Process Reengineering
OIMC-95-8: Published: May 1, 1995. Publicly Released: May 1, 1995.
GAO described its strategy to implement job process reforms and the roles and responsibilities of the project's key personnel. GAO noted that the objectives of the project are to: (1) implement reforms in the job management process that result in a reduction in average production time; (2) quantify the expected staff time and cost savings resulting from the process improvements; and (3) identify a...
GAO Career Level Council: Issues Important to GAO's Career Level Staff
150181: Oct 28, 1993
GAO discussed issues affecting its career level staff, focusing on: (1) the effect of GAO budget reductions on the staff's ability to do their work; (2) staff performance assessments; and (3) organizational matters. GAO noted that: (1) GAO budget reductions have limited the resources available for career level staff to do their work; (2) continued GAO downsizing could lead to reductions in force,...
Federal Personnel: Special Authorities Under the Demonstration Project at Commerce
GGD-92-124BR: Published: Jul 13, 1992. Publicly Released: Jul 13, 1992.
Pursuant to a congressional request, GAO provided information on the National Institute of Standards and Technology's (NIST) personnel management demonstration project, focusing on personnel management authorities available to NIST and the effects of the Federal Employees' Pay Comparability Act (FEPCA) on the project.GAO found that: (1) FEPCA should not significantly affect the demonstration proje...
Nuclear Personnel Reliability Program
NSIAD-92-193R: Published: May 15, 1992. Publicly Released: May 15, 1992.
GAO reviewed the Department of Defense's (DOD) Personnel Reliability Program for ensuring that employees assigned to nuclear-related duties are reliable and trustworthy. GAO found that DOD is revising the program's governing directive to address such issues as: (1) formal training for program monitors for properly obtaining and considering appropriate information on employees; (2) more specific sc...
Mid-Level Employees Council: Summary of 1990 and 1991 Activities
147590: Apr 1, 1992
The GAO Mid-Level Employees Council presented its annual report for fiscal years (FY) 1990 and 1991. The council addressed a number of issues during both years, including: (1) the GAO pay-for-performance system, quality management quality, and labor relations; (2) GAO monitoring actions consisting of changes to the performance system, diversity, age data, a personnel board oversight study, team aw...
Observations on GAO's Experience in Implementing an Independent Personnel System
T-ACG/OPS-90-1: Published: Jul 26, 1990. Publicly Released: Jul 26, 1990.
GAO discussed its personnel system, focusing on: (1) areas where the system has been beneficial; and (2) aspects of its grievance and appeals procedures. GAO noted that: (1) it can move more expeditiously in hiring and recruiting its personnel; (2) it has created a performance-based system that rewards its staff for accomplishments and contributions; (3) it implemented new position classifications...
Due Process: Procedures for Unfavorable Suitability and Security Clearance Actions
NSIAD-90-97FS: Published: Apr 23, 1990. Publicly Released: May 24, 1990.
Pursuant to a congressional request, GAO evaluated six federal agencies' administrative due-process procedures.GAO found that: (1) the Office of Personnel Management (OPM) carried out the civilian personnel suitability and security programs; (2) only one agency had regulations that specifically included administrative due-process procedures for cases where employees were determined unsuitable for...