Federal employees (61 - 70 of 909 items)
Human Capital: Preliminary Observations on the Administration's Draft Proposed "Working for America Act"
GAO-06-142T: Published: Oct 5, 2005. Publicly Released: Oct 5, 2005.
The federal government must have the capacity to plan more strategically, react more expeditiously, and focus on achieving results. Critical to the success of this transformation are the federal government's people--its human capital. We have commended the progress that has been made in addressing human capital challenges in the last few years. Still, significant opportunities exist to improve str...
Human Capital: Designing and Managing Market-Based and More Performance-Oriented Pay Systems
GAO-05-1048T: Published: Sep 27, 2005. Publicly Released: Sep 27, 2005.
The federal government must have the capacity to plan more strategically, react more expeditiously, and focus on achieving results. Critical to the success of this transformation are the federal government's people--its human capital. Yet, in many cases the federal government has not transformed how it classifies, compensates, develops, and motivates its employees to achieve maximum results within...
Human Capital: Selected Agencies Have Opportunities to Enhance Existing Succession Planning and Management Efforts
GAO-05-585: Published: Jun 30, 2005. Publicly Released: Aug 1, 2005.
As the federal government confronts an array of challenges in the 21st century, it must employ strategic human capital management, including succession planning, to help meet those challenges. Leading organizations go beyond a succession planning approach that focuses on replacing individuals and engage in broad, integrated succession planning and management efforts that focus on strengthening cur...
Human Capital: DOD's National Security Personnel System Faces Implementation Challenges
GAO-05-730: Published: Jul 14, 2005. Publicly Released: Jul 14, 2005.
The Department of Defense's (DOD) new personnel system--the National Security Personnel System (NSPS)--will have far-reaching implications not just for DOD, but for civil service reform across the federal government. The National Defense Authorization Act for Fiscal Year 2004 gave DOD significant authorities to redesign the rules, regulations, and processes that govern the way that more than 700,0...
Conversions of Selected Employees from Noncareer to Career Positions at Departments and Certain Agencies
GAO-05-584R: Published: Jun 9, 2005. Publicly Released: Jul 12, 2005.
According to the Office of Personnel Management (OPM), a "conversion" occurs whenever an employee changes from one personnel "status" or "service" to another without a break in federal government service of more than 3 days. There are many kinds of conversions. This report focuses on one type of conversion, i.e., employees converting from noncareer to career positions. Conversions of individuals f...
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....
Questions for the Record Regarding the Department of Defense's National Security Personnel System
GAO-05-770R: Published: May 31, 2005. Publicly Released: May 31, 2005.
GAO appeared before the Senate Committee on Armed Services on April 14, 2005, to discuss the Department of Defense's (DOD) implementation of the National Security Personnel System (NSPS). This letter responds to questions for the record.GAO commented on "flashpoints" raised by the American Federation of Government Employees regarding collective bargaining rights, an internal board to hear labor-ma...
Human Capital: Selected Agencies' Statutory Authorities Could Offer Options in Developing a Framework for Governmentwide Reform
GAO-05-398R: Published: Apr 21, 2005. Publicly Released: May 23, 2005.
As the federal government continues its overall transformation, the centerpiece of this effort is the strategic management of human capital. Federal agencies will need the most effective human capital systems to succeed in their transformations. Congress has recently given agencies such as the National Aeronautics and Space Administration and the Departments of Homeland Security (DHS) and Defense...
Equal Employment Opportunity: The Policy Framework in the Federal Workplace and the Roles of EEOC and OPM
GAO-05-195: Published: Apr 29, 2005. Publicly Released: May 10, 2005.
The federal government has created a framework to provide for EEO by prohibiting unlawful discrimination based on such factors as race, color, religion, gender, national origin, age, and disability, and offers redress when discrimination and retaliation have occurred. To further EEO and help bring about a diverse workforce, federal agencies are required to carry out affirmative employment and mino...
Post-Hearing Questions Related to the Department of Defense's National Security Personnel System
GAO-05-641R: Published: Apr 29, 2005. Publicly Released: Apr 29, 2005.
GAO was asked to respond to congressional requests regarding questions about a previous testimony entitled, "Critical Mission: Ensuring the Success of the National Security Personnel System."GAO found that human capital reform is a critical element in the Department of Defense's (DOD) overall business transformation effort. Appropriate presidential appointees need to take the lead in selected meet...