Federal agencies (1 - 10 of 119 items) in Custom Date Range
Federal Workforce: Lessons Learned for Engaging Millennials and Other Age Groups
GAO-16-880T: Published: Sep 29, 2016. Publicly Released: Sep 29, 2016.
Employees 39 years of age and younger represented approximately 45 percent of the United States employed civilian labor force and about 30 percent of the civilian federal workforce in fiscal year 2014. This group includes the millennial generation. The percent of millennials within the federal workforce varies by agency and agencies that have high rates of retirement eligibility also tend to have...
Federal Workforce: Opportunities Exist to Improve Data on Selected Groups of Special Government Employees
GAO-16-548: Published: Jul 15, 2016. Publicly Released: Aug 15, 2016.
Federal agencies made limited use of special government employees (SGE) not serving on federal boards. As of December 2014, approximately 3 percent of SGEs (1,138 of 40,424) were working as experts or consultants and not serving on federal boards, according to the Office of Government Ethics (OGE). Over a 10-year period (2005 to 2014), GAO found that agencies used an annual average of approximatel...
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...
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...
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...
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...
Human Capital: OPM Needs to Improve the Design, Management, and Oversight of the Federal Classification System
GAO-14-677: Published: Jul 31, 2014. Publicly Released: Sep 2, 2014.
GAO's analysis of subject matter specialists' comments, related literature, and interviews with Office of Personnel Management (OPM) officials identified a number of important characteristics for a modern, effective classification system, which GAO consolidated into eight key attributes (see table below). GAO's analysis shows that in concept the current General Schedule (GS) classification system'...
Federal Workforce: Human Capital Management Challenges and the Path to Reform
GAO-14-723T: Published: Jul 15, 2014. Publicly Released: Jul 15, 2014.
Serious human capital shortfalls can erode the capacity of federal agencies and threaten their ability to cost-effectively carry out their missions. While progress has been made, continued attention is needed to ensure agencies have the human resources to drive performance and achieve the results the nation demands. Specifically, additional areas needing to be addressed include:Classification GAO'...
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...