Personnel management (41 - 50 of 371 items)
Posthearing Questions Related to Succession Planning and Management
GAO-04-270R: Published: Nov 14, 2003. Publicly Released: Nov 14, 2003.
The Chairwoman of the Subcommittee on Civil Service and Agency Organization, House Committee on Government Reform, requested that GAO respond to follow-up questions subsequent to a hearing on "Human Capital Succession Planning."GAO reported that government agencies around the world are using succession planning and management to achieve a more diverse workforce, maintain their leadership capacity...
Senior Executive Service: Enhanced Agency Efforts Needed to Improve Diversity as the Senior Corps Turns Over
GAO-04-123T: Published: Oct 15, 2003. Publicly Released: Oct 15, 2003.
The federal government faces large losses in its Senior Executive Service (SES), primarily through retirement but also because of other normal attrition. This presents the government with substantial challenges to ensuring an able management cadre and also provides opportunities to affect the composition of the SES. In a January 2003 report, GAO-03-34, GAO estimated the number of SES members who w...
Human Capital: Succession Planning and Management Is Critical Driver of Organizational Transformation
GAO-04-127T: Published: Oct 1, 2003. Publicly Released: Oct 1, 2003.
Leading public organizations here and abroad recognize that a more strategic approach to human capital management is essential for change initiatives that are intended to transform their cultures. To that end, organizations are looking for ways to identify and develop the leaders, managers, and workforce necessary to face the array of challenges that will confront government in the 21st century. T...
Human Capital: A Guide for Assessing Strategic Training and Development Efforts in the Federal Government (Exposure Draft) (Superseded by GAO-04-546G)
GAO-03-893G: Published: Jul 1, 2003. Publicly Released: Jul 1, 2003.
This publication has been superseded by GAO-04-546G, Human Capital: A Guide for Assessing Strategic Training and Development Efforts in the Federal Government, March 2004. This guide introduces a framework, consisting of a set of principles and key questions that federal agencies can use to ensure that their training and development investments are targeted strategically and are not wasted on effo...
Employment of OMHAR Staff at HUD Following Their Employment at OMHAR
GAO-03-703R: Published: Jun 30, 2003. Publicly Released: Jun 30, 2003.
To reduce the estimated multibillion-dollar costs to the federal government of renewing rental subsidy contracts while helping preserve available and affordable low-income rental housing, Congress passed the Multifamily Assisted Housing Reform and Affordability Act of 1997 (Act), which established the "mark-to market" program to restructure the contracts. The Act also created the Office of Multifa...
Tax Administration: Workforce Planning Needs Further Development for IRS's Taxpayer Education and Communication Unit
GAO-03-711: Published: May 30, 2003. Publicly Released: Jun 18, 2003.
Strategic workforce planning helps ensure that agencies have the right people with the right skills in the right positions to carry out the agency mission both in the present and future. The Internal Revenue Service's (IRS) Taxpayer Education and Communication (TEC) unit within its Small Business and Self- Employed Division assists some 45 million small business and self-employed taxpayers. Given...
Human Capital: OPM Can Better Assist Agencies in Using Personnel Flexibilities
GAO-03-428: Published: May 9, 2003. Publicly Released: Jun 9, 2003.
Congressional requesters asked GAO to provide information on actions that the Office of Personnel Management (OPM) has taken to facilitate the effective use of human capital flexibilities throughout the federal government and what additional actions OPM might take in this regard. These flexibilities represent the policies and practices that an agency has the authority to implement in managing its...
Human Capital: DOD's Civilian Personnel Strategic Management and the Proposed National Security Personnel System
GAO-03-493T: Published: May 12, 2003. Publicly Released: May 12, 2003.
People are at the heart of an organization's ability to perform its mission. Yet, a key challenge for the Department of Defense (DOD), as for many federal agencies, is to strategically manage its human capital. With about 700,000 civilian employees on its payroll, DOD is the second largest federal employer of civilians in the nation. Although downsized 38 percent between fiscal years 1989 and 2002...
Human Capital: Building on the Current Momentum to Address High-Risk Issues
GAO-03-637T: Published: Apr 8, 2003. Publicly Released: Apr 8, 2003.
Federal employees represent the government's knowledge base, drive its capacity to perform, and define its character, and as such, are its greatest asset. The early years of the 21st century are proving to be a period of profound transition for our world, our country, and our government. In response, the federal government needs to engage in a comprehensive review, reassessment, reprioritization,...
Human Capital: Effective Use of Flexibilities Can Assist Agencies in Managing Their Workforces
GAO-03-2: Published: Dec 6, 2002. Publicly Released: Dec 6, 2002.
An essential element to acquiring, developing, and retaining high-quality federal employees is agencies' effective use of human capital flexibilities. These flexibilities represent the policies and practices that an agency has the authority to implement in managing its workforce. Congressional requesters asked GAO to provide information on agency and union officials' views about the most effective...