Federal employees (31 - 40 of 86 items)
Human Capital: Agencies Are Using Buyouts and Early Outs with Increasing Frequency to Help Reshape Their Workforces
GAO-06-324: Published: Mar 31, 2006. Publicly Released: Mar 31, 2006.
Under the Chief Human Capital Officers (CHCO) Act of 2002, an agency may request authority from the Office of Personnel Management (OPM) to offer employees voluntary separation incentive payments (buyouts) and voluntary early retirement (early outs) to help reshape its workforce. GAO was asked to identify (1) how many agencies have been granted authority to offer buyouts and early outs and how oft...
International Trade: USTR Would Benefit from Greater Use of Strategic Human Capital Management Principles
GAO-06-167: Published: Dec 6, 2005. Publicly Released: Jan 5, 2006.
The Office of the U.S. Trade Representative (USTR) has a unique role in coordinating trade policy, resolving disagreements, and framing issues for presidential decision through an interagency trade policy process. In recent years, USTR's increased workload from numerous new regional and bilateral free trade agreement negotiations and a new round of multilateral negotiations at the World Trade Orga...
Human Capital: Observations on Final Regulations for DOD's National Security Personnel System
GAO-06-227T: Published: Nov 17, 2005. Publicly Released: Nov 17, 2005.
People are critical to any agency transformation because they define an agency's culture, develop its knowledge base, promote innovation, and are its most important asset. Thus, strategic human capital management at the Department of Defense (DOD) can help it marshal, manage, and maintain the people and skills needed to meet its critical mission. In November 2003, Congress provided DOD with signif...
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...
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....
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...
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...