Human capital planning (41 - 50 of 68 items)
Social Security Administration Field Offices: Reduced Workforce Faces Challenges as Baby Boomers Retire
GAO-08-737T: Published: May 8, 2008. Publicly Released: May 8, 2008.
Millions of people rely on the services of Social Security Administration (SSA) field offices. In fiscal year 2007, SSA's approximately 1,300 field offices provided service to about 42 million customers. People use these offices to apply for Social Security cards, apply for retirement and disability benefits, establish direct deposit, and a host of other services. While customers may conduct their...
Human Capital: Corps of Engineers Needs to Update Its Workforce Planning Process to More Effectively Address Its Current and Future Workforce Needs
GAO-08-596: Published: May 7, 2008. Publicly Released: May 7, 2008.
With a workforce of about 35,000, the U.S. Army Corps of Engineers (the Corps) provides engineering services for civil works and military programs in the United States and overseas. Recently, the Corps' focus has shifted to also support contingency operations, such as responding to natural disasters. To meet its mission and emerging priorities, the Corps must have effective human capital planning...
Older Workers: Federal Agencies Face Challenges, but Have Opportunities to Hire and Retain Experienced Employees
GAO-08-630T: Published: Apr 30, 2008. Publicly Released: Apr 30, 2008.
The federal workforce, like the nation's workforce as a whole, is aging. As experienced employees retire, they leave behind critical gaps in leadership and institutional knowledge, increasing the challenges government agencies face in maintaining a skilled workforce. We and others have emphasized the need to hire and retain older workers as one part of a comprehensive strategy to address expected...
Human Capital: Workforce Diversity Governmentwide and at the Small Business Administration
GAO-08-725T: Published: Apr 23, 2008. Publicly Released: Apr 23, 2008.
Hispanics are the fastest-growing segment of the civilian labor force, which is defined as those 16 and older (including federal workers) who are employed or looking for work and are not in the military or institutionalized. In August 2006, GAO reported on factors affecting Hispanic representation in the federal workforce and efforts being taken by the Equal Employment Opportunity Commission (EEOC...
Human Capital: Diversity in the Federal SES and Senior Levels of the U.S. Postal Service and Processes for Selecting New Executives
GAO-08-609T: Published: Apr 3, 2008. Publicly Released: Apr 3, 2008.
A diverse Senior Executive Service (SES), which generally represents the most experienced segment of the federal workforce, can be an organizational strength by bringing a wider variety of perspectives and approaches to policy development and decision making. In January 2003, GAO provided data on the diversity of career SES members as of October 2000 (GAO-03-34). In March 2000, GAO reported simila...
Defense Contracting: Army Case Study Delineates Concerns with Use of Contractors as Contract Specialists
GAO-08-360: Published: Mar 26, 2008. Publicly Released: Mar 26, 2008.
In 2007, the Department of Defense (DOD) paid contractors $158.3 billion for a range of services, including contract specialists. To better understand the use of contractors in this role, GAO initiated a case study, under the authority of the Comptroller General, at the Army Contracting Agency's (ACA) Contracting Center of Excellence (CCE). GAO determined (1) the extent to which and why CCE relies...
U.S. Government Accountability Office: Human Capital Initiatives and Additional Legislative Authorities
GAO-08-573T: Published: Mar 13, 2008. Publicly Released: Mar 13, 2008.
Today's testimony discusses several important topics: (1) provisions of H.R. 3268, the GAO Act, that would bolster our ability to attract and retain a highly skilled and diverse workforce needed to serve the Congress and provide for operational improvements and administrative efficiencies; (2) steps we are taking to establish and maintain a constructive working relationship with the GAO Employees...
The Department of Defense's Civilian Human Capital Strategic Plan Does Not Meet Most Statutory Requirements
GAO-08-439R: Published: Feb 6, 2008. Publicly Released: Feb 6, 2008.
The achievement of the Department of Defense's (DOD) mission is dependent in large part on the skills and expertise of its civilian workforce--which consists of almost 700,000 personnel, who develop policy, provide intelligence, manage finances, and acquire and maintain weapon systems. With more than 50 percent of its civilian personnel becoming eligible to retire in the next few years, DOD may fi...
Office of Personnel Management: Opportunities Exist to Build on Recent Progress in Internal Human Capital Capacity
GAO-08-11: Published: Oct 31, 2007. Publicly Released: Oct 31, 2007.
Given the importance of the Office of Personnel Management's (OPM) role in managing the nation's federal workforce, GAO assessed OPM's internal capacity for human capital management. This report--the third in the series--extends prior work and (1) looks at the extent to which OPM has addressed key internal human capital management issues identified by examining employee responses to the 2004 and 2...
Department of State: Human Capital Strategy Does Not Recognize Foreign Assistance Responsibilities
GAO-07-1153: Published: Sep 28, 2007. Publicly Released: Sep 28, 2007.
The Secretary of State has made foreign assistance a pillar of the department's Transformational Diplomacy Initiative and has sought better policy coordination, planning, and oversight by establishing a Director of Foreign Assistance (F Bureau). Even though the U.S. Agency for International Development has been the principal agency for development and humanitarian aid, the Department of State (Sta...