Performance measures (31 - 40 of 64 items)
Customs Revenue: Customs and Border Protection Needs to Improve Workforce Planning and Accountability
GAO-07-529: Published: Apr 12, 2007. Publicly Released: Apr 12, 2007.
In forming the Department of Homeland Security (DHS), there was concern that moving the U.S. Customs Service into the new DHS would diminish attention given to collection of customs revenue. In recognition of that concern, Congress required that DHS's Customs Border Protection (CBP) not reduce the staff or resources for customs revenue functions. In March 2003, CBP reported a baseline of 2,263 sta...
Federal Deposit Insurance Corporation: Human Capital and Risk Assessment Programs Appear Sound, but Evaluations of Their Effectiveness Should Be Improved
GAO-07-255: Published: Feb 15, 2007. Publicly Released: Feb 15, 2007.
The Federal Deposit Insurance Reform Conforming Amendments Act of 2005 requires GAO to report on the effectiveness of Federal Deposit Insurance Corporation's (FDIC) organizational structure and internal controls. GAO reviewed (1) mechanisms the board of directors uses to oversee the agency, (2) FDIC's human capital strategies and how its training initiatives are evaluated, and (3) FDIC's process f...
Office of Personnel Management: OPM Is Taking Steps to Strengthen Its Internal Capacity for Leading Human Capital Reform
GAO-06-861T: Published: Jun 27, 2006. Publicly Released: Jun 27, 2006.
General recognition exists of a need to continue to develop a governmentwide framework for human capital reform to enhance performance, ensure accountability and position the nation for the future. Potential governmentwide human capital reform and likely requirements that the Office of Personnel Management (OPM) assist, guide, and ultimately certify agencies' readiness to implement reforms, raise...
Securities and Exchange Commission: Some Progress Made on Strategic Human Capital Management
GAO-06-86: Published: Jan 10, 2006. Publicly Released: Feb 9, 2006.
Corporate failures and accounting scandals led to changes in legislation governing U.S. securities markets, which resulted in increased workload demands on the Securities and Exchange Commission (SEC). As a result, Congress provided SEC with substantial budgetary increases to obtain more resources to help fulfill the agency's mission. GAO was asked to review SEC's strategic workforce planning effo...
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...
National Airspace System: Transformation will Require Cultural Change, Balanced Funding Priorities, and Use of All Available Management Tools
GAO-06-154: Published: Oct 14, 2005. Publicly Released: Nov 14, 2005.
The National Airspace System (NAS) is a complex network of airports, aircraft, air traffic control (ATC) facilities, employees, and pilots. The aviation industry, which depends on the NAS, contributes about 9 percent to the gross domestic product. The Federal Aviation Administration (FAA), funded through a tax-financed trust fund and General Fund appropriations, is pursuing a multibillion-dollar m...
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: 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...
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: Agencies Need Leadership and the Supporting Infrastructure to Take Advantage of New Flexibilities
GAO-05-616T: Published: Apr 21, 2005. Publicly Released: Apr 21, 2005.
Strategic human capital is the centerpiece of agencies' efforts to transform into high-performing organizations poised to meet the challenges of the 21st Century. Congress, recognizing that the federal human capital management systems designed in the past are outmoded, has provided agencies with exemptions from the old rules and new flexibilities to more strategically manage their workforce. Congr...